Employment Law
Organizations today are faced with frequently changing and increasingly complex employment laws, rules, and regulations. Compliance is key for employers to minimize the risk of liability and provide safe and productive workplaces where employees can thrive and maximize their contributions. To remain proactive, it is essential to be prepared with strategies and tools to confront various workplace issues.
Leveraging years of employment litigation experience, KSB Law attorneys now primarily assist organizations in preventing and resolving workplace conflicts, fostering positive environments, mitigating bias, and minimizing legal risk through a comprehensive range of training programs, investigations, compliance audits, and culture assessments. The Firm also offers arbitration, mediation, and expert witness services on employment matters.
SEASONED EMPLOYMENT LAWYERS
KSB Law attorneys are well-versed in employment laws and leverage years of counseling, negotiation, investigation, alternative dispute resolution, and employment litigation experience to benefit our clients. Our team has decades of collective employment litigation experience and offers a unique dual experience of having litigated and negotiated employment claims from both the employee (plaintiff) and employer (defense) perspectives, which now fosters their roles as balanced ADR neutrals and independent investigators.
The Firm’s attorneys have experience with employment litigation in state and federal courts and before state and federal administrative agencies, such as the New Jersey and federal courts and with New Jersey and federal administrative agencies, such as the Equal Employment Opportunity Commission (EEOC), the New Jersey Office of Administrative Law (OAL), the New Jersey Department of Labor (NJ DOL), Divisions on Wage and Hour Compliance, Unemployment, and the New Jersey Division on Civil Rights (NJ DCR).
Representative employment claims and counseling include as to whistleblower retaliation; gender/sex discrimination; sexual harassment; pregnancy discrimination; age, race, religion, national origin, sexual orientation, and disability discrimination/harassment and retaliation; failure to accommodate; workers compensation retaliation; Family and Medical Leave Act (FMLA); Title VII of the Civil Rights Act of 1964 (Title VII); Americans with Disabilities Act (ADA); Age Discrimination in Enforcement Act (ADEA); Fair Labor Standards Act (FLSA); National Labor Relations Act (NLRA); New Jersey Law Against Discrimination (NJLAD); New Jersey Equal Pay Act (NJEPA); Conscientious Employee Protection Act (CEPA); New Jersey Family Leave Act (FLA); New Jersey Wage Payment Law; the New Jersey Wage and Hour Law; and common law claims, including breach of contract, defamation, tortious interference. Prior employment litigation experience included class action and collective action matters.
COMPLIANCE, PREVENTION & REMEDIATION
Developing, implementing, and communicating effective policies and required postings and notices is critical for organizations to be compliant. Comprehensive training is necessary to ensure that employees at all levels know what is expected of them and how to comply with the law.
Investigations, audits, and climate assessments can further help employers remediate conduct, assess risk, and minimize potential liability.