TL;DR
My COO sent me a contract that would amend an existing employment term (salary). I raised concerns regarding the terms of the contact. COO explicitly told me
you don't need to put it in writing.
With respect to New York State / New York City employment or contact law, is it strictly legal to suggest or instruct employees not to put contract concerns in writing?
Background
Yesterday my CEO announced via email that they made the decision to cut salaries. My COO responded to that email to everyone individually asking them to sign an attached document by EOD the following day. The attached document was a contract that would reduce my salary by 20% with no other changes to other existing employment terms (e.g. my employment contract). The next day the COO and I had a call discussing the email and attached document. In that call I expressed concerns regarding the terms of the contract. When the COO expressed that they would bring it up w/ the CEO I said that I'd put my concerns in writing. In response to that the COO said
you don't need to put it in writing.
Obviously this is a red flag. At best the COO suggested to not document the concern. AT worst it was an implied instruction to not document the concern. Additionally, I was explicitly raising concerns over the terms of a proposed contract that would change my existing employment contract.
Errata
I'm employed in New York City. So New York City, New York State, and United States law would apply here.
My employment is not unionized
Question
With respect to United States / New York State / New York City employment or contract law, is it strictly legal to suggest employees not to put contract concerns in writing?
Answers/Responses to comments
(Creating this ahead of time in case there is any more explanations or details required)
Put it in writing
(I'm answering this pre-emptively) Immediately after the call I did put my concerns in writing.