Employment Lawyers

Employment lawyers in New York offer help with all work related and employment matters including wages, discrimination, wrongful termination, breach of contract and more. These attorneys offer help to both employees and employers.

Employment Law Practice

• Sexual discrimination
• Overtime pay claims
• Pregnancy discrimination
• Employers rights and responsibilities
• Disability
• Employees rights and responsibilities
• Retaliatory termination
• Sexual harassment
• Job safety
• Termination without cause
• Family medical leave act
• New York family rights act
• Wrongful termination
• Constructive discharge

New York County Attorneys

New York County attorneys representing employees who have been subjected to employment discrimination, sexual harassment and wrongful termination.

Labor & Employment Attorneys

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A New York state judge has allowed former Sullivan & Cromwell associate Aaron Charney to repeal his sexual orientation discrimination suit against the firm, finding that some of his allegations are "irrelevant" and potentially violative of disciplinary rules.

Sullivan & Cromwell had hoped Manhattan Supreme Court Justice Bernard Fried would dismiss Charney's suit with prejudice on the grounds that his complaint disclosed client and firm confidences. But in a decision Monday striking the complaint with leave to replead, the judge said much of the allegedly secret information Charney put in his complaint had already been widely disseminated by Sullivan & Cromwell itself.

In Coke v. Long Island Care at Home, Ltd., 376 F.3d 118 (2d Cir. 2004)("Coke I"), the the 2nd U.S. Circuit Court of Appeals held that the companionship exemption cannot be used by a home care agency to avoid paying its caregivers minimum wage and overtime compensation.

To date, the Coke ruling is the first and only federal appellate court to rule that such exemption is unavailable to home care agencies. Previously, in Johnston v. Volunteers of America, Inc., 213 F.3d 559 (10th Cir. 2000), the 10th U.S. Circuit Court of Appeals explicitly held that third-party employers can avail themselves of the companionship exemption to avoid paying companion workers overtime.

The facts at issue in the Coke case are relatively simple. Evelyn Coke, a New York home care attendant, sued her employer in the U.S. District Court for the Eastern District of New York alleging that it failed to pay her overtime compensation in violation of the FLSA. Specifically, she claimed that the federal regulations defining and interpreting the companionship services exemption were unreasonable. With the support of the Service Employees International Union, Evelyn Coke brought the case against her employer as a test case.

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