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
What Is the New York Women’s Equality Agenda?
In October 2015, New York passed eight bills that were known as the Women’s Equality Agenda. Seven of the provisions of this law went into effect on January 19, 2016. As an employer, it is important to understand your rights and responsibilities under this new equal pay law in New York.
What Are the Main Changes in the Women’s Equality Agenda that Affect Employers?
One aspect of the Women’s Equality Agenda increases women’s protection against pay differentials based on sex by replacing the current “any other factor than sex” exception, which typically referred to seniority, merit, or a quantity/quality of production system and other non-sex related factors. The law replaces the “any other factor than sex” with “a bona fide factor other than sex, such as education, training or experience.”
Court’s Decision Favors Employers in Case EEOC Brought Against a Wendy’s Franchise
Recently a federal district Court in Tennessee ruled that the EEOC could not force a Wendy’s restaurant franchisee to turn over broad information based on a single discrimination charge.
Bloomberg BNA reported about the decision in this case, which was a victory for employers.
Details of the Case EEOC Brought Against a Wendy’s Franchise
An employee at Southeast Food Services, a Wendy’s franchise, filed an EEOC complaint that alleged the franchise unlawfully retaliated against her because as a condition of promotion, she refused to sign a general release of past claims. The EEOC issued a subpoena for the franchise to submit all contact information for its employees since 2014, including employees who were promoted and who signed releases. The information was to include job titles and hiring and termination dates.
How Can You Avoid Religious Discrimination Claims?
When employers deal with a worker unfavorably because of religious beliefs, they open themselves up to discrimination lawsuits. Laws prohibiting religious discrimination protect people who adhere to traditional religions such as Buddhism, Christianity, Hinduism, Islam and Judaism. The also apply to other people who hold sincere religious, ethical or moral beliefs.
Tips the EEOC Provides to Employers to Avoid Religious Discrimination Charges
Based on Title VII of the Civil Rights Act, the EEOC encourages employers to make “reasonable accommodations” for workers so they can practice or observe their religions. The only exception is when the accommodation causes the business an undue hardship, making it difficult to operate the business.
What is involved with making reasonable accommodations?
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