Wage/Hour & Discrimination Claims

Effective Attorneys for Employment Law Issues

In addition our high volume of legal work in WARN Act claims, we also represent clients who have employment law issues such as discrimination and wage and hour claims. When you need effective representation in an employment law issue, contact an employment law attorney from Lankenau & Miller.

If you have been discriminated against at work, or if you are not being paid for overtime, contact a New York City employment law attorney to discuss your issue.

Practice Areas

Our law firm devotes its legal energies to pursuing claims of WARN Act violations and other labor issues. We are effective and knowledgeable litigators who believe people are entitled to a living wage. When the ability to earn that wage is taken away by your employer, we believe you deserve compensation.

• Wage and hour claims – Most employees, including salaried employees, are entitled to overtime pay for hours worked in excess of 40 hours per week. There are certain academic and professional exceptions that make you exempt. Many of the problems resulting from improper payment come from the misclassification of who is exempt. Be informed about your classification. Contact an NYC wage and hour claims lawyer.
• Discrimination – If you were terminated or forced to quit due to discrimination based on you gender, race, or age, you may have a claim against your former employer. Additionally, many companies are trying to phase out pension plans, which can seriously impact workers who are nearing retirement age. If an employer deliberately seems to reduce its pension obligations by terminating older employees, this may be grounds for an individual or class action. If you believe that you have been the victim of discrimination, contact our New York City age discrimination law firm.

We also assist clients who may have claims arising under the Worker Adjustment and Retraining Notification (WARN) Act:

• WARN Act overview – The WARN Act is a federal statute passed by the Congress in 1988. The WARN Act states that employees must receive 60 days advanced written notification of a plant closing or mass layoff.
• What are my rights under the WARN Act? – Did you know that your rights are protected under the WARN Act even if your company claims bankruptcy?
• Do I have a case? – Learn more about what a WARN Act case is made up of. The best way to know if you have a case is to contact our nationwide WARN lawyers.

If you have been let go from your job as part of a mass layoff or plant closing without 60 days written notice, you may have rights under the WARN Act.