New York Employment Legal Questions

You have two problems, my friend: you have a big mouth, and you're barking up the wrong tree. First- what did you expect to get from an internal investigation, exactly? If the general chairman is an embezzler and the president of the union did not share your outrage when informed of that, think he might be an embezzler, too? Second- this is a criminal matter, and you should've gone quietly to the District Attorney.  This is what they do- they put corrupt union bosses in jail. If your proof was convincing, they would have probably used you in a sting operation. But now you're useless in that capacity because everybody in the union knows who you are and what you're trying to do. Go to the DA with your proof, anyway. Did I mention it's what they do? And drop your internal investigation. Act like you made a big mistake and are sorry and the love notes and flat tires should stop. But let the DA know you'll work with them in any way you can. Quietly.  Your other complaint, for misrepresentation, seems unrelated to the other two, depending on what you're talking about, exactly. Were you misrepresented in prosecuting your internal charges?  If so, see the first paragraph above. If not, whatever it is, wait until things quiet down, and it becomes known that you're no longer (openly) on a crusade to take down the union bosses. It's not your job to do that. Give it some time and then you should have better luck getting your union reps to help you. ... Read More

Yes. If you didn't sign a non-compete agreement, you can notify your patients that you're leaving and tell them where you're moving. In fact, you must notify them- you can't just leave and let them find out you're no longer their provider. If you had signed a non-compete, you would refer them to the other providers in your practice. But either way, they need to be put on notice that they need to select a new medical provider, or know where to find you after you leave. ... Read More

You can certainly ban smoking on the company property, including offices, outdoor areas, and especially directly outside the entrances and exits-and prohibit "smoking breaks" during work hours (it always amazes me how office workers seem to feel entitled to take unlimited smoking breaks.). But if you are trying to prevent employees from smoking on their personal time away from company property, that's not possible because smoking is legal.... Read More