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When an employee raises a complaint involving workplace misconduct or unlawful activity—such as discrimination, harassment, wage violations, or retaliation—how you respond matters. For employers, business owners, managers, and supervisors, early legal guidance can help contain risk, preserve workplace stability, and prevent a situation from escalating into costly litigation.
Our New York employment attorneys advise employers on how to respond to employee claims in a way that is legally compliant, measured, and strategic. We help you understand your obligations under federal, New York State, and New York City employment laws, assess potential exposure, and take appropriate steps to address complaints while protecting your organization.
Speaking with an experienced employment lawyer early in the process allows you to respond thoughtfully, document decisions properly, and avoid missteps that can increase liability. Contact Berke-Weiss to discuss how to address an employee claim before it escalates.
When a current or former employee raises a sexual harassment complaint, employers are subject to specific legal duties under New York State and New York City law. These obligations may include conducting a prompt and thorough investigation, taking corrective action when necessary, and ensuring that no retaliation occurs.
Our employment law attorneys help employers respond to sexual harassment claims in a way that is fair, legally sound, and consistent with workplace policies. We advise on internal investigations, documentation, corrective measures, and compliance with evolving harassment prevention requirements, helping you address concerns responsibly while minimizing legal risk.
Wage and hour claims are among the most common—and costly—employment law disputes. New York and federal laws impose strict rules governing minimum wage, overtime, classification of employees and independent contractors, and recordkeeping.
If an employee raises concerns about unpaid wages, overtime violations, or misclassification, our New York employment lawyers can help you evaluate the claim, assess potential exposure, and determine the best course of action. Proactive legal guidance can help employers correct issues early, maintain compliance, and avoid Department of Labor investigations or litigation.
Employment decisions such as discipline, termination, or layoffs can give rise to discrimination claims based on protected characteristics like race, gender, disability, age, religion, or sexual orientation. Even well-intentioned decisions can carry legal risk if not handled carefully.
We counsel employers on how to respond when an employee alleges workplace discrimination, including evaluating the claim, reviewing documentation, and advising on next steps. Our goal is to help you understand your legal obligations, reduce liability, and address complaints in a way that is defensible and compliant with New York employment laws.
Retaliation claims often arise after an employee has complained about discrimination, harassment, wage violations, or other protected activity. These claims can significantly increase an employer’s legal exposure and complicate the resolution of underlying disputes.
If you are concerned about a potential retaliation claim—or are already facing one—our employment attorneys can help you assess risk and navigate the situation carefully. We advise employers on lawful responses, documentation, and best practices to ensure workplace actions are consistent, appropriate, and compliant with anti-retaliation laws.
