You can agree with us that, at times, getting the right legal representation and finding a good attorney feels like trying to catch a fish while running away from a twenty-foot-high tide, especially when time and money are of the essence and the pressure of getting results before you move too far down the rabbit hole is building up. Certainly, only when you desperately need reliable legal representation, probably not from the types of Saul Goodman, will you understand the importance of having the right attorney by your side. So, are you looking for legal representation? Do you need an attorney with the skills and legal expertise that match your needs? How much do you value your time and hard-earned money? Then look no further because whenever you require legal representation, the Law Offices of Vincent Miletti, Esq., the Strongest Name in Law, got your six.

We are the authoritative force in Employment & Labor Law, providing diverse legal services in both a traditional and online, web-based environment, whether be it for small businesses or large-scale businesses on a panel or a case-by-case basis. Hitherto, serving as primary counsel or cumis counsel, we are not only taking over the industry when it comes to Employment Defense and Employment Practices, but also in Intellectual Property Defense (Trademark, Copyright, and Proprietary Information), Management Side Defense, Regulatory and Compliance, Business Law & Corporate Law, and Professional Liability, among others. Whether serving directly or on behalf of a third party (EPLI, D&O, E&O), we stay unusually motivated® to take on all your needs!

Operating in Brooklyn, New York, the larger New York City, and New York State, as well as in the firm’s new office located in Astoria Queens, your life-changing encounter with Vinny Miletti Esq., the founder and owner of Miletti Law®, whose legal expertise, knowledge, and experience has grown immensely over time since the firm first opened its doors is just an email and/or a call.

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In this regard, this blog is titled “Whistleblowing under the New York Labor Law” and is Part IV of our new series, “Key Employment Law Issues for Businesses & Companies in New York.” In Part III, we dwelt on what the New York Equal Pay Act says about employment discrimination, harassment, and retaliation and mentioned that while it prohibits New York employers from paying an employee a lower pay rate on the basis of their status within one or more protected categories, the New York Equal Pay Act protects various categories and classes of employees, including color, sexual orientation, sex, race, domestic violence victim status, age, status as a victim of domestic violence, marital status, familial status, disability, creed, or national origin, predisposing genetic attributes, military status, and gender expression or identity.

To move this discussion forward, we will look into what the New York Labor Law says about whistleblowing and whistleblower protections for employees in New York and how employers can remain compliant with the statute.

Whistleblowing & Whistleblower Protections under the New York Labor Law

From a legal perspective, a whistleblower is an employee who reports or discloses certain types of employer wrongdoings, which may involve practices or policies through which the law is violated or that amount to healthcare fraud or poses danger to public safety and/or health. In New York, provisions concerning whistleblowing and whistleblower protections are provided for under the New York Labor Law.

Pursuant to N.Y. Lab. Law § 740, employers are prohibited from retaliating against any employee who threatens to disclose or discloses to a public body or supervisor a practice or policy of an employer, which constitutes healthcare fraud or that poses a specific or substantial danger to public safety or health or even violates the law. Importantly, employees who refuse to take part and/or engage in illegal practice or policy that poses a specific or substantial danger to public safety or health or who provide information or testify to public bodies conducting investigations for wrongdoings in workplaces.

In Part V of this series and our blog titled “Sick, Family, and Medical Leave under ESSTA,” we will move shift gears to hammer on what the New York City Earned Safe and Sick Time Act (ESSTA) says about sick, family, and medical leave for employees in New York and how employers can remain compliant with the statute.

As usual, stay tuned for more legal guidance, training, and education.

In the interim, if there are any questions or comments, please let us know at the Contact Us page!

Always rising above the bar,

Isaac T.,

Legal Writer, Author, & Publisher.