Top Employment Lawyers in MELVILLE | 4 available

4 Employment lawyers are available in MELVILLE, New York, including Douglas E. Libby, Gregory A. Gillen, Lindsay Townsend Crocker, and Richard A. Shane. These lawyers are rated between 4.0/5 to 5.0/5 and 52% provide free consultation.

Douglas E. Lib

Gregory A. Gil

Lindsay Townse

Richard A. Sha

Employment Lawyers Nearby MELVILLE (by distance)

Within 50 miles near you

New York, New York ZIP 10017 29.6 mi away 6 lawyers

View Profile

Douglas E. Libby

Firm: Lamb & Barnosky, LLP

534 Broadhollow Road , Melville , New York 11747

Practice Areas: Education, Employment, Labor and Municipal

View Profile

Gregory A. Gillen

Firm: Lamb & Barnosky, LLP

534 Broadhollow Road , Melville , New York 11747

Practice Areas: Education, Employment, Labor, Litigation, Municipal and Affordable Care Act

View Profile

Lindsay Townsend Crocker

Firm: Lamb & Barnosky, LLP

534 Broadhollow Road , Melville , New York 11747

Practice Areas: Education, Employment, Labor, Municipal and Litigation

View Profile

Richard A. Shane

Firm: Lamb & Barnosky, LLP

534 Broadhollow Road , Melville , New York 11747

Practice Areas: Education, Employment, Labor, Litigation and Municipal

Describe Your Case — We'll Connect You With a Matching Lawyer

Save This Search

Recent Q&As in New York (Employment)

Would an employment lawyer give me a consultation on discriminatory harassment even if I don't actively plan to seek compensation? | Aug 21, 2026 | Sourced from Reddit
Location: upstate New York I've been experiencing covert harassment from a coworker for months, and much of it centers around my congenital anosmia. He's made a handful of insulting comments about it, but he's also told me to my face that he constantly feels the urge to mention whatever smells are around because of said anosmia. And indeed, he does mention smells all the damn time, sometimes multiple times a day, more than any person I have ever interacted with. I brought my concerns to my boss in early July, and he promised to speak to the guy. A month later I found out from another coworker that he never did. My boss also never followed up with me after our meeting, no clarity or communication about the situation, it just got dropped. My boss may have finally spoken to the guy sometime in the past week; he caught me crying and promised to do so yet again. But I'm not sure, my boss never told me if so, despite me requesting (by email) to be told when this conversation happens. And I have no confidence in whatever that conversation is or was, because of the initial month-long delay. I'm really unsure whether I've got enough evidence to prove harassment, and whether I've pushed back on the behavior enough to prove that it's "unwanted". Obviously this is what a lawyer would know. For context, there have also been a scattering of semi-subtle demeaning comments on other subjects ("little miss team…
NYC employer is paying me less than the $17/hour stated in my contract and says it’s because of a union probation period. Is this legal? | Aug 20, 2026 | Sourced from Reddit
I'm 20 years old I’ve been working at my job for about 3 weeks. When I was hired, I signed a contract stating that my pay is $17 per hour. I normally work from 8 AM to 4 PM, but my boss recently asked me to stay until 6 PM to take out the garbage because that is the time it needs to be done to avoid a city violation/fine. The problem is that since my first week, I’ve only been receiving about $400 per week, instead of roughly $500 per week based on my regular hours and the $17/hour rate. My first payment was by check, but all the payments after that have been cash. Today my boss told me that the position I’m filling is a union position and that I’m currently on a 3-month probationary period. She said that after the 3 months I will start getting the rest of the money. She also said that right now I’m being paid as if I were covering someone’s vacation. The thing is, I am not in the union. I have not signed any union membership paperwork or any union agreement. Nobody explained to me before I started that my pay would be different during a probationary period. I’m confused because the contract I signed clearly says $17/hour. I’m in NYC and I don’t know what my rights are or what I should say to my boss. Should I ask for a copy of the union contract or collective…
My last check from a previous employer may have been garnished. | Aug 16, 2026 | Sourced from Reddit
Location: Texas, USA My last job was full-time (40 hrs/week) and work-from-home. I provided proper notice and remained in compliance for the entirety. The last shift I worked was on the final day of the pay-period so I should've been paid for a full two weeks (80hrs). Before I was able to clock out at the end of my last shift my access to company resources was removed. I informed my supervisor of the issue but they stated it wouldn't be of any concern. Fast forward to payday and my paycheck is short 75% of my take-home pay. I have not received ANY information at all as to what entity withheld any pay and/or for what reason(s). I immediately reviewed my paystub and the hours are correct as well as the intended final pay amount. However, the deposit amount listed vs the actual depost was short 75%. I contacted my previous supervisor and informed them of the issue. They sent an email to HR and copied me on it. I thought maybe my provided work-from-home laptop could be preventing my final pay from being distributed. I informed my supe and HR in the email that I have not received any emails, mail, packaging, or otherwise to determine how to return the laptop. It has now been over 14 days and there has been no progress on the e-mail chain with HR. I checked the payroll app and no additional checks have been cut. Somewhere between the Payroll provider and the…
Can my employer fire me for being out of work per dr’s orders? | Jul 29, 2026 | Sourced from Reddit
Location: New York(upstate) Car Accident date 6/30/26(100% liability on the other driver) I work for a janitorial company as a 2nd job and I have been out of work since 7/13 due to return to work based on dr decision/ Physical therapy status on 8/31. I sent my job all the necessary doctor’s notes and HR indicated that I hav done an outstanding job at work and that they are hoping for a quick recovery. In the back of my mind, I’m concerned they’ll fire me. Is there anything I can do to prevent this, such as file disability with them? Or can they find a reason to let me go still? Thank you
Is this workplace discrimination? Is this termination lawful? Is it potentially a law suit? | Jul 25, 2026 | Sourced from Reddit
Location: New York I was terminated yesterday under the guise of "failure to grasp basic concepts." Without going into any specific details, my job that I started two months ago had a lot of small, moving parts. This is my first time working in a corporate environment since I was fully diagnosed with inattentive ADHD. I have a lot of previous workplace trauma from not being aware of *why* my mind did things the way it did and not understanding how to handle my ADHD. I was extremely open and honest with my learning disabilities and ADHD when I joined the company - specifically because this is an organization that is meant to be assisting others with ADHD and learning disabilities amongst a whole host of other things. But let's just say that this is one of their primary things to tackle. In my first month at the company, I struggled and I began to repeat with more conviction because it seemed that it was falling on deaf ears and allowing there to be hostility rather than patience and understanding, that I needed things explained in different ways. I asked more questions than I assume they were used to, because there are a lot of unique situations that I handled. Instead of the questions being accepted with any grace or presence, I was told frequently to look deeper for answers, to stop asking the same questions because it shows that I am unable to understand concepts, and that I should…

See more Q&A Ask a Lawyer (free)

You have reached the Last Page!

Disclaimer: This content is based on aggregated public information and estimated market trends. It is provided for informational purposes only and does not constitute legal advice.