Schenectady, NY Employment Law Attorneys

Pushed Too Far at Work? Schenectady Employment Law Attorneys Are Ready to Push Back Harder

Work isn’t supposed to drain you of your energy, your confidence, or your rights. If you’re in Schenectady and your job has become a source of stress, unfair treatment, or lost income, you don’t have to stay quiet. Our employment law attorneys in Schenectady, NY are here to fight for you.

At Horn Wright, LLP, we represent employees across all sectors, from GE campus professionals to restaurant workers on State Street, from healthcare employees near Ellis Hospital to warehouse workers off Erie Boulevard. We know how Schenectady jobs work. And we know when those jobs break the law.

We focus on one thing: your power. If you’ve been pushed to the edge by mistreatment at work, we’re ready to help you take your control back.

Putting in the Hours But Not Getting Paid? That’s Theft, and It’s Illegal

When you’ve clocked more than 40 hours in a week and still see your regular hourly rate on that paycheck, something’s wrong. Under the Fair Labor Standards Act (29 U.S.C. § 207), you are owed time-and-a-half pay for all hours worked over 40. New York Labor Law § 663 gives you the right to claim those unpaid wages and often collect double that amount in damages.

Labor Law §§ 191 and 193 also protect workers from delayed pay and unauthorized deductions. Whether you're setting up for a morning shift or cleaning up after close, every minute counts. And if your employer refuses to pay for it, we hold them accountable.

Our employment law attorneys in Schenectady examine your work logs, payroll records, schedules, and any manager communications about time worked. We calculate exactly what you’re owed and send a legal demand. If that doesn’t result in payment, we escalate with formal claims to the Department of Labor or file a lawsuit under Labor Law § 198. If multiple workers are affected, we unite you in a collective action that puts real pressure on employers to comply.

They Didn’t Like You Speaking Up, So They Came for Your Job? That’s Retaliation

You noticed something wasn’t right. Maybe it was stolen wages. Maybe it was harassment. You reported it, and suddenly you were getting fewer shifts, being isolated at work, or shown the door. That’s called retaliation, and both federal and New York laws protect you against it.

Title VII of the Civil Rights Act prohibits retaliation against workers who report or participate in investigations of discrimination. In New York, Executive Law § 296(7) and Labor Law § 740 strengthen those protections. If you were punished for exercising your rights, we’ll make sure the consequences land on your employer, not on you.

We examine the timeline of your complaint and the adverse changes that followed. That cause-and-effect link is powerful evidence. We’ll request performance reviews, write-ups, shift records, and any written or verbal warnings. We use all of it to build a case that includes back pay, reinstatement, future protection, and, when appropriate, punitive damages.

The Law Is On Your Side When You Take a Stand

You did the right thing. Our job is to make sure that’s respected. If retaliation has already started, we act fast. We can request emergency protection or file immediate retaliation claims so you can keep your job or leave it on your terms, with compensation.

Harassment Isn’t Just About What’s Said, It’s About What’s Ignored

You shouldn’t have to walk into work wondering who will make the next offhand comment or how much longer your manager will look the other way. Hostile work environments aren’t always loud, but they always take a toll. And they’re illegal under both Title VII and New York Executive Law § 296(1)(h).

Whether you’re being harassed because of your race, religion, gender identity, disability, age, or another protected category, the law says it has to stop. You don’t need a single outrageous event, repeated, subtle bias is just as serious. And when your employer knows about it but doesn’t take real action, they’re also liable.

We collect texts, emails, anonymous tips, internal complaints, and policy documents. We identify patterns of behavior and trace your reports through the chain of command. When HR or management fails to intervene or minimize the problem, we go after them. You should never be punished, or ignored, for just trying to do your job.

They Cut Your Pay or Hours After Maternity Leave? That’s Pregnancy Discrimination

Having a child should never cost you your career. But in workplaces all over Schenectady, women return from maternity leave to find their job changed, their schedule slashed, or their leadership role quietly reassigned. That’s discrimination, plain and simple.

The Pregnancy Discrimination Act requires that pregnancy be treated like any other medical condition under the law. Executive Law § 296(1)(a) makes pregnancy-based discrimination illegal in New York. And both the Family and Medical Leave Act (FMLA) and New York Paid Family Leave offer job protection when you take legally permitted time off.

We’ll gather the documentation that proves your performance didn’t change, but your employer’s treatment of you did. We request leave forms, performance evaluations, internal messages, and revised job descriptions. If your employer punished you for starting a family, we seek reinstatement, lost wages, damages for emotional distress, and policy reform.

Family Should Never Equal Career Penalty

Your decision to take time off shouldn’t become a reason to be pushed out. We make sure employers are held accountable, and we don’t stop until you’re made whole.

Building a Strong Case for Schenectady Employees Starts With Listening

When you contact us, we don’t start with paperwork, we start with people. You’ll sit down with our team either virtually or at our Schenectady office. You tell us what happened, what changed, and what you want to happen next.

We then analyze the facts and apply the right laws. Whether your case involves the FLSA, Title VII, New York Labor Law, or the Executive Law, we build a personalized plan. That might mean sending a legal demand letter, filing a complaint with the EEOC or NYSDHR, or moving directly to court. You’ll know every step before we take it.

We’re also realistic. We discuss potential timelines, what evidence helps most, and how to protect your job throughout the process. If retaliation begins, we act immediately, filing emergency claims or seeking legal protections to stop further harm.

Filing a Claim Doesn’t Mean You Have to Quit

Many clients think taking legal action requires quitting first. That’s false. You are allowed to stay, and in many cases, staying strengthens your legal protection. Executive Law § 296 and Labor Law § 740 forbid employers from punishing employees during or after a complaint or investigation.

We’ll monitor your treatment closely. If you’re suddenly reassigned or given impossible tasks, we include those in your retaliation claim. If you’re forced to leave because of conditions, we pursue constructive discharge damages. And if you want out, we fight for severance, references, and peace of mind.

These Are the Questions We Hear Most Often

How long do I have to file a claim?
It depends. For federal claims like Title VII discrimination or retaliation, the deadline is 300 days. Under New York Executive Law § 297, you usually have three years. For wage and hour claims, the window can extend up to six years under Labor Law § 198. Earlier is always better.

Is filing alone better than filing as a group?
That depends on your goal. Individual claims offer more control, but group actions (especially for wage theft or policy violations) often lead to bigger, faster results. We’ll assess your situation and explain the pros and cons of each.

Can my employer punish me for filing?
No, and if they try, that’s retaliation. Retaliation is illegal, and often leads to higher damages in your case. We won’t let them bully you into silence.

Schenectady Workers Trust Us Because We Don’t Back Down

We’ve represented employees from Central Park neighborhood businesses to State Street offices to industrial centers on Altamont Avenue. We’ve recovered hundreds of thousands in unpaid wages, restored jobs lost to retaliation, and helped clean up work cultures that never deserved you in the first place.

You’re not a case file. You’re a real person with real goals, and we respect that. We match our legal firepower with human care, always focused on getting you the outcome you deserve.

You Deserve More Than “That’s Just How It Is”

If you’re reading this, something at work probably feels wrong. You’re not overreacting. You’re reacting like someone who knows they deserve better.

We’ve been recognized nationally for defending workers when no one else would, and we’re ready to stand with you here in Schenectady.

Call our office today and let our employment law attorneys help you take your power back, for good.