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Fully Engaged.

For over 30 years, our attorneys have acted as counsel to companies and individuals in thousands of sophisticated business, litigation and other matters.

We have a broad range of practice groups
and our attorneys have the experience necessary
to deliver effective and efficient results for our clients.

A firm that does very well in its specialist areas. We have great access to the senior partners, and the team has the same level of knowledge as some big New York firms, but with the client care and personal touch of a smaller firm.

Client of the firm, as quoted in Chambers USA

Recent Updates

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  • February 26 2026

    Client Alert: DOL Proposes New Independent Contractor Test

    The US Department of Labor (“DOL”) has proposed a new Rule titled “Employee or Independent Contractor Status Under the Fair Labor Standards Act, Family and Medical Leave Act, and Migrant and Seasonal Agricultural Worker Protection Act” (the “Proposed Rule”). If adopted, this rule would rescind the 2024 regulations outlining how to decide whether a worker is an employee or independent contractor.

    Click here to read the alert.

  • February 23 2026

    Client Alert: NYC Publishes Updated FAQs, Notice of Rights and Model Forms Regarding “Protected Time Off” – Formerly Known as Safe/Sick Time

    As previously advised, the amendments to the New York City Earned Safe and Sick Time Act (ESSTA) are now in effect. The New York City Department of Consumer and Workforce Protection (DCWP) has now published updated FAQs explaining the additional protections and guidance. The DCWP has also issued a new Notice of Employee Rights and model forms for requesting and confirming legitimate use of paid safe/sick time, unpaid safe/sick time and paid prenatal leave.

    Click here to read the alert.

  • February 23 2026

    Rebecca Stark, an associate of the Firm, wrote an article for Total Food Service titled: “New Requirements for ADA Accommodations: What Hospitality Employers Need to Know.”  In the article, Rebecca discusses the recent U.S. Court of Appeals ruling (Second Circuit) changes how hospitality employers must think about ADA accommodations. Under this decision, employees may be entitled to reasonable accommodations even if they can already perform their job duties without them.

    Click here to read the article.

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