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civil service employee discipline defense lawyerGovernment workers or others who are considered to be civil service employees in New York have a number of rights and protections. These include the right to a hearing to address any disciplinary charges that could affect a person's job. Civil service employees who may be subject to disciplinary action will need to be sure to understand the charges that have been levied against them, how they can address these accusations, and the steps they can take to prevent the loss of their job or other forms of discipline.

Grounds for Disciplinary Action for Civil Service Employees

There are many different types of disciplinary charges that can be filed against civil service employees. Generally, these charges will fall into two categories: incompetence and misconduct. Incompetence may include any actions that affect a person's ability to carry out their job-related duties correctly. In contrast, misconduct may include criminal activity or other actions that are inappropriate or that violate the rules, regulations, or policies that apply to a position.

Some of the most common grounds for civil service employee discipline include:


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new york civile service employment defenseEmployees who work in the public sector in New York have certain rights and protections, and they may need to determine how to respond in situations where they could potentially face disciplinary action. When a civil service employee is suspected of engaging in misconduct or other behavior that may warrant discipline, their employer or other parties may perform an investigation to gather information about the person’s alleged actions. Investigative interviews are an important part of disciplinary proceedings, and employees will need to understand the right ways to approach these situations.

Interviews Vs. Interrogations

An employee who is asked to submit to questioning by an employer or investigator will first need to understand the nature of these questions. In some cases, investigators may be seeking information about reports of misconduct prior to taking steps to determine whether discipline is warranted. Interviews may involve the questioning of people who may have relevant information about a certain incident or course of behavior or conversations seeking to gain facts. Interrogations, on the other hand, involve a person who is suspected of misconduct or wrongdoing being questioned. In an interrogation, the person being asked questions is likely to be the target of potential disciplinary action.

Employee Rights in Interrogations

Civil service employees who are covered by Section §75 of New York’s Civil Service Law have certain rights in interrogations. If it appears that an employee may potentially face disciplinary action, the employee has the right to be represented by a union representative. The employee must be notified of their right to representation in advance of questioning, and if they request representation, they must be provided with a reasonable amount of time to obtain the necessary representation. In addition to a union representative, an employee may also be represented by an attorney.


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Civil Service Employee Disciplinary lawyerCivil service employees can receive a number of benefits, and they are provided with certain rights and protections. This includes the right to a hearing if they face disciplinary action. Disciplinary charges must usually be based on allegations of misconduct or incompetence, and specific procedures will be followed in these cases. By understanding the requirements that apply in these cases and the steps they can take to defend against charges, employees can determine the best ways to avoid discipline and ensure that they can continue working in their position.

Disciplinary Procedures for Civil Service Employees

If a civil service employee is accused of violating the rules or standards that apply to their position, their employer will need to review the allegations to determine whether to pursue disciplinary action. Investigative interviews or other methods may be used to gather information about the case, and an employee has the right to be represented by an attorney during an investigation. 

Once disciplinary proceedingshave been initiated, the employer must send a letter or other form of communication notifying the employee of the accusations of misconduct or incompetence and detailing the specific violations the person is accused of committing. After receiving notice, the employee may submit an answer pleading guilty or not guilty, admitting or denying certain facts, and raising defenses against the accusations.


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New York civil service job defense attorneyIn New York, civil service employees who are subject to disciplinary action based on the outcome of a hearing have options to appeal the action if they believe it to have been issued in error. One such option, outlined in Article 78 of the New York Civil Practice Law & Rules, is to file a proceeding against the body or officer who issued the decision. Appeals of this nature are heard in New York Supreme Court, and it is important for an employee to be represented by an experienced attorney who understands how the process works and how to achieve a successful outcome.

When Can an Appeal Be Heard in New York Supreme Court?

If you need to appeal a disciplinary action, it is important to determine the venue through which you should proceed. In some cases, it may be best to take your appeal before the New York Civil Service Commission (CSC). However, the time frame for filing an appeal with the CSC is only 20 days after the disciplinary decision is issued. If this deadline has passed, or if the CSC has declined to hear your appeal, you can instead bring your case before the Supreme Court. You have significantly more time to initiate this process: up to 120 days from the date of the disciplinary action.

What Happens During an Appeal to the Supreme Court?

Article 78 of the Civil Practice Law & Rules allows a petitioner to appeal a variety of actions of public officers, bodies, and agencies. However, of greatest relevance to employee discipline cases is the ability to appeal a determination made at a hearing on the grounds that it was made in error, in violation of procedure, or without sufficient evidence. Employees can also appeal on the grounds that the disciplinary action constitutes abuse or an overstep on the part of the hearing officer.


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NYC civil sevice employee discipline defense attorneyIf you are facing disciplinary action for alleged misconduct related to your civil service job, the question of your guilt and any appropriate penalties will be determined at a hearing where you and your attorney have the opportunity to present evidence in your defense. However, the outcome of this hearing does not always signify the end of the process. If you believe that the hearing or the decision was handled incorrectly or unfairly, you have the option to request an appeal.

Grounds for an Appeal

In order for an appeal to have merit, you must be able to demonstrate some manner of impropriety in the initial hearing. For example, you may make the case that the hearing did not follow the appropriate procedure under New York Civil Service Law, that the decision was issued based on insufficient or unreliable evidence, or that the penalties assessed were more severe than your actions merited. Your attorney can advise you as to whether you have a substantial case for an appeal.

How Does the Appeal Work?

In some cases, a civil service employee can appeal a decision by filing a proceeding against the public body or officer who issued the decision under the terms of Article 78 of New York’s Civil Practice Law & Rules. These cases are handled in the New York State Supreme Court. However, Section 76 of the New York Civil Service code also allows employees to pursue an appeal through the Civil Service Commission (CSC).


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