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Can You Sue Your Employer In New York State

What Can You Sue Your Employer For

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Negligence in employment is an area of law where an employer is held responsible for an act that causes injury to others. For example, this can happen when an employer acts negligently by allowing an employee to work a certain position or perform a particular task that they know is too dangerous, and/or a task that an employee is not adequately prepared for.

An employer can be negligent at many different points of the hiring and employment process. Some examples of negligence in employment may include:

  • Negligent Hiring
  • Negligent Supervision
  • Negligent Training

It can be difficult to trace some types of negligence back to the employer more than others. For example, negligent hiring is often easily detected when a worker doesnt have the proper license to perform his or her tasks. However, its not as easy to trace negligent training to a specific supervisor in the case that many different people actually trained the employee.

Can You Get Fired For No Reason In Ny

Yes, your employer can fire you without a reason.

However, under New York laws, employers cannot fire people for illegal reasons. While New York is an at-will employment state, meaning employers do not have to provide a just cause, the laws still protect employees from unlawful termination.

Firing someone as an act of discrimination or retaliation violates the law.

What If I Miss A Deadline To File A Civil Lawsuit In New York

If you do not file your suit within the timeframe prescribed by the statute of limitations, it is very likely that the opposing party will file a motion to have your suit dismissed because the statute of limitations has passed. At that point, the judge can properly dismiss your suit for failing to comply with the statute of limitations.

So, even if you do not have all the information necessary to prove your claim, it is best to go ahead and file your claim and collect the evidence afterward if the timeframe in the statute of limitations is about to end. By filing your suit, you stop the clock on the statute of limitations time frame , which means that the statute of limitations is extended in regards to your suit.

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Leading Nyc Workers Compensation Lawyers Advocate For Injured Workers Right To Full Compensation

The NYC workers compensation laws are founded on the facts that:

  • All employers must provide insurance coverage to compensate employees for all work injuries, regardless of fault, and
  • The employee gives up the right to sue the employer or co-workers for additional compensation.

Of course, in practice, the NYC legal system is rarely so simple. One exception exists to this rule that can allow you to sue your employer in certain situations: if your employer intentionally caused your injury. Despite this, third-party, non-employers who contributed to the cause of your work injury are subject to lawsuits via the third-party claims system.

At Proner & Proner, our top-rated workers compensation lawyers have over 50 years combined experience handling complex work accident cases. We are dedicated to helping injured workers get the full amount of compensation to which they are entitledwhether through workers compensation or the personal injury process.

If you have been hurt while on the job, call or contact our top-rated workers compensation lawyers for a free consultation today. We can help you learn more about your right to sue an employer or a third party for injuries sustained at work.

Personal Injury Statute Of Limitations In New York

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When you are injured by another person, or a company, because of their negligence or intentional actions, you may be able to sue that person or entity for their bad behavior and for the damages they caused to you. However, the statute of limitations sets a specific time frame in which you can take legal action against someone who harmed you. In New York, state law typically demands that civil actions to recover for personal injuries must be filed within three years. This means that you have three years from the date you were injured to file a suit against the person or entity that negligently or intentionally harmed you. Filing your claim within the statute of limitations is crucial. If your claim is filed outside of the statute of limitations, it will almost certainly be thrown out of court for violating the statute of limitations.

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Does An Employer Have To Give Written Notice Of Termination

Yes, New York Labor Law § 195 requires employers to provide written notice to discharged employees, stating the effective date of termination. The notice must also provide the exact date that any employee benefits, such as health, accident, and life insurance, will cease. This notice must be given to the employee no later than five working days after the date of termination.

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Should I Sue My Employer After An Injury In New York

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Can I Sue My Employer After An Injury In New York?

After a workplace injury, most employees are limited to compensation available through the workers compensation system. In most cases, workers comp is the exclusive remedy for workplace injuries. Employers pay into their workers compensation insurance to cover injured workers expenses, and in turn they are immune from injury lawsuits.

As with most legal questions, however, the answer is a bit more complicated than that. There are many exceptions and caveats that affect whether an injured worker can pursue a personal injury lawsuit against an employer.

On this page, well explore this topic in depth and break down the specifics of work injury lawsuits in New York, including:

  • Differences between workers compensation and personal injury claims
  • Can I sue if Ive collected workers compensation benefits?
  • What if a third party caused the injury?
  • Maximizing compensation with global settlements
  • Can my boss fire me for filing a lawsuit?
  • Do I need a workers comp lawyer or a personal injury lawyer?

Keep reading to learn more.

Workers Compensation Vs. Personal Injury

First, it helps to understand the difference between workers compensation benefits and personal injury compensation.

  • Weekly wage benefits
  • Reimbursement for medical care related to the injury
  • Supplemental income
  • Funeral expenses in the event of a fatal injury
  • Death benefits for surviving dependents
  • Additional union benefits

Related Questions

Are You Clear About What You Really Want Out Of Your Lawsuit

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As with anything, its important that you are clear about your goals. Before initiating a lawsuit, you will want to think about what you really want out of the lawsuit. It may be the case that you are hoping to recover damages for the emotional or physical injuries you suffered, or it may be the case that you are just looking for some sort of resolution to a difficult situation in the workplace.

Before making a stress claim against an employer and expending the funds required to make a lawsuit, it may be worth approaching your employer and reaching a resolution not involving the legal process. If you need advice, an experienced attorney can help you decide whether a lawsuit is right for the goals that you have.

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Can I Sue My Employer For Stress And Anxiety

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Can I sue my employer? When an employee may experience emotional distress at work, the employee may ask, Can I sue for emotional distress? Unlike bodily injuries, emotional distress injuries are more difficult to measure. Since emotional injuries, such as PTSD, depression, or anxiety, are not tangible injuries where you can easily measure the injury or what happened, they can be more difficult to pursue. However, just because they are more difficult does not mean that you cannot pursue a claim against your employer. In fact, an increasing number of states, including New York, recognize mental health and emotional claims against your employer.

When Your Employer Intentionally Caused Your Injury

In many states, the law allows employees to sue their employers when the employers actions have caused intentional harm to the employee. However, different states have different definitions and standards for what is considered an intentional act. Therefore, it is really challenging to prove this in court. Unless, of course, your employer physically assaulted you in the workplace and you have witnesses to prove it.

Another difficulty in suing your employer for intentionally causing your injured worker is the length of time it takes for cases like these to get resolved. It can be difficult to guess how long it would take for your case to be resolved because it will all still depend on the circumstances surrounding your case and the laws in your state. So if your injured worker was caused by your employer, then it is recommended to seek the advice of a workers compensation lawyer.

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How Do I Know If I Have A Claim For Wrongful Termination

While there is no such legal claim as wrongful termination in New York, there are actually many employment and labor laws that an employer can violate when terminating an at-will employee. For example, just because you are an at-will employee, this doesnt give your employer the right to fire you for any reason particularly if they run afoul of state or federal anti-discrimination or anti-retaliation laws.

As discussed above, state and federal laws prohibit discrimination based on several categories, including but not limited to, race, religion, gender, age, national origin, disability discrimination in NYC, pregnancy status, sexual orientation, and gender identity. If your employer has terminated your employment due to a discriminatory reason, you can bring a legal claim against the employer.

Human Rights Law/discrimination Law

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According to both federal and New York City human rights law, the law prohibits discrimination making it illegal to terminate or discriminate against an employee on the basis of certain suspect classes. These laws against discrimination in the workplace include discrimination and harassment on the basis of race, sex, gender, sexual orientation, ethnicity, national origin, religion, and disability.

The most common of these classes are race and gender. In these types of circumstances, at-will employment does not apply, and in the above cases, the employee should talk with an employment law attorney that practices NYC human rights law right away to discuss their options. As with many cases, these types of cases are very fact-specific, and so a good employment law attorney will be able to analyze the facts and apply them to the law.

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How Long After Being Fired Can You Sue

Although you may have the right to pursue an actionable claim against your employer for illegal termination, that does not mean that you have an infinite amount of time to do so. The time period to pursue a wrongful termination claim is governed by the statute of limitations. If you dont file your wrongful termination lawsuit in court before the statute of limitations expires, you lose your right to pursue your wrongful termination claim. Accordingly, it is important to obtain legal advice from an experienced employment law attorney to determine how much time you have and when your statute of limitations expires. How long after being fired can you sue?

  • Occupational Safety Health Association legal claims have only 180 days to file
  • Equal Employer Opportunity Commission claims have 300 days to file
  • New York Human Rights Law claims have 3 years to file
  • Breach of Contract Claims have 6 years to file

Experienced Employment Lawyers In Nyc

Just because you are terminated by your employer does not mean that everything is said and done. Although New York and NYC is employment at-will, an employee does have certain rights. If the employee was terminated on the basis of race, sex, gender, sexual orientation, ethnicity, religion, or disability, then that employee may have a claim against their employer for wrongful termination. Furthermore, if that employee was a union member or had an employee handbook / manual, that document could be legally interpreted as a written contract between the employee and employer, and the employer may then be in violation for breach of contract.

A qualified employment law attorney from the Law Office of Yuriy Moshes can provide you a free consultation about your rights and how strong a case you may have. Their law offices help wrongfully terminated employees in the New York City area including all its boroughs as well as Northern New Jersey, Long Island, and Upstate New York.

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Suing Your Employer: Third

While an injured worker cannot sue his or her employer or co-worker, the injured worker can, however, sue a third-party or other entity, if the third-partys negligence caused the injury. These lawsuits are typically called Third-Party Actions.

If a Third-Party Action results in monetary benefits for the injured worker, either by settlement or a verdict, the Workers Compensation Carrier is entitled to reimbursement for any lost wages and medical benefits paid. This is also referred to as a Third-Party Lien. Calculating the lien and other expenses often gets very complicated, so it is important to seek legal counsel to assist with the process.

In addition, the Workers Compensation Carrier must also give consent for the injured worker to settle a Third-Party Action. Failure to obtain consent may result in a complete bar of future Workers Compensation benefits.

The most common type of Third-Party Actions arise out of motor vehicle accidents, where the negligence of a third-party motorist causes the injury. In New York State, not only is the injured worker entitled to Workers Compensation benefits and a potential Third-Party Action, but the injured worker may also be entitled to No-Fault Benefits. An injured worker who is injured as a result of a motor vehicle accident should seek immediate counsel, as the timeframe to file for No-Fault Benefits is very short.

Day Statutes Of Limitations In Employment Law Cases

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Title VII of the Civil Rights Act of 1964: Employees have 300 days to file a claim with the Equal Employment Opportunity Commission under Title VII of the Civil Rights Act of 1964. Title VI protects covered employees from discrimination based on religion, color, race, sex/gender/pregnancy, or national origin.

Americans with Disabilities Act: Employees also have 300 days to file a charge with the EEOC under the Americans with Disabilities Act for discrimination or retaliation based on a disability.

Age Discrimination in Employment Act: Employees have 300 days to file a claim with the EEOC for age-based discrimination in the workplace.

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Why Reporting In A Timely Manner Is Important In New York

When you are injured on the job, even what may seem like a minor injury at the time, you are jeopardizing your rights to collect benefits for the injury. This means that should you later have symptoms that develop, your failure to report an injury could mean your claim for benefits is denied, even if the problem began at work.

New Yorks workers compensation laws are extremely complicated and often, workers are uncertain what their rights and responsibilities are under the law. Any worker who has suffered any work-related injury or believes they have an illness that may be job-related should report their condition to their employer immediately. Once you have done this, it is typically a good idea to contact a New York workers compensation attorney, particularly if your initial claim is denied by the insurance company.

While you have the obligation to meet certain requirements for reporting your illness or injury, your employer also has reporting responsibilities to their insurer and to the New York Workers Compensation Board. Keep in mind, even if you are involved in a seemingly minor incident such as slipping, banging your head or banging your knees, report it to your employer immediately. Protect your rights under the law.

New York Employee Termination Checklist

Most terminated employees leave in a hurry. If an employee is leaving, they need to make sure all of their ducks are in row first and review their employee termination checklist or New York employee termination checklist.

  • Discharge Notices. Check to see if you have any kind of written contract with your employer. If you do and it states that your employer has agreed to employ you through a certain date, make sure that you are not being terminated prior to that date. Accordingly, it is important to review any termination of employment letter or termination letter and the actual termination date to see if it in violation of any written agreement you already have with your employer.
  • Final Paycheck. Oftentimes, an employer will terminate their employee and refuse to pay them their regular pay for various reasons. This may be because the employee may have destroyed some equipment, or cause the employer, in their mind, to lose money, or it may just be because the employer thinks that the employee will be so intimidated or scared that they wont confront the employer for their last paycheck. So, before you walk out, you need to talk with human resources or your boss and find out when to expect your final pay. If the employer refuses to do so, you should consult with an employment law attorney who is familiar with final paycheck laws and who is not afraid to get the employers to pay penalties for not paying.
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