We provide employment counsel when companies need it.

Effective in-house employment counsel solutions.

Many companies, particularly small to mid-size and emerging companies do not have in-house employment counsel. Sapir Schragin fills that void. We partner with our employer clients by providing employment law general counsel services. Our strategic, legal and business counseling ensures that your employment and business needs are met. We work with the appropriate people in your organization to make sure that your business is fully compliant with the law.

Workplace Investigations.

Sometimes investigations are too sensitive to handle internally. It may involve senior executives or sensitive subject matter or the Company may want to avoid any impression of partiality. When that happens, call the attorneys of Sapir Schragin who have extensive experience conducting independent investigations on behalf of companies involving claims of discrimination, harassment, misconduct, bullying, or wrongdoing on the part of executives or employees.

Call us when you need our expertise.

Avoid misunderstandings with clear, balanced contracts.

Clear, fair contracts save time and money.

Clear, unmistakable employment agreements spell out pay and benefit offers while explaining rules and regulations, rights and responsibilities for both employer and employee. At Sapir Schragin, we write understandable, realistic, balanced contracts that communicate employer’s parameters and provide guidelines for handling contingencies.

Well-crafted means customized to each situation.

A well-crafted agreement should be tailored to the specific employee and the position for which he or she is being hired. For example, in some instances, geographic location and anticipated travel may be essential contract requirements, while in others, the ability to work from home is critical.

Well thought-out employment agreements anticipate complications.

A solid contract covers every plausible contingency that may arise during an individual’s employment and post-employment. When you sign such a contract, you do so with confidence that you have anticipated and planned for all contingencies, particularly the negative or risky ones.

Non-compete clauses offer protection.

Thoughtful non-compete arrangements balance the employee’s right to earn a living against the employer’s need to protect their intellectual property. A good contract specifies what must be protected and establishes penalties for theft of information.

Call us when you need help drafting employment agreements.

Employee handbooks are important management tools.

You must have an employee handbook and policy and procedure manuals.

Virtually every aspect of the relationship between employers and employees is governed by some statute, regulation, contract, or principle of law. Every business is required to have written rules and regulations governing the employee experience in their company. Sounds simple, but frequent enactment of new employment laws makes it difficult to keep your handbooks and manuals up to date.

Hybrid offices and out of state remote workers require handbook updates.

We work with our clients to prepare and update employee handbooks tailored to your specific needs and industry requirements. With the proliferation of remote work during and after the pandemic, many companies’ handbooks are noncompliant. We help you add coverage for the different states from which your remote employees work.

An ounce of prevention is worth a pound of cure.

We firmly believe that a well-crafted employee handbook and sound employment policies and practices will ensure compliance with employment and labor laws and help to preempt disruptive and costly employment disputes.

Call us if you need updated employee handbooks.

Our employment law litigators are experienced, resourceful and pragmatic.

We resolve employment-related claims.

We can help you defend against a wide range of employment law, discrimination, non-compete and wage and hour disputes. Our attorneys are thorough and effective litigators with a long track record of success. We appear regularly in state and federal courts and before administrative agencies and have litigated almost every type of employment law claim.

Litigation is a tool we use to reach your goals.

First, we make sure that we understand your business, how this litigation impacts your business and how we can help you achieve your legal and business goals. We will work together to create optimal outcomes in the most cost—effective and efficient manner possible. If settlement is in your best interests, we work toward a successful settlement. And when settlement is not in your best interests, we carefully craft a strategy aimed at achieving dismissal on motion practice or victory at trial.

Call us if you need experienced litigators.

Wage and hour compliance can be complicated.

Avoid wage and hour claims by being prepared.

Wage and hour claims by employees are on the rise. The cost in time and dollars can be immense. Experienced wage and hour attorneys like us are the best defense a company can have against such charges. We perform regular compliance audits, offer counsel on such issues as exemption classification, off-the-clock hours, ‎and payroll expense planning and control, and settle disputes when they arise.

These laws change constantly; we keep you up-to-date.

Constant changes in wage and hour law can trip up even the most prepared company. We help you stay up to date on changes in federal and state laws. We explain how recent court decisions affect employers in Greater New York.

Call us if you have a question about wage and hour compliance and litigation defense.

We answer questions about

  • Collective action certification
  • Compensatory time off
  • Exemption classification
  • Independent contractor classification
  • Minimum wage
  • Off-the-clock, on-call and other hours-worked disputes
  • Unpaid overtime
  • Record keeping requirements
  • Tip credits and tip payment practices
  • Travel time pay

Success Story: Fighting DOL wage and hour audit

Situation: A company audited by the Department of Labor for wage and hour violations wanted the findings against them dismissed or their fine reduced.
Solution: We looked to defend the company in the most efficient and economically sensible way.
Result: Based on our research and interviews with people in the company, we were able to cut their fine by 50 percent.

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