Practice/Industry Group Overview
The Employment lawyers at Meyer Suozzi are skilled in handling problems that involve complex human relations issues and legal questions. Our in-depth knowledge and road experience enable us to find creative solutions to difficult employment issues which often are emotionally charged.
Our goal is to achieve cost-effective resolutions that meet our clients' objectives. When negotiated resolution is not possible, we vigorously pursue those objectives through ediation, administrative proceedings and litigation.
The firm provides counsel on a full spectrum of employment law related issues, engages in all aspects of employment-related litigation before state and federal courts and dministrative agencies, and regularly handles mediations and arbitrations. As recognized leaders in this field, we frequently are asked by the media and professional rganizations to comment on such topics as workplace discrimination and sexual harassment.
Employment Law Services:
- Employment Agreements, including Executive Contracts, Restrictive Covenants, Confidentiality, Non-Compete and Non-Solicitation Agreements
- Internal Investigations, Training Programs, Employee Manuals and Employment Policies and Procedures
- Sexual Harassment and Hostile Work Environment Claims
- Retaliation Claims
- Wrongful Termination and Discrimination Claims on the basis of age, race, gender, sexual orientation, disability, religion, national origin and pregnancy
- Severance Agreements
- Wage/Salary Claims and Wage and Hour Violations/Audits (FLSA)
- Claims for Unpaid Commissions
- Breach of Contract
- Whistleblower Claims
- Benefit Disputes, Pension Claims and Employee Retirement Income Security Act (ERISA) Claims
- Employment Mediation and Arbitration
- FINRA Claims
- New York General Municipal Law claims (Section 205, 207, etc.)
- Qui Tam Claims
- FMLA and Reasonable Accommodations
- Background Checks and Privacy Issues
- Employee Classification (FLSA): exempt/non-exempt classifications;1099/W-2 employee classifications; unpaid interns; independent contractors/employee misclassification issues
- NYS Wage Theft Prevention Act Compliance
- EEOC and NYS Division of Human Rights Cases
- NYS Hospitality Wage Order Compliance/Training/Claims
- NYS Department of Labor Investigations/Audits
- Social Media Policies and Issues
- WARN Act
- Equal Pay Act
- Class Actions
- Prevailing Wage Requirements on Public Works (New York Labor Law Section 220, Federal Davis-Bacon Act)
Articles Authored by Lawyers at this office:
Restrictive Covenants: What You Should Know As an Employer and an Employee
Lynn M. Brown, October 10, 2014
Both employers and employees should know the basics about restrictive covenants, which open appear in employment contracts and are sometimes referred to as "covenants not to compete, or "non-competition" agreements. An example of a restrictive covenant is a contract provision that...
New York City Earned Sick Time Act
Andrew J. Turro, April 25, 2014
On April 1, 2014 the New York City Earned Sick Time Act, as amended, went in to effect. The recent amendments to the Act will require most private employers in New York City to provide their employees with up to 40 hours (five days) of paid sick leave per year. While many employers provide...
Lois Carter Schlissel,Max H. Sicherman, April 23, 2014
The use of unpaid interns has been the subject of recent judicial scrutiny, causing informed employers to reconsider their internship programs. Restrictions placed on unpaid internships by courts and the Department of Labor (“DOL”) warrant careful consideration.