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As an employee, it can be difficult to know when you should consider taking legal action against your employer. If you believe that you have been treated unfairly, you don’t want to make your situation worse, but you also don’t want to let the issue go. So, when is it time to hire an employment lawyer?
If you have received (or are expecting to receive) a severance agreement from your employer, there are several important factors you should consider before you sign. Ultimately, while you can (and should) review your severance agreement yourself, you should also hire an experienced employment lawyer to review it for you. Severance agreements often include a variety of unfavorable provisions for employees, and employees who don’t take the necessary steps to protect themselves can end up facing unfavorable circumstances that they could (and perhaps should) have avoided.
The Americans with Disabilities Act (ADA) is the main federal statute that protects employees and job applicants against disability-based discrimination. If you have experienced discrimination based on your disability—including denial of a reasonable accommodation—you may be entitled to various legal and/or equitable remedies. But, filing an ADA claim also may not be your only option.
On July 8, 2025, the U.S. Supreme Court ruled that federal agencies can resume conducting reductions in force (RIFs) in compliance with the Trump Administration’s directive to substantially reduce the size of the federal workforce. In doing so, the Court suspended a preliminary injunction issued by the U.S.
In many cases, asserting your legal rights as a federal employee involves filing a complaint with the U.S. Equal Employment Opportunity Commission (EEOC). The EEO complaint process exists specifically to help ensure that federal employees can hold their agencies accountable when necessary.
Employees in New York who have disabilities that impact their ability to work are entitled to reasonable accommodations in most circumstances. When employers wrongfully deny their employees’ requests for reasonable accommodations, they can—and should—be held accountable. With this in mind, what do you need to know—and what do you need to do—if you have been denied a reasonable accommodation?