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.
Employer Advisory Services Frequently Asked Questions
Do you represent employers in litigation?
No. My litigation practice is focused on representing employees. Employer advisory work is limited to compliance and risk-management guidance. This separation allows me to provide candid, practical advice grounded in real litigation experience without representing employers in lawsuits.
What types of employers benefit from advisory services?
Small and mid-sized employers often benefit the most, particularly those without in-house counsel or dedicated HR staff. These employers typically want clear explanations of their obligations, practical strategies, and straightforward assessments of risk rather than dense legal memoranda.
Can advisory work help prevent future disputes?
Yes. Most disputes arise from unclear pay practices, poor documentation, inconsistent discipline, or policies that do not reflect current New York law. Advisory engagements identify where these issues tend to arise and how to correct them before they escalate.
Do you create or revise employee handbooks and workplace policies?
Yes. I review existing policies for clarity, enforceability, and compliance with state and city requirements. When needed, I prepare revised policies or recommendations designed to strengthen documentation and reduce ambiguity.
Can you evaluate whether employees are properly classified as exempt or as independent contractors?
Yes. Classification errors are among the most common sources of wage litigation. I assess actual job duties, pay structures, and work arrangements to determine whether classifications align with New York and federal standards.
Do you advise employers during difficult personnel decisions?
Often, yes. Employers may seek guidance when considering discipline, termination, or restructuring. The focus is on identifying retaliation risks, documentation gaps, and compliance concerns before decisions are finalized.
How does an advisory engagement typically begin?
Most engagements begin with a discussion of current practices and the specific issues the employer wants to address. I review relevant documents, explain potential risks, and recommend practical steps designed to produce clear, workable solutions.