Latham, NY Employment Law Attorneys

Latham Employment Law Attorneys Are Here to Stand Up for You

You deserve more than empty words and broken promises at work. If you’ve been ignored, underpaid, or mistreated, our employment law attorneys in Latham, NY have your back. You deserve respect, fairness, and a workplace that values your effort.

At Horn Wright, LLP, we stand with local professionals, service workers, and tradespeople, from shops near the Latham Circle Mall to industrial employers off Route 7. We go beyond legal filings to protect your voice and your future.

We build cases with real evidence. We restore confidence. We help you feel empowered and respected once again.

They Took Your Overtime but Kept Your Stress? You Can Fight Back

If you're consistently clocking more than 40 hours but only seeing straight-time pay, your employer may be breaking both federal and state law. Under the Fair Labor Standards Act (29 U.S.C. § 207), you are entitled to time-and-a-half pay for every extra hour worked over 40 in a workweek. In New York, Labor Law § 663 lets you recover unpaid wages and liquidated damages, effectively doubling the total owed if the violation was willful.

Labor Law §§ 191 and 193 also reinforce your right to timely pay without illegal deductions. We've seen this happen often in Latham’s busy food service, logistics, and health care sectors. Workers put in the time, but employers shave hours or manipulate break schedules to save money. That’s theft in plain sight, and we stop it cold.

We gather your schedules, pay stubs, timecards, and any messages about required shifts. Our employment law attorneys in Latham lay out a legal roadmap, identifying each violation. We send calculated demands. When employers don’t cooperate, we bring in the NY Department of Labor or file directly in court under Labor Law § 198. When multiple employees suffer the same treatment, we can pursue collective action for bigger pressure and stronger outcomes.

Your Voice Was Silenced, Then Lost Shifts? That’s Retaliation, and It’s Illegal

Standing up for your rights should never cost you your paycheck. But far too often, Latham workers who file complaints about harassment, unpaid wages, or unsafe conditions find themselves demoted, reassigned, or fired. That’s retaliation, and it's illegal under both federal and state law.

Title VII protects you from punishment for filing discrimination claims or helping in someone else's complaint. Executive Law § 296(7) expands those protections to any type of retaliation for asserting your rights. Labor Law § 740 adds further defense for whistleblowers reporting illegal or unsafe practices, even outside the discrimination context. If you suffered any job loss, demotion, or sudden workload increase after raising a concern, you may have a valid claim.

Our legal team focuses on what happened and when. We analyze workplace changes against your protected activity, showing cause and effect. Then we act. We demand compensation for lost wages and benefits, job reinstatement, and orders barring further retaliation. If needed, we take the case to the EEOC, NYSDHR, or court. We are not just defending your job, we are defending your courage.

Dealing With a Toxic Workplace? That Can Be Illegal

It starts small, constant jokes, exclusion from meetings, being left off emails. Over time, those moments pile up and create a workplace so hostile that you dread showing up. That’s not just toxic, it may be illegal. Title VII prohibits harassment based on race, sex, religion, or national origin. Executive Law § 296(1)(h) covers broader categories like age, sexual orientation, disability, and gender identity.

Hostile environments don't require shouting or threats. If the behavior is persistent, offensive, and affects your ability to work, it’s a violation. We look for repeated incidents and employer neglect. We use your emails, HR complaints, witness statements, and schedules to demonstrate how the culture harmed you and how management allowed it to happen.

We build harassment cases that go beyond surface-level incidents. We dig deep. If your employer ignored complaints or brushed them aside, we show how their failure created liability. Once we have a full picture, we press for change. That could mean internal policy reform, compensation for the trauma caused, or a full legal claim through NYSDHR or the EEOC. You should never have to sacrifice mental health to keep a job.

Pregnancy, Parental Leave, or Reproductive Health Decisions Led to a Demotion?

Pregnancy should never cost you a promotion, a paycheck, or your position. But too many workers face judgment or retaliation after disclosing pregnancy or requesting leave. That violates multiple laws. The Pregnancy Discrimination Act requires employers to treat pregnancy like any temporary medical condition. Executive Law § 296(1)(a) makes pregnancy discrimination illegal under state law.

If you’re eligible under the Family and Medical Leave Act (FMLA), you can take up to 12 weeks of unpaid, job-protected leave for childbirth or family health issues. New York also offers Paid Family Leave (PFL), and Labor Law § 740 ensures employers can’t punish you after using those rights. We’ve seen Latham workers get reassigned, pushed out, or denied advancement after maternity leave, and we’ve held employers accountable.

We’ll collect your leave requests, job descriptions, performance records, and any memos or messages about changes after your return. We evaluate whether the timing and reasoning match your employer’s policies, or reveal bias. If there's a case, we act fast. We fight for reinstatement, promotion restoration, back pay, and damages for emotional harm. No one should be punished for choosing family.

How We Build a Strong Employment Case in Latham

You’ll never walk into this process blind. We start with a personal conversation, either in our Latham office or virtually. You’ll share what happened, who was involved, and what’s changed since. We’ll request your records, including pay stubs, timesheets, reviews, emails, and formal complaints.

Next, we match your experience to the law. If you’re facing unpaid wages, retaliation, harassment, or pregnancy discrimination, we determine the best route. That could mean filing under the FLSA, Title VII, Labor Law § 198, or Executive Law § 296. We’ll draft a demand letter or file administrative claims. You’ll know what to expect, from timelines to potential outcomes.

Throughout, we keep your goals in focus. Want to stay at your job but change how you’re treated? Want out and compensation for harm done? We customize our strategy to fit your needs. If your employer threatens your job during this time, we act quickly, filing retaliation claims or seeking emergency relief.

Your Rights Endure Even While You Work

Filing a claim doesn’t mean quitting. Many Latham employees want to fix their workplace, not leave it. Fortunately, the law supports that goal. Executive Law § 296 and Labor Law § 740 prohibit retaliation during and after legal proceedings. That means your employer can’t cut your hours, change your schedule, or badmouth you for exercising your rights.

We monitor your employment during the entire process. If anything changes, we move fast to investigate and respond. Our goal is not only to secure justice but to make sure you feel safe during the process. You should never be punished for standing up for yourself, and we’ll make sure your employer knows it.

We also help you make informed decisions. If staying at your job becomes too hard, we pursue severance, future employment protection, and compensation for harm done. You deserve every option on the table, and a team who will fight for the one that’s right for you.

Frequently Asked Questions Latham Workers Ask

How long do I have to file a claim?
Different timelines apply. You generally have 300 days for Title VII discrimination or retaliation claims. For state law cases under Executive Law § 297, the deadline is three years. Wage violations can be filed up to six years later under Labor Law § 198. The sooner we start, the stronger your evidence.

Can I still work while pursuing my case?
Yes, and the law protects you if you choose to do so. If your employer retaliates while your claim is active, that becomes an additional legal violation. We help you document changes and respond swiftly.

Is it smarter to file as a group?
 Sometimes, yes. Collective actions, especially for unpaid wages or policy violations, put more pressure on employers. They also allow us to recover more for each employee. We’ll advise on whether that makes sense for your situation.

Latham Workers Know We Get It

We don’t just know the law, we know Latham. We’ve helped clients working retail on Route 2, in restaurants near Loudon Road, and in offices across town. Whether you're on your feet 10 hours a day or behind a desk with overlooked ideas, we know how hard it is to feel invisible at work.

Our results show our impact. We’ve recovered six-figure settlements, reinstated wrongfully terminated workers, and helped local families regain financial stability. And we don’t stop with a win. We make sure you’re supported emotionally and professionally the entire way.

When you work with us, you feel seen. You feel heard. And most importantly, you feel like someone’s finally standing in your corner.

Ready to Take Back Control? We Are at Your Service

Employment law is about fairness, plain and simple. It’s about workers who deserve to feel valued, safe, and paid what they earned. We’re proud to represent people in Latham who’ve had enough, and are ready for real change.

Our firm has been recognized across the country for putting employees first when no one else would. If you want real results and honest guidance, we’re ready for your call.

Reach out to our Latham office now and let our employment law attorneys help you take the next step forward.