BECAUSE YOUR MATTERS MATTER
Tadler Law LLP is a law firm committed to protecting the rights of employees in the workplace. Employees are often subject to mistreatment from their employers, which can take many different forms, some more apparent than others.
If you suspect that your employer has acted unlawfully, it can be difficult to determine whether their conduct truly constitutes a legal violation that can be addressed through litigation. This is where our experienced employment lawyers can assist you. We will listen to your story, provide guidance on your legal options, and help ensure that employers who mistreat their employees are held accountable for their actions and deterred from continuing these harmful practices.
Whether you are still employed or have been terminated, you may have a viable claim that warrants legal action, and Tadler Law is here to help. You may have legal rights that you are not aware of, and your employer may have violated the law without your knowledge. It is essential to consult with an experienced attorney to determine whether your employment law rights have been infringed upon and to take appropriate action to protect your interests.
EMPLOYMENT LAW EXPERIENCE
Tadler Law handles claims in several areas of employment law, including:
- Discrimination
- Equal Pay
- Harassment
- Wrongful Termination
- Whistleblower and Retaliation
- Employment Agreements
- Separation Agreements
- Severance Agreements
DISCRIMINATION
In the realm of professional environments, employment discrimination arises when an employer engages in disparate treatment or unfavorable conduct towards an applicant or employee due to their race, color, religion, sexual orientation, gender identity, national origin, disability, age, or protected veteran status. It is important to note that workplace discrimination need not be a deliberate act to be deemed unlawful. Typically, both federal and state legislations exhibit significant resemblance, leading the respective governing bodies to function independently but in parallel, advocating for the rights of individuals who have experienced discriminatory practices.
There are generally two types of discrimination prohibited under federal employment law:
DISPARATE TREATMENT
Disparate treatment discrimination occurs when an employer intentionally treats certain individuals less favorably compared to others based on discriminatory grounds. This means that similarly positioned individuals are subjected to differential treatment solely due to factors such as their race, for instance. Disparate treatment represents the most prevalent form of workplace discrimination and is unequivocally illegal.
DISPARATE IMPACT
Disparate impact discrimination, in contrast, is unintentional in nature. It transpires when the processes and treatment applied to all employees are seemingly uniform, yet a protected class of workers experiences adverse consequences nonetheless. Notably, disparate impact discrimination does not always constitute a violation of the law, as an employer may possess a legitimate, job-related rationale for the aforementioned practices. Consequently, these cases necessitate a meticulous examination of factual details by a proficient legal expert.
HARASSMENT
It is essential for businesses to cultivate a work environment that upholds dignity and respect, fostering an atmosphere where harassment is strictly prohibited and addressed promptly and effectively. Workplace harassment is a form of employment discrimination wherein unwelcome conduct that is based on an employee’s protected status affects their ability to work in a safe job. According to the Equal Employment Opportunity Commission, harassment becomes unlawful when:
- Enduring the offensive conduct becomes a condition of employment
- And when the conduct is pervasive enough to create what a reasonable person would view as a hostile work environment.
There are four main types of workplace harassment, explained below by way of example scenarios:
VERBAL HARASSMENT
This form entails recurrent demands for personal dates or the utterance of derogatory comments about an individual’s disability directly to their face.
WRITTEN HARASSMENT
Here, offensive jokes concerning race or religion are transmitted via email, or the act of forwarding an email containing pornographic content takes place.
PHYSICAL HARASSMENT
Unwanted physical contact directed at a person, their hair, or their attire, along with lewd hand gestures or suggestive facial expressions, fall within this category.
VISUAL HARASSMENT
This type encompasses the donning of clothing featuring offensive language or the exhibition of sexually explicit photos or imagery.
WRONGFUL TERMINATION
To pursue compensation for wrongful termination, engaging the services of an employment attorney is crucial. They will play a pivotal role in substantiating the illegality of your termination by demonstrating that your employer violated relevant state or federal statutes or regulations. It is important to acknowledge that employers possess the ability to conceal or destroy vital evidence that could substantiate your case. Therefore, it is imperative to consult with a lawyer at the earliest possible stage, including if you anticipate an impending termination, to ensure the preservation of essential documentation and evidence.
Apart from the violation of applicable statutes or regulations, wrongful termination can also occur when employers breach the terms outlined in a written agreement or, in certain instances, a verbal agreement established with the employee.
WHISTLE BLOWER AND RETAILIATION
When employees discover that their employer is involved in unlawful practices, they have the option to assume the legal role of a whistleblower. This entails reporting the unethical activities either through appropriate internal channels or directly to the government. It is crucial to note that exercising these legal rights, as provided by the Department of Labor’s whistleblower protection laws, should not result in any form of retaliation from the employer.
Retaliatory actions can manifest in various ways, including termination of employment, demotion, reduction in pay, loss of benefits, reassignment to less favorable roles, and other detrimental measures. Essentially, any adverse action taken by a company against an employee in response to their internal or external reporting of the organization’s illegal conduct can be classified as retaliation.
It is essential for employees to be aware of their rights and seek legal counsel if they believe they have experienced retaliation for engaging in protected whistleblowing activities.
EMPLOYMENT AGREEMENTS
Are you seeking guidance in comprehending and effectively navigating the terms outlined in your employment contract? Irrespective of your employer, it is within your rights to engage in negotiations concerning the provisions of your employment agreement, regardless of industry or job role. Our team of experienced attorneys is available to provide valuable assistance, alleviating potential future challenges. By consulting with us, you can secure expert guidance in negotiating crucial elements, including but not limited to compensation, employee benefits, noncompete clauses, and intellectual property provisions.
EMPLOYMENT LAW ATTORNEYS
Employment law litigation is a multifaceted and intricate process, demanding comprehensive legal representation at every stage. If you believe that your workplace experience may have constituted a potential breach of employment law, it is advisable to seek the counsel of an experienced employment attorney. Such legal professionals will skillfully advocate for your interests throughout the entirety of the litigation process, ensuring your rights are safeguarded and diligently pursued. By enlisting the services of an employment attorney, you can benefit from their expertise and guidance, navigating the complexities of the legal proceedings with confidence.
ENGAGE
We’re ready to listen. Feel free to contact us at 212.946.9300, contact@tadlerlaw.com or via the quick form below to engage with a member of our professional team regarding your potential legal needs.