Troy, NY Employment Law Attorneys

Done With Feeling Invisible On the Job? Troy Employment Law Attorneys Are Ready to Fight for You

If your hard work in Troy is being ignored, taken for granted, or undervalued, you deserve better. Our employment law attorneys in Troy, NY stand with you to reclaim respect, fair pay, and a supportive workplace. You matter, and we’re ready to prove it.

At Horn Wright, LLP, we work with people from manufacturing plants near Monument Square to local cafes on River Street to municipal workers downtown. We don’t just file memos, we build cases that restore your confidence and reshape your workplace.

You deserve legal strength and authentic support. When we stand up for you, we make sure your rights are front and center.

You’re Working Overtime, but Only Getting Paid for 40 Hours? We’ll Help You Get Every Penny You’re Owed

If you’re putting in extra hours without receiving proper overtime pay, that violates both federal and state law. The Fair Labor Standards Act (29 U.S.C. § 207) requires employers to pay time-and-a-half after 40 hours each week. In New York, Labor Law § 663 lets you recover both unpaid wages and matching liquidated damages under state law.

Labor Law §§ 191 and 193 prohibit late pay or unauthorized deductions. Many Troy workers in manufacturing, retail, and hospitality face these violations. Employers might skip meal breaks, require off-the-clock prep, or misname pay duties to avoid overtime costs.

Our employment law attorneys in Troy gather your time cards, pay statements, emails, and schedules. We calculate what you’re owed and send a demand notice. If the employer refuses, we file claims with the NY Department of Labor or court through Labor Law § 198. When multiple employees share the same issue, we pursue collective action for maximum impact and compensation.

You Spoke Up and Now You’re Being Targeted? That’s Retaliation, and It’s Against the Law

Reporting unfair practices, harassment, or wage theft should never lead to punishment. Yet in Troy, people who speak up often face reduced hours, demotion, or firing. That’s illegal retaliation under federal and state laws.

Title VII protects employees from retaliation tied to discrimination complaints. Executive Law § 296(7) expands that protection, and Labor Law § 740 defends workers exposing wrongdoing, safety hazards, or wage issues.

Our attorneys map your experience, matching when you reported concerns with adverse actions afterward. We fight to restore your job, pay, and reputation. We file with administrative bodies like the EEOC or NYSDHR and, when it strengthens your case, bring lawsuits to secure full justice.

You Showed Strength, Now We Stand With Yours

Speaking up should never backfire. We show you how to document incidents, escalate properly, and stay shielded. And if retaliation begins, we act quickly to protect your rights and your position.

A Toxic Environment at Work? That Could Be Illegal Harassment

Constant jokes, cold shoulders, or exclusion can transform your workplace into a hostile environment. Under Title VII and Executive Law § 296(1)(h), employers must maintain a harassment-free environment that does not interfere with employment conditions.

Harassment does not require slurs or violence. Repeated micro-aggressions, isolation during meetings, and biased comments can qualify. We collect emails, text messages, HR reports, and witness testimonies to build a strong case. When such behavior is unchecked, we call it what it is—a violation.

We file with the EEOC and NYSDHR or seek court remedies when needed, demanding both justice and changes to workplace policies. You shouldn’t endure disrespect just to get a paycheck.

You Took Leave for Family or Health and Got Punished? We Won’t Let That Stand

After taking leave under FMLA for serious health conditions or New York Paid Family Leave, employees often face demotion or exclusion. That violates both federal and state law.

The Family and Medical Leave Act guarantees up to 12 weeks of unpaid, job-protected leave. New York Paid Family Leave offers paid time off for qualifying events. If you were demoted, lost benefits, or sidelined upon return, you may have a solid legal claim.

Our employment law attorneys gather documentation, leave requests, job descriptions, communications with supervisors, to demonstrate violations. We demand reinstatement, back pay, and damages. If your employer refuses, we escalate through NYSDHR, EEOC, or file a lawsuit.

How We Build Results in Troy

Our process begins with an intimate, one-on-one intake session, either in our Troy office or online. We listen to your story and get a full view of events, people, and documents involved. That includes pay stubs, time logs, emails, review notes, and workplace policies.

We then identify your legal options, whether for unpaid wages, retaliation, harassment, or discrimination. We create a custom strategy that suits your goals: demand letters, EEOC or NYSDHR filings, or lawsuits under FLSA or state law. We walk you through expected timelines, costs, and potential outcomes.

You remain in control. We manage the rest, negotiations, mediation, or court. If they threaten your job, we move fast to secure injunctive relief. When things move to trial, we’re by your side, prepared to defend your rights through the full process.

Clear Communication, Reliable Advocacy

We update you often. We explain forms and deadlines, your rights during the case, and what to expect after a hearing. We ensure you don’t feel lost, overwhelmed, or undervalued.

The Protections You Have, Even While You Work

Some people think filing a claim means quitting or getting fired. That’s not true. You can keep your job, and the law protects you while you do. Executive Law § 296 and Labor Law § 740 offer protections from retaliation during and after legal claims.

We monitor your workload and treatment. If unfair actions occur, we file immediate legal responses. Our goal is to allow you to do your job without fear while we pursue justice behind the scenes.

If staying becomes impossible, we fight for severance or a dignified exit strategy. Your future matters, even after the case.

Your Questions Answered: Real Talk for Troy Workers

How long do I have to act?
You generally have 300 days for Title VII discrimination claims, and up to three years under Executive Law § 297. Wage claims may go back as far as six years under Labor Law § 198(3). Acting fast gives us the strongest case.

Is group action better?
Often, yes. Collective claims against employers for shared wage theft or discrimination can yield bigger results for each worker. We help decide what’s best for your situation.

Will this affect my job?
It should not. Retaliation is illegal, and if it happens, it strengthens your case. We act quickly to preserve protections and secure a fair outcome.

Troy Workers Know We Deliver

We’ve represented local folks working in retailers, factories, restaurants, and public service jobs across Troy. We’ve recovered unpaid wages, stopped harassment, reversed wrongful demotions, and helped employees keep their jobs.

Clients tell us they felt understood and supported, not like being shuffled through a system. That personal attention paired with legal excellence makes our approach powerful and effective.

When You’re Ready to Stand Up, We’re Already in Your Corner

No one should feel powerless at work. You deserve to feel valued and respected, on the clock and off. We are nationally recognized advocates for employee rights, and we fight for real change in local workplaces.

If you want to work with a nationally recognized firm that never backs down in defense of workers, get in touch now.

Call our Troy office today and let our employment law attorneys secure the respect, rights, and relief you deserve.