Representing companies in labor, employment and workplace matters.
The firm represents corporations, small businesses, non-profit organizations and government entities in labor, employment and workplace matters.
The firm’s work in the area of labor and employment law enjoys a reputation for its success in achieving the desired results sought by clients. The firm represents and counsels clients in all aspects of labor and employment law, including, but not limited to, defense of employment discrimination claims, union elections, arbitration hearings, unjust dismissal litigation and Fair Labor Standards Act compliance and representation before the federal and state courts, NLRB, state labor boards and the Workers’ Compensation Board.
In addition, the firm’s labor partners have extensive experience in negotiating collective bargaining agreements. The firm also conducts seminars for existing and prospective clients on special interest topics, e.g., “Progressive Discipline”, “Alternative Dispute Resolution”, and “American with Disabilities Act”.
An additional component of our employment practice is the negotiation and preparation of employment contracts, separation agreements and workers’ compensation settlements. The firm also counsels its clients with regard to reduction in force plans and representation of clients during the United States or local labor department audits, including O.F.C.C.P. audits.
Reminder - Ballot Access
This is a reminder regarding the rights of employees, and correspondent
obligations of employers, on election days. Please note that the following
outlines the minimal rights under New York Election Law.
Employees may enjoy greater rights under collective bargaining agreements
or based on employer practices. Should you have questions, please contact us.
New York: An employer must give up to two paid hours off from work to vote if the employee does not have sufficient time outside working hours to vote. “Sufficient time” is defined as four consecutive hours either between the opening of the polls and the beginning of the employee’s working shift, or between the end of his working shift and the closing of the polls.
N.Y. Elec. Law § 3-110
Time off work for voting: As many hours at beginning or end of shift as will give employee enough time to vote when combined with non-work time. Employer may decide when hours are taken.
Time off not required if: Employee has 4 consecutive non-work hours at beginning or end of shift when polls are open.
Time off is paid: Yes (up to 2 hours).
Employee must request leave in advance: Not more than 10 or less than 2 working days before election.
If you have a question, please feel free to call. 212-618-1250.