Underberg & Kessler LLP
Size of Organization: 40
Year Established: 1926Web Site: http://www.underbergkessler.com
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The firm of Underberg & Kessler LLP was founded in 1926, representing large and small businesses. During the past 88 years, we have worked for clients ranging from modest retail establishments to national and international companies, from local family-owned businesses to publicly held corporations. We are pleased to represent clients of all sizes either as general counsel or on a project-by-project basis. The firm consists of 40 lawyers in Rochester, Buffalo, Canandaigua, Newark, and Geneseo, New York, and serves clients before State and Federal courts across upstate New York.
Martindale-Hubbell has augmented a firm's provided information with third-party sourced data to present a more comprehensive overview of the firm's expertise:
U.S. Federal Litigation Activity
Highest number of cases by Underberg & Kessler LLP:
Labor and Employment (19 cases in past two years)
Peer Review Ratings
Total number of Peer Review Rated lawyers of Underberg & Kessler LLP:
Documents by Underberg & Kessler LLP on Martindale.com
New Overtime Proposals Unveiled
Jennifer A. Shoemaker, July 15, 2015
The Department of Labor finally unveiled information on its website last week relating to its upcoming proposed rules that will expand overtime pay regulations to cover an additional 5 million people and raise the minimum salary threshold required to qualify for the Fair Labor Standards Act White...
New York “Surprise Bill” Affects Health Care Providers
April 20, 2015
Have you heard? A New York State law regarding surprise billings from medical providers becomes effective April 1, 2015. The general purpose of the law is to address persistent consumer complaints regarding unanticipated bills from out-of-network health care providers. As such, large portions of...
Another Social Media Blog...
Jennifer A. Shoemaker, March 4, 2015
Social media remains in the forefront at the NLRB, and to reiterate, the National Labor Relations Act applies to union and non-union workforces alike. As such, employees can discuss their pay, benefits, work conditions, etc. on social media and it will be considered protected activity.