Ty Hyderally, Employment Lawyer
Employment law Northern New Jersey and New York City
Hyderally & Associates
As the founder and owner of Hyderally & Associates, P.C., an employment law firm with offices in northern New Jersey and New York City, Ty Hyderally has established himself as one of the foremost authorities on discrimination, harassment, and labor law in the greater metropolitan area.
As a result of his firm’s expertise, Hyderally & Associates has become a trusted resource for corporate clients and human resources personnel looking for advice on employment issues and practices.
Firm Practice Areas
Many of the cases handled at Hyderally & Associates involve allegations of discrimination and retribution. The attorneys at Hyderally & Associates are deeply dedicated to assisting in discrimination lawsuits based on race, handicap, gender, national origin, and ethnicity. Furthermore, many of their clients have faced retaliation for reporting their employers' illegal activities, filing for Worker's Compensation, or taking FMLA leave. They have expertise in all varieties of discrimination, including (but not limited to) age, color, gender, marital status, national origin, pregnancy, race, religious, and sexual orientation and transgender discrimination.
Harassment
While there are many different forms of harassment, a common one found in the workplace is sexual harassment. Harassment based on protected characteristics such as race, gender, or nationality is prohibited under the New Jersey Law Against Discrimination. Sexual harassment is the most widespread and misunderstood sort of workplace harassment. Traditional kinds of sexual harassment (being compelled to have sex with a superior in order to keep your job) and harassment based on gender stereotypes (not being given work assignments that male coworkers are getting because you are a woman) are both included in the phrase "sexual harassment." Sexual harassment is defined as unwanted behavior directed at an employee because of his or her gender.
Wage Laws
Effective July 24, 2009, the Fair Labor Standards Act (FLSA) requires employers of covered employees who are not otherwise exempt to pay these employees a minimum wage of at least $7.25 per hour. During the first 90 consecutive calendar days of employment with an employer, youths under the age of 20 may be paid a minimum wage of no less than $4.25 per hour. Employers are not permitted to replace any employee in order to hire someone at the young minimum wage.
As long as the employee is at least 16 years old, the FLSA does not limit the number of hours in a day or the number of days in a week that an employer may force an employee to work. Similarly, there is no limit to the number of hours of overtime that can be planned under the FLSA. However, unless the employees are otherwise exempt, the FLSA requires employers to pay covered employees at least one and one-half times their regular rate of compensation for all hours worked in excess of 40 in a workweek. New Jersey employee's wage rights are protected under the New Jersey Wage and Hour Law and the New Jersey Wage Payment Law.
Labor Laws
Labor laws are safeguards and protections that help assure employees' safety and protection in the workplace. The Occupational Safety and Health Administration, which enforces safe and healthy working environments, is responsible for several labor laws and regulations.
Labor law violations can result in financial penalties and lawsuits.
Failure to comply with labor regulations can result in fines of up to $10,000 and possible jail time. Depending on the violation, employers may be required to pay backpay plus interest to their employees or compensate them for lost employee perks. Employers may also face litigation from harmed personnel, which can be costly in terms of court costs, settlement fees, and jury awards. These cases can also harm a business's reputation, which can have long-term consequences. Many laws fall under labor law umbrella, including fair labor standards for unpaid overtime wages and family and medical leave.
Whistleblower
The lawyers at Hyderally & Associates represent numerous employees and former employees who have faced retaliation for whistleblowing because they disclosed to a supervisor or public body, or testified before a public body about, or objected to or refused to participate in, an employer's activity, practice, or policy that they reasonably believed violated a law, rule, or regulation, was fraudulent or criminal, or was contrary to a clear mandate of public policy related to public health, safety, or welfare. Other employees and former employees faced retaliation if they used the federal Family and Medical Leave Act or the New Jersey Family Leave Act to take leave. Others were dismissed, demoted, or otherwise discriminated against because they sought worker's compensation. The attorneys at Hyderally & Associates also represent people whose employers retaliated against them after they complained about workplace discrimination.
Unemployment Compensation
The lawyers at Hyderally & Associates have extensive experience with assisting New Jersey workers in obtaining unemployment benefits, beginning with the first application for benefits and continuing through informational interviews and hearings. They are also well-versed in helping workers file and reply to appeals, even representing them at the Appeal Tribunal and the Board of Review, as well as elsewhere, if necessary.
Firm Owner Ty Hyderally
Mr. Hyderally’s background and education includes a B.A. with departmental honors from Johns Hopkins University and a J.D. from the UC Berkeley School of Law. Before founding his own firm, Mr. Hyderally worked as a criminal trial lawyer in the Judge Advocate General’s Office of the United States Navy. He also worked at a boutique employment litigation firm in Pensacola, FL that concentrated on federal court litigation.
He added to his experience as an employment litigator on the plaintiff’s side at Davis, Saperstein & Salomon, PC and Kievit, Kelly & Odom and on the defense side at Friedman & Siegelbaum, LLP in Roseland, NJ. He also worked at Jackson, Lewis, Shnitzler & Krupman in Morristown, NJ.
Mr. Hyderally is admitted before the New Jersey State and Federal Courts, the New York Federal Courts (Southern and Eastern District), the United States Supreme Court, the US Court of Federal Claims, and the Court of Appeals for the Armed Forces.
He served as president of the National Employment Law Association (New Jersey) from 2008-2012. He also served as the chairperson of the New Jersey Employment Law Seminar for many years. Additionally, he was a member of the New Jersey Bar Association (Employment Section) and is a member of the American Bar Association (Labor and Employment Section).
A Tireless Advocate for Workers’ Rights
In support of improved working conditions, Mr. Hyderally has provided guidelines to corporations to ensure better treatment of employees. He has also compiled employment manuals and handbooks for businesses across many different sectors.
On the other hand, Mr. Hyderally has also helped protect corporations from time consuming litigation by offering and instituting standard procedures to deal with complaints properly.
His varied case load includes his representation of the Union City Employees' Association, which numbers over 800 members. He also represents unions and employees in arbitrations before the Public Employment Relations Commission, the NLRB, and The Merit Systems Protection Board.
As a result of his early success, Mr. Hyderally was selected to the Super Lawyer in New Jersey list as a Rising Star in August of 2006. Subsequently, he was named to the list of Ten Leaders of Employment Law in Northern NJ.
A Sought-After Authority on Employment Law
Because of Mr. Hyderally’s extensive experience, he is often asked to speak at legal events throughout New Jersey and around the country involving both employers and employees. For instance, he has been the featured speaker at seminars for corporate officers, HR professionals, and other attorneys on subjects ranging from employment law to workplace torts, sexual harassment, the Americans with Disabilities Act, and the Family Medical Leave Act. Furthermore, he has published employment opinions before the New Jersey Supreme Court on the issue of Sexual Harassment (LAD) and Whistleblower (CEPA).
Mr. Hyderally’s mission is to inform corporate executives, business owners, and employees about employment law matters, so that they are fully aware of their respective rights and responsibilities. Ultimately, his goal is to keep the workplace free from any kind of discriminatory or otherwise illegal employment behavior.