Employer Advisory Services
Practical, Litigation-informed Guidance to Help Employers Reduce Risk and Comply with New York Law
Although my litigation practice focuses on representing employees, I also work with employers who want to understand their legal obligations and implement practices that reduce the risk of future disputes. Employers benefit from guidance rooted in real courtroom experience: I have seen which policies fail, which pay practices trigger liability, and which internal decisions tend to escalate into costly litigation.
My advisory work is designed for employers who want clear, candid counsel grounded in the realities of New York employment law. The goal is not to help employers evade responsibility, but to help them act lawfully and transparently, which ultimately benefits both sides of the employment relationship.
A Balanced, Practical Approach
Employer advisory services sit at the intersection of compliance and risk management. Rather than offering abstract policy recommendations, I focus on identifying the real-world consequences of different approaches. I explain how courts and agencies evaluate workplace practices, what documentation matters most, and where employers often expose themselves to unnecessary liability.
This approach allows employers to make informed decisions that reduce disputes, strengthen trust with their workforce, and create predictable business operations.
Areas of Guidance
New York employment law is complex and rapidly evolving. My advisory work typically includes guidance on issues such as:
- Wage and hour compliance, including overtime rules, employee classification, pay frequency, and lawful deduction practices.
- Independent contractor and exempt-employee evaluations, focusing on whether job duties align with the classifications employers intend to use.
- Handbook and policy review, with an emphasis on clarity, enforceability, and compliance with New York’s statutory requirements.
- Accommodation and leave-related concerns, including FMLA, disability accommodations, pregnancy accommodations, and other protected rights.
- Discipline and termination decisions, including analysis of potential retaliation risks, documentation concerns, and separation strategies.
- Severance agreements, whether creating a new agreement or revising an existing template to ensure compliance and clarity.
How Advisory Engagements Work
Most engagements begin with a discussion of the employer’s current practices and the challenges they wish to address. I then review relevant documents, policies, or pay structures and explain specific risks or compliance gaps. Depending on the employer’s needs, I may prepare written recommendations, revised policies, or a structured compliance plan.
Because I maintain a limited caseload, advisory clients receive direct attention and prompt responses. The work is discreet, efficient, and designed to provide concrete value rather than theoretical analysis.
Why Employers Choose a Solo Practitioner
Working directly with one attorney offers several advantages. Employers receive focused, consistent guidance rather than being routed through layers of staff. Questions are answered quickly, and sensitive issues remain confidential. This level of access allows for an advisory relationship that is both collaborative and realistic, grounded in a clear understanding of legal responsibilities and business pressures.