Employment Practices
MMP&S’s employment practices attorneys are equipped to provide a full spectrum of management consulting services to you and your business. We advise clients on all aspects of the employer/employee relationship, stressing a proactive approach that maximizes risk avoidance and enables our clients to engage in preventive maintenance as to the overall management of employee relations. Our expertise regarding issues of compliance with State and Federal laws and regulations enables MMP&S’s attorneys to counsel clients on how to develop effective practices, and handle day-to-day workplace events such as hiring, terminations, separations, transfers, layoffs, furlough, leaves of absence, and other occurrences.
As a full-service firm, MMP&S assists in the development of employee manuals, personnel policies and other guides that are helpful in avoiding disputes and in providing defenses if a dispute arises. We provide training and counseling and can conduct investigations regarding all manner of employee issues and complaints, including discrimination, harassment, sexual harassment, hostile work environment, wage compliance, reasonable accommodations, and ADA compliance. MMP&S can also assist your business with a wide range of document-related services, including drafting employment agreements and covenants for compensation, severance, non-competition, non-disclosure and many other related issues.
MMP&S’s attorneys are skilled in representing clients in discrimination, wrongful termination, civil rights, sexual harassment, non-competition, trade secret and wage and hour compliance lawsuits.
MMPS represents clients in all phases and types of employment and labor litigation, counseling and training. We have a team of attorneys who specialize in handling these claims (defense and coverage) in New York, New Jersey, Connecticut and Florida. Our attorneys practice before myriad State and Federal courts and administrative bodies, including matters before the Equal Employment Opportunity Commission and its State equivalents, the National Labor Relations Board, Department of Labor and State Attorneys General office investigations. We are experts in discovery, motion practice and trial preparation.
Our Employment Practices attorneys have successfully represented defendants in claims involving:
- Class and collective wage actions in state and federal courts
- Administrative charges before state and federal agencies
- Alternative dispute resolution, including mediation and arbitration
- Gender discrimination
- Age discrimination
- Sexual harassment
- Pregnancy discrimination
- Disability discrimination
- Race, national origin, and creed-based discrimination
- Americans with Disabilities Act compliance (including website compliance)
- Background checks
- Disciplinary proceedings
- Discrimination claims: Title VII, state, and city anti-discrimination laws
- Drug and alcohol testing
- Employment agreements
- Equal pay claims
- Fair Labor Standards Act compliance
- State wage and hour laws and required pay practices
- Family and Medical Leave Act and state counterparts
- Handbooks and personnel policies
- Internal investigations
Recent Results
MMP&S Prevails on Pre-Answer Motion to Dismiss Employment Law Action - 2019
In Saffer v. Woodstock Guild of Craftsmen, Inc., MMP&S prevailed on a pre-answer Motion to Dismiss the Complaint in Supreme Court, Queens County. In this employment law action, Plaintiff alleged that he was terminated in retaliation for his complaints concerning the presence of mold and issues with electrical wiring allegedly found on our client’s premises. Plaintiff alleged discriminatory retaliation pursuant to New York Labor Law Sections 740(2) and (4) and sought damages including emotional distress, lost wages, past and future damages, punitive damages, statutory damages and attorney’s fees. MMP&S successfully argued that the Amended Complaint should be dismissed with prejudice because (1) the documentary evidence established that Plaintiff was terminated as a result of his insubordination, unprofessionalism and disparagement of our client; (2) our client took all necessary steps to make repairs and there was no violation of law that created a substantial danger to public health or safety; and (3) Plaintiff’s termination did not occur until months after the issues were investigated and repaired. In light of our strong arguments, the Court granted our pre-answer Motion to Dismiss the Complaint.