One important thing to remember is that, on Long Island, unless there is a contract or an agreement, you can be fired (terminated or let go) for almost any reason at all.
No explanation is required, and no notice is mandated by law. The same goes for anything else an employee might expect to be “fair.” Conversely, an employee is not mandated to quit in any particular fashion.
In such situations, speaking with an experienced employment lawyer on Long Island or a knowledgeable employment law attorney can help protect your rights.
However, needing the Law Office of April-Leigh Horn could be something to consider in a number of termination circumstances. “Almost any reason” does not include illegal reasons, such as age discrimination or being physically challenged in a way that does not inhibit job performance.
If you are applying for unemployment benefits, many companies, for theoretical cost savings, dispute every claim, no matter how meritorious the former employee has been in job performance.
Having a skilled employment lawyer on Long Island by your side during these disputes may significantly improve your chances of success.
Case No 1.
A “parts” inspector at a factory quit because too many of the parts he declared defective were sent to customers, despite his finding of defects.
Superiors at the factory had overruled his findings, and now they were disputing his claim for benefits.
Since it was not for an illegal reason, the client was about to lose his case. That is, until an attorney, now of this office, asked the client what no one had asked, “What are these defective parts used for?” Straightforwardly, the former inspector said, “Airplane brakes.” He was granted the benefits.
This outcome illustrates how vital it can be to consult an employment law attorney who knows the right questions to ask.
Case No.2
A young teacher, employed by a private preschool learning center, was terminated when her assistant claimed she had hurt a 4-year-old boy. The company reported her to the state child protective services. An investigation ensued.
The young woman’s prospects for ever becoming a full-fledged teacher in a public school system dimmed to almost total darkness. The same attorney in the above case sought an interview with investigators. Anything the client said could be used against her, so there is always a risk.
The investigation declared the complaint unfounded. The facts were that this woman of average build bent over to help a little girl when the boy came up from behind her. In doing so, the boy was knocked over.
It was also discovered that this took place in an overcrowded and narrow portable building. The fact that the complaining witness now had the job of the young teacher/client put the credibility of the complaining witness into proper context.
This is a prime example of how a strategic defense by an employment lawyer on Long Island can preserve your career and reputation.
Case No.3
Belonging to a volunteer fire department or ambulance squad is considered employment. The importance of continued employment might have important economic rewards. “Pension” monies are now paid or accrued through Length of Service Programs, which are meant to help recruitment and to retain members.
One client, an older volunteer, was put into a special category, which was found to be discriminatory. Eventually, his attorney convinced the fire department of the error in their ways. The senior citizen received over $42,000 in unpaid benefits.
A dozen other members of long service also benefited from this intervention, and the program continues to operate in a now non-discriminatory manner.
Such successful outcomes are made possible with the guidance of a dedicated employment law attorney who understands both the law and the human side of employment.
One of the things a person must remember is that in New York State, unless there is a contract or an agreement, you can be fired (terminated/let go) for almost any reason at all.
No explanation is required, and no notice is mandated by law. The same goes for anything else an employee might expect to be “fair.” Conversely, an employee is not mandated to quit in any particular fashion.
In such situations, speaking with an experienced employment lawyer in NYC or a knowledgeable employment law attorney can help protect your rights.
However, needing the Law Office of April-Leigh Horn could be something to consider in a number of termination circumstances. “Almost any reason” does not include illegal reasons, such as age discrimination or being physically challenged in a way that does not inhibit job performance.
If you are applying for unemployment benefits, many companies, for theoretical cost savings, dispute every claim, no matter how meritorious the former employee has been in job performance.
Having a skilled employment lawyer in NYC by your side during these disputes may significantly improve your chances of success.
Case No 1.
A “parts” inspector at a factory quit because too many of the parts he declared defective were sent to customers, despite his finding of defects.
Superiors at the factory had overruled his findings, and now they were disputing his claim for benefits.
Since it was not for an illegal reason, the client was about to lose his case. That is, until an attorney, now of this office, asked the client what no one had asked, “What are these defective parts used for?” Straightforwardly, the former inspector said, “Airplane brakes.” He was granted the benefits.
This outcome illustrates how vital it can be to consult an employment law attorney who knows the right questions to ask.
Case No.2
A young teacher, employed by a private preschool learning center, was terminated when her assistant claimed she had hurt a 4-year-old boy. The company reported her to the state child protective services. An investigation ensued.
The young woman’s prospects for ever becoming a full-fledged teacher in a public school system dimmed to almost total darkness. The same attorney in the above case sought an interview with investigators. Anything the client said could be used against her, so there is always a risk.
The investigation declared the complaint unfounded. The facts were that this woman of average build bent over to help a little girl when the boy came up from behind her. In doing so, the boy was knocked over.
It was also discovered that this took place in an overcrowded and narrow portable building. The fact that the complaining witness now had the job of the young teacher/client put the credibility of the complaining witness into proper context.
This is a prime example of how a strategic defense by an employment lawyer in NYC can preserve your career and reputation.
Case No.3
Belonging to a volunteer fire department or ambulance squad is considered employment. The importance of continued employment might have important economic rewards. “Pension” monies are now paid or accrued through Length of Service Programs, which are meant to help recruitment and to retain members.
One client, an older volunteer, was put into a special category, which was found to be discriminatory. Eventually, his attorney convinced the fire department of the error in their ways. The senior citizen received over $42,000 in unpaid benefits.
A dozen other members of long service also benefited from this intervention, and the program continues to operate in a now non-discriminatory manner.
Such successful outcomes are made possible with the guidance of a dedicated employment law attorney who understands both the law and the human side of employment.
I’m a Webdesigns.Net site!
