EMPLOYMENT LAW

 Your business has partners, corporate officers, employees, and everything in between. Our experienced employment and corporate lawyers have been on both sides of the "v" -- serving as corporate counsel, defense counsel, and plaintiff's counsel. Let us help you get in compliance and make the tough calls on all things employment.

If you've been discriminated against in the workforce, or been accused of discrimination at your company, there are certain rights, procedures and important deadlines for you to keep in mind. Let Sternberg, Naccari & White, LLC provide you with an evaluation of your claim and help you make the next steps. We have experience negotiating and litigating:

• Pregnancy Discrimination
• Sex Discrimination
• Race Discrimination
• Discrimination
• Wage and Hour
• Contract Disputes
• Complaince
• Civil Rights Violations
• First Amendment 

If you've ever signed an employment contract, or reviewed one that was to be presented to your employees, you know how complicated non-competes, non-solicitation, and non-circumvention clauses can appear. Our corporate and litigation attorneys are experienced in negotiating, drafting, and litigating:

• Employment Contracts
• Breach of Contract
• Professional Contracts
• Non-Competition
• Non-Solicitation
• Non-Circumvention
• Contract Disputes

Both employees and employers have certain rights and responsibilities when wage, hour, and commission payments are concerned. Whether you are a closely held family business or a commissioned independent contractor, we can help you work with your professionals, employers, employees, and co-workers. Our attorneys can help you ensure your wage and hour question gets the attention and resolution it deserves.

If you are an employee or government-adjacent contractor, we may be able to advise you on your rights relating to civil rights and/or rights violations. Contact SNW for a consultation today.

Under the ADEA it is unlawful to discriminate against any individual age 40 or older because of their age with respect to any term, condition, or privilege of employment, including but not limited to, recruitment, hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.

Disability discrimination occurs when an employer or other entity covered by Title I of the Americans with Disabilities Act (ADA) (which protects private and state and local employees) or the Rehabilitation Act (which protects federal employees) treats a qualified employee or applicant unfavorably because of disability.  The disability laws forbid discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

Activity protected by ERISA includes: (a) an employee’s exercise of her rights under an ERISA-governed benefit plan; and (b) an employee’s planning to testify or otherwise taking part in any ERISA-related inquiries or proceedings (sometimes referred to as “the whistleblower provision”). 29 U.S.C. § 1140. This means that an employer may not terminate an employee for past use of company health care benefits, for example, or to avoid paying additional benefits to which the employee would be entitled if she continued in the job.