The legal term wrongful termination under the law is defined differently than it is under its lay definition. Wrongful termination in New York requires a promise of job security / agreement, preferablly in writing, that an employee will not be terminated, except for cause. If there is no promise and/or agreement by the employer to the employee, that the employee will not be terminated, except for cause, then the employment at will doctrine applies. Under the employment at will doctrine, which is the default rule in New York unless there is a promise / agreement by the employer to the contrary, an employer can terminate an employee for any reason or no reason whatsoever with some very limited exceptions.
If you have been wrongfully terminated in Long Island, New York City, or Queens, please contact our Long Island and New York City wrongful termination attorneys as soon as possible before your rights under the law expire.
Under the employment / employee at will doctrine, which is the default rule in New York absent a promise / agreement to the contrary, an employer can terminate an employee for any reason or even no reason at all with some limited exceptions. Under the employee / employment at will doctrine, an employee is also free to leave and resign at anytime during his / her employment and for any reason or no reason whatsoever. However, if an employee and an employer enter into a contract for a specified length of service, then the employee may not be free to leave at anytime and for any reason, and the employer may not be able to terminate the employee at anytime and for any reason depending on the terms of their employment agreement.
If you believe you have been unlawfully terminated by your employer in New York City, then please contact our experienced New York City and Queens unlawful termination attorneys now.
As previously mentioned, there are some reasons an employer may not legally terminate you even if you are an employee at will. Those reasons include, but are not limited to, employees terminated based on a discriminatory reason such as race, creed, national origin, religion, gender, and other illegal discriminatory basis / characteristics. Additionally, employers may not terminate employees based upon retaliation for protected activity. Protected activity may include, but is not limited to, opposition and/or participation under discrimination laws, whistleblower laws, FMLA, overtime & wage laws, and other employment laws that provide retaliation protection for employees.
If your employer has violated your legal rights, please contact our New York City & Queens wrongful termination attorneys immediately.
If you believe you have been unlawfully terminated and/or your employer and/or employee has breached an employment agreement, contact a New York City & Queens employment attorney as soon as possible, as your claims can and will expire if you do not take legal action.
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The information contained on this website is for general purposes only, and may not be accurate due to changes in the law and/or other reasons. The information contained on this website should not be relied upon and does not constitute legal advice, nor establish an attorney-client relationship. Contact an attorney and/or the Law Office of William L. Teitler for legal representation / legal advice. Contacting the Law Office of William L. Teitler does not, by itself, establish an attorney-client relationship.
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