New York Employment and Labor Law Attorneys
Protecting & Defending Businesses in the NYC Metro Area Since 1979
“The Queens Botanical Garden has been successfully represented in labor and employment-related matters by Stephen D. Hans & Associates for fifteen years, and I highly recommend this firm. The dedication, knowledge and experience that they bring to a not-for-profit employer like us is very comforting during difficult situations. They have helped us to successfully resolve difficult legal issues with their talent, negotiating skills, personal care and attention.”
Executive Director, Queens Botanical Garden
“For more than three decades, Stephen D. Hans & Associates, P.C. has served clients throughout the NYC metro area. Our many long-term client relationships attest to the trust our clients have placed in us and the high quality of legal services that we provide. The following are some examples of what our clients have to say about our law firm:*
I have personally known Stephen D. Hans for many years and I highly recommend him as an outstanding employment and labor attorney. Over the years, Stephen D. Hans & Associates has handled numerous legal matters referred by my firm with great skill, care and attention.”
– Hon. Peter F. Vallone, Sr.
Former Speaker
New York City Council
Practice Areas
Practice Areas
Sexual Harassment Complaint Hotline Has Gone Live
Employers should take note and understand how the hotline works
New York State now offers a sexual harassment complaint hotline for employees. Workers complaining of workplace harassment can call, and their conversation will remain confidential. Read more
Protecting & Defending Businesses in the NYC Metro Area Since 1979
At Stephen D. Hans & Associates, P.C., our attorneys represent small and mid-sized businesses in a broad range of labor and employment matters. Our practice areas include:
- Workplace Discrimination & Harassment
- Wage & Hour Litigation & Compliance
- US/NYS Department of Labor Investigations & Proceedings
- Retaliation/Whistleblower Claims
- Employment Law/Human Resources Consulting
- Employment & Severance Agreements
- Union Grievances/Arbitrations & Collective Bargaining
Affordable Legal Help
In today’s business climate, employment-related litigation is often an unfortunate reality for employers and a necessary cost of doing business in New York. At Stephen D. Hans & Associates, we know the frustration and disillusionment employment lawsuits and investigations can cause. We understand your situation and the pressures that you are under, and offer affordable legal representation and flexible billing options.
Employment Law Expertise
For more than three decades, our firm has represented New York businesses involved in labor disputes, employment lawsuits and employment-related government agency investigations. Our attorneys have demonstrated expertise in employer counseling, and development of employment policies and procedures designed to reduce exposure to costly and time-consuming lawsuits.
Our practice extends beyond litigation to all areas of employment law and human resources consulting, including negotiation and preparation of employment and severance agreements, creation and implementation of individualized HR policies and procedures, conducting internal investigations and representing management in union-related matters.
Our attorneys have a proven track record of successfully defending countless commercial enterprises and individual business owners in both New York State and Federal courts. The positive results we have achieved for our clients also include representation in administrative proceedings before government agencies, such as the NYS Department of Labor, the National Labor Relations Board and the NYS Division of Human Rights.
Labor & Employment Lawyers
If you are a small or mid-sized business owner facing an employment lawsuit or investigation, or if you need legal help to avoid costly and distracting employment disputes, call our law firm at (718) 275-6700 to arrange a consultation. We look forward to working with you to resolve your existing employment issues and to prevent future ones from arising.
Conveniently located in the main business district of Long Island City, Queens, our office is easily accessible by car or public transportation from Manhattan, Brooklyn, the Bronx, Long Island and Westchester.
Recent Blogs
Did the Hamilton Musical’s Casting Involve Reverse Discrimination?
Articles last March, posed a question about whether the ad for the casting of Hamilton, the New York Broadway Musical, violated New York City Human Rights.
CBS News brought up the fact that the Broadway Union took issue with the Hamilton casting call for “non-white performers.” Even though the play’s producer defended the casting notice, the union general counsel denied approving the wording for this ad. Policy at Actors’ Equity, the Broadway Union is that “…producers agree that auditions for all productions… will be conducted in such a manner as to provide full and fair consideration to actors of all ethnicities.”
What Happens Next with the Overtime Rule?
The U.S. Department of Labor (DOL) had issued a rule that would have doubled the maximum salary a worker can earn and still qualify for mandatory overtime pay. Workers earning less than $47,500 would have been eligible for overtime pay. The rule was scheduled to take effect on December 1.
However, 21 states and a coalition of business groups that included the U.S. Chamber of Commerce filed a motion that argued the rule was unlawful. U.S. District Judge Amos Mazzano in Sherman Texas found rule to be unlawful and issued a nationwide injunction regarding it.
In his ruling, the judge stated that federal law governing overtime does not allow the DOL to use salary alone to decide which workers qualify for overtime. He quoted in his ruling that the Fair Labor Standards Act, which states overtime exemption applies for executive, administrative or professional duties but said the rule “creates essentially a de facto salary-only test.”
Are There Best Practices for Employers to Avoid Discrimination Issues?
It can be a relief when employers understand they can use best practices to avoid discrimination issues. As Benjamin Franklin said, “An ounce of prevention is worth a pound of cure,” and this holds true for businesses that want to avoid discrimination litigation.
Not every business is subject to Equal Employment Opportunity Commission (EEOC) laws. Businesses with 15 or more employees are subject to Title VII laws and businesses with 20 or more employees are subject to Age Discrimination in Employment Act (ADEA) laws. However in New York, employees with four or more employees are subject to New York Anti-discrimination laws.
Best Practices
The EEOC outlines best practices for HR professionals and employers to follow that encompass:
General work atmosphere
Recruitment/hiring/promotion
Terms, conditions and employment privileges
Harassment
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