Employment Discrimination in Garden City

Employees in Garden City continue to face discrimination in employment. Sex discrimination in Garden City can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Garden City are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Garden City

Employees in Garden City are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Garden City who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Garden City who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Garden City receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Garden City to discuss how the unpaid wages can be obtained.

Help for Garden City Employees

Employment laws in Garden City can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Garden City and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Carle Place

Employees in Carle Place continue to face discrimination in employment. Sex discrimination in Carle Place can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Carle Place are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Carle Place

Employees in Carle Place are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Carle Place who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Carle Place who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Carle Place receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Carle Place to discuss how the unpaid wages can be obtained.

Help for Carle Place Employees

Employment laws in Carle Place can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Carle Place and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination on Long Island

Employees on Long Island continue to face discrimination in employment. Sex discrimination on Long Island can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination on Long Island are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime on Long Island

Employees on Long Island are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees on Long Island who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees on Long Island who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees on Long Island receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment attorney on Long Island to discuss how the unpaid wages can be obtained.

Help for Long Island Employees

Employment laws on Long Island can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment attorneys on Long Island and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Suffolk County

Employees in Suffolk County continue to face discrimination in employment. Sex discrimination in Suffolk County can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Suffolk County are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Suffolk County

Employees in Suffolk County are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Suffolk County who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Suffolk County who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Suffolk County receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Suffolk County to discuss how the unpaid wages can be obtained.

Help for Suffolk County Employees

Employment laws in Suffolk County can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Suffolk County and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Nassau County

Employees in Nassau County continue to face discrimination in employment. Sex discrimination in Nassau County can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Nassau County are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Nassau County

Employees in Nassau County are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Nassau County who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Nassau County who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Nassau County receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Nassau County to discuss how the unpaid wages can be obtained.

Help for Nassau County Employees

Employment laws in Nassau County can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Nassau County and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Farmingville

Employees in Farmingville continue to face discrimination in employment. Sex discrimination in Farmingville can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Farmingville are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Farmingville

Employees in Farmingville are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Farmingville who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Farmingville who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Farmingville receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Farmingville to discuss how the unpaid wages can be obtained.

Help for Farmingville Employees

Employment laws in Farmingville can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Farmingville and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Bay Shore

Employees in Bay Shore continue to face discrimination in employment. Sex discrimination in Bay Shore can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Bay Shore are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Bay Shore

Employees in Bay Shore are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Bay Shore who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Bay Shore who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Bay Shore receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Bay Shore to discuss how the unpaid wages can be obtained.

Help for Bay Shore Employees

Employment laws in Bay Shore can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Bay Shore and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Farmingdale

Employees in Farmingdale continue to face discrimination in employment. Sex discrimination in Farmingdale can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Farmingdale are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Farmingdale

Employees in Farmingdale are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Farmingdale who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Farmingdale who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Farmingdale receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Farmingdale to discuss how the unpaid wages can be obtained.

Help for Farmingdale Employees

Employment laws in Farmingdale can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Farmingdale and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Greenlawn

Employees in Greenlawn continue to face discrimination in employment. Sex discrimination in Greenlawn can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Greenlawn are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Greenlawn

Employees in Greenlawn are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Greenlawn who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Greenlawn who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Greenlawn receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Greenlawn to discuss how the unpaid wages can be obtained.

Help for Greenlawn Employees

Employment laws in Greenlawn can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Greenlawn and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in East Northport

Employees in East Northport continue to face discrimination in employment. Sex discrimination in East Northport can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in East Northport are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in East Northport

Employees in East Northport are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in East Northport who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in East Northport who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in East Northport receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving East Northport to discuss how the unpaid wages can be obtained.

Help for East Northport Employees

Employment laws in East Northport can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving East Northport and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Dix Hills

Employees in Dix Hills continue to face discrimination in employment. Sex discrimination in Dix Hills can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Dix Hills are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Dix Hills

Employees in Dix Hills are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Dix Hills who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Dix Hills who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Dix Hills receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Dix Hills to discuss how the unpaid wages can be obtained.

Help for Dix Hills Employees

Employment laws in Dix Hills can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Dix Hills and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Huntington

Employees in Huntington continue to face discrimination in employment. Sex discrimination in Huntington can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Huntington are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Huntington

Employees in Huntington are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Huntington who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Huntington who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Huntington receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer serving Huntington to discuss how the unpaid wages can be obtained.

Help for Huntington Employees

Employment laws in Huntington can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Huntington and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Plainview

Employees in Plainview continue to face discrimination in employment. Sex discrimination in Plainview can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Plainview are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Plainview

Employees in Plainview are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Plainview who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Plainview who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Plainview receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer on Long Island to discuss how the unpaid wages can be obtained.

Help for Plainview Employees

Employment laws in Plainview can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers serving Plainview and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Woodbury NY

Employees in Woodbury NY continue to face discrimination in employment. Sex discrimination in Woodbury NY can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Woodbury NY are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Woodbury NY

Employees in Woodbury NY are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Woodbury NY who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Woodbury NY who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Woodbury NY receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer on Long Island to discuss how the unpaid wages can be obtained.

Help for Long Island Employees

Employment laws in Woodbury NY can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers on Long Island and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Syosset

Employees in Syosset continue to face discrimination in employment. Sex discrimination in Syosset can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Syosset are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Syosset

Employees in Syosset are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Syosset who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Syosset who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees in Syosset receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer on Long Island to discuss how the unpaid wages can be obtained.

Help for Long Island Employees

Employment laws in Syosset can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers on Long Island and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination in Melville

Employees in Melville continue to face discrimination in employment. Sex discrimination in Melville can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination in Melville are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime in Melville

Employees in Melville are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees in Melville who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees in Melville who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees on Long Island receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer in Melville to discuss how the unpaid wages can be obtained.

Help for Long Island Employees

Employment laws in Melville can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers in Melville and can discuss your employment case with you. Our Melville employment law office is located in New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

Employment Discrimination on Long Island

Employees on Long Island continue to face discrimination in employment. Sex discrimination on Long Island can happen when an employer treats one particular sex different than another. For example, an employer may promote only men instead women. Another growing type of discrimination is gender discrimination and gender stereotype discrimination. An example of gender stereotype discrimination is where an employer fires a male who displays “effeminate” characteristics.

Other types of employment discrimination on Long Island are disability discrimination, race discrimination, national origin discrimination, and age discrimination. Employers are prohibited from making employment decisions such as hiring, firing, promoting, and pay based on any of these protected characteristics. Additionally, disability discrimination can occur when an employer refuses to provide a reasonable accommodation for an employee’s disability.

Sexual Harassment

Sexual harassment is prohibited by Title VII of the Civil Rights Act and by the New York State Human Rights Law. Two types of sexual harassment are hostile work environment and quid pro sexual harassment. A hostile work environment exists when an employer subjects to an employee to unwelcome sex based abusive conduct in the workplace which is either severe or pervasive. Examples include sex based jokes in the workplace, pornography in the workplace, or demeaning words directed at an employee based on the employee’s sex. Severe conduct could include touching such as massaging an employee’s shoulders, or something more significant such as touching a female’s buttocks or breasts.

Quid pro sexual harassment occurs when a supervisor requests sexual favors from a worker in exchange for favorable treatment.

Workplace Retaliation

Most employment statutes protect employees who exercise rights granted by an employment law or who complain that their rights have been violated. For example, if an employee reasonably believes she has been discriminated against in the workplace and complains about, the employer is prohibited from retaliating against the employee for making the complaint. Examples of retaliation include anything which dissuade a reasonable employee from making a complaint, such termination, reducing pay, unfavorable work assignments, or subjecting the employee to a retaliatory hostile work environment. Employees are also protected for enforcing rights under the Family Medical Leave Act (FMLA) or for complaining about wage violations under the Fair Labor Standards Act (FLSA).

Failure to Pay Minimum Wage and Overtime on Long Island

Employees on Long Island are entitled to receive minimum wage and, in many cases, overtime. Waiters, waitresses, bartenders, busboys, cooks, and valets, are just some examples of vulnerable employees on Long Island who are frequently cheated out of minimum wage and overtime. Overtime must be paid to employees on Long Island who work more than 40 hours in a workweek and who are not otherwise exempt under the law. New York’s Wage Theft Prevention Act also requires that employees on Long Island receive wage statements for each pay period in which they are paid. Violations of the minimum wage, overtime, or wage statement requirement can result in significant damages for employers. Employees who have not been paid properly should speak with an employment lawyer on Long Island to discuss how the unpaid wages can be obtained.

Help for Long Island Employees

Employment laws on Long Island can be tricky to navigate. There are federal, state, and local laws which may apply. Famighetti & Weinick PLLC are employment lawyers on Long Island and can discuss your employment case with you. Our Long Island employment law office is located in Melville, New York. Our employment lawyers can be reached at 631-352-0050 or on the web at https://www.linycemploymentlaw.com or Facebook.

New York City Minimum Wage

In New York City, the minimum wage varies depending on the number of employees:

For business with 10 or less employees, the minimum wage is:

• As of 12/31/16: $11.00 per hour
• As of 12/31/17: $13.00 per hour
• As of 12/31/18: $15.00 per hour

For business with 11 or more employees, the minimum wage is:

• As of 12/31/16: $10.50 per hour
• As of 12/31/17: $12.00 per hour
• As of 12/31/18: $13.50 per hour
• As of 12/31/19: $15.00 per hour

Long Island Minimum Wage and Westchester Minimum Wage

• As of 12/31/16: $10.00 per hour
• As of 12/31/17: $11.00 per hour
• As of 12/31/18: $12.00 per hour
• As of 12/31/19: $13.00 per hour
• As of 12/31/20: $14.00 per hour
• As of 12/31/21: $15.00 per hour

The Rest of New York State Minimum Wage

• As of 12/31/16: $9.70 per hour
• As of 12/31/17: $10.40 per hour
• As of 12/31/18: $11.10 per hour
• As of 12/31/19: $11.80 per hour
• As of 12/31/20: $12.50 per hour
• Starting in 2021, the Commissioner of Labor will continue to raise the minimum wage until it reaches $15.00 per hour

Tipped Food Service Worker Minimum Wage

As of December 31, 2016, the minimum wage for tipped for service workers in all of New York is $7.50 per hour. In New York City, the rate will increase on December 31, 2017. A complete table showing tip credits, minimum wage increases, and other minimum wage tables is from the Department of Labor website.

Know Your Rights About Minimum Wage and Overtime Pay

New York’s minimum wage and overtime laws are becoming increasingly complex. To help employees understand whether they’re being paid properly in New York, the labor law requires employers to provide their employees with wage statements setting forth the employer’s contact information, the employee’s regular rate of pay, the employee’s overtime rate of pay, and the employee’s hours worked for the pay period. This requirement is imposed by the New York State Wage Theft Prevention Act. Reviewing these wage statements closely is the first step in determining whether an employee has been paid properly.

If an employee has not received a wage statement, it could mean two things. First, the failure to provide a wage statement may be a violation of the labor law itself. But, if the employer has not provided a wage statement, it probably means the employer is hiding something, such as wage theft.

If you have not received a wage statement or if you’re an employee and you believe you have not been paid properly, it’s a good idea to consult with an employment lawyer who can evaluate your case. You can also contact the New York State Department of Labor.

Famighetti & Weinick PLLC are employment lawyers on Long Island who are experienced in evaluating and handling cases for employees who have not been paid minimum wage or overtime. Our employment lawyers on Long Island can be contacted at 631-352-0050 and are available for free consultations. We are also available on the internet at https://www.linycemploymentlaw.com or on Facebook.