Kessler Matura P.C.

05/30/2026

Fired after union organizing? That termination may be illegal under federal and state law.

The National Labor Relations Act (NLRA) protects workers who engage in union activities, organizing, attending meetings, or discussing workplace conditions. New York State Labor Law Section 215 adds further protection against retaliation.

Employers cannot legally fire, demote, cut hours, or reassign workers as punishment for union involvement.

Key deadline: Unfair labor practice charges must generally be filed within 180 days.

On our blog (), we covered worker protections, the claims process, and documentation tips for those who have faced retaliation after union activity.

05/07/2026

Pregnant and interning in NYC? Your rights might be stronger than you think.

New York City's Human Rights Law protects interns from pregnancy discrimination, whether paid or unpaid. That means being excluded from projects, having your internship cut short, or facing hostile comments because of your pregnancy could be illegal.

One key step if you're experiencing unfair treatment: document everything. Save emails, note conversations, and track any changes to your schedule or assignments after disclosing your pregnancy.

Federal claims must be filed within 300 days. New York State claims now allow up to three years for incidents occurring after February 15, 2024.

Read more on intern protections and filing deadlines on our blog:

05/05/2026

Fired for speaking up about unsafe conditions at work? That's not just unfair, it may be illegal.

New York is an at-will employment state, but that doesn't mean employers can terminate you for any reason.

Wrongful termination can happen when someone is let go because of discrimination based on age, race, gender, disability, or sexual orientation. It can also occur when an employee faces retaliation for filing a complaint or reporting unethical company behavior.

If your termination felt connected to something other than your actual job performance, understanding your rights is the first step. Take a look at this blog post from our website on the subject:

05/01/2026

Imagine this: You finish a busy shift at your NYC restaurant. Customers tipped well. But when you check your earnings, something doesn't add up.

Under New York Labor Law Section 196-d, employers cannot keep your tips for themselves. Yet illegal tip retention practices remain common.

Watch for managers taking a cut from tip pools, "administrative fees" on large parties that never reach staff, or tips used to cover register shortages.

If this sounds familiar, start documenting now. Save tip reports, pay stubs, schedules, and written policies about tip sharing.

New York gives workers up to 6 years to file wage claims, and recovery may include liquidated damages.

We have covered this issue on our blog a few times over the years, including in this more recent post: .

04/17/2026

Myth: That "service charge" or "administrative fee" on large party bills goes to restaurant staff.

Fact: Unless your employer properly disclosed otherwise to customers, New York courts may rule that charge belongs to workers as a gratuity.

Recent court decisions have reinforced strict disclosure requirements for these charges. If your restaurant adds fees to event bills or large parties without clear customer notice, that money may legally be yours.

NY Labor Law Section 196-d protects tipped workers from employers who pocket gratuities through hidden fees or improper tip pools.

Our blog covers what counts as a violation and how to document your claim:

04/10/2026

Termination isn't the only form of union retaliation employers use.

Sudden schedule changes, increased write-ups, reassignment to less desirable shifts, exclusion from training or promotions, these tactics can all violate federal and state law when connected to union activity.

NYC workers have protections under the NLRA and various sections of the New York Labor Law Section that extend beyond firing. Recognizing these patterns early matters.

Have you experienced changes in how you're treated at work after supporting a union?

Our blog from March 17 covers the warning signs, documentation strategies, and the claims process. Link here:

04/03/2026

Working overtime but your paycheck doesn't reflect it?

New York law requires employers to pay for every hour worked, including overtime, minimum wage, and spread of hours compensation.

Some common wage issues employees face:

Overtime hours logged but never paid

Cash payments falling below minimum wage

Unlawful deductions taken from paychecks

Check out this blog post to our website on the subject:

04/02/2026

On Monday, March 30, Troy Kessler participated in a program entitled Modern Employment and Beyond: Emerging Challenges, put on by the NYU School of Law's Center for Labor and Employment Law. Troy presented on employment discrimination law, with a focus on claims under Title VII, the Age Discrimination in Employment Act, and the Americans with Disabilities Act. The event was streamed on Zoom for students of Ono Academic College’s School of Law.

03/24/2026

🏌️ Kessler Matura recently filed a class and collective action lawsuit against Amerivents, a hospitality contractor that staffed the catered suites at the Ryder Cup at Bethpage Black, in Farmingdale, in September 2025.

The Complaint alleges that Amerivents failed to pay all earned bonuses, overtime, and tips.

For more information on the lawsuit, check our website: https://bit.ly/Amerivents_Ryder_Cup

-and-hour

03/24/2026