Genova Burns is proud to announce that Mario V. Mirabelli, Esq. will join the firm Of Counsel in its new Washington, D.C. office location at 1100 Connecticut Avenue, N.W. Mr. Mirabelli will serve Of Counsel to the firm’s Business Law and Litigation Practice Groups.
Prior to joining the firm, Mr. Mirabelli spent more than thirty years working with AmLaw 100 law firms in the nation’s capital, where he represented domestic and international clients on federal securities law and corporate and transactional matters including privatization, corporate formation and mergers and acquisitions. He also played a major role in having federal legislation passed in 2008 which assisted him in obtaining a $172 million settlement from the Government of Libya on behalf of 56 U.S. servicemen who were victims of a terrorist bombing at the La Belle Discotheque in Berlin, Germany in 1986.
Before going into private practice, he served as a trial attorney with the Securities and Exchange Commission in the Office of Administrative Proceedings and Investigations within the Division of Corporate Finance. Mr. Mirabelli was Chief Hearing Counsel of the SEC’s public investigations into the “Propriety of Estimates, Forecasts and Projections of Economic Performance” and the Chief Trial Counsel of the Commission’s public investigation of the “Hot Issues Securities Market.” He also worked with the Federal Trade Commission in the Bureau of Deceptive Practices.
Beginning on January 24, 2014, all private employers in Jersey City must make sick time available to their employees, including part-time and temporary employees who work at least 80 hours in a calendar year. Click here to read an article authored by associate Rebecca Fink and partner Patrick W. McGovern summarizing the answers to the most commonly asked questions we have received regarding the Ordinance.
Kathleen Barnett Einhorn, Partner and Director of the firm’s Complex Commercial Litigation Practice Group, has been elected to the Executive Committee of the Civil Trial Bar of the New Jersey State Bar Association. The Civil Trial Bar provides a forum for the professional advancement of civil trial attorneys, and improves and promotes the administration of justice in civil trial practice.
Ms. Einhorn is active in numerous professional associations: she is a member of the Board of the New Jersey Women Lawyers Association and also serves as a Trustee of the Women in the Profession Section of the New Jersey State Bar Association. In addition to the Civil Trial Bar, she is a member of the Federal Practice and Procedure Section and the Labor and Employment Law Section of the New Jersey State Bar Association, plus she is a member of the Essex County Bar Association, the American Bar Association, and the Women Advocate Committee of the American Bar Association.
Director of the firm’s Employment Law & Litigation Practice Group, firm Partner John C. Petrella was featured prominently in NJ Biz’s article on the rise of employment law cases. Mr. Petrella successfully represented the employer in Valley National Bank v. Kleiber, the fifth most requested case by New Jersey attorneys in 2013, which addressed the scope of a non-compete clause in the case of memorized client lists. Mr. Petrella noted that employment law cases are on the rise: ”they are being filed every day.” The article went on to discuss the as –yet undecided question of to whom do an employee’s Linked In contacts belong? For the full article, click here.
Partner Patrick W. McGovern will present at a National Business Institute seminar entitled “Human Resource Law from A to Z” from February 11th – 12th in Philadelphia, PA. This seminar will help attendees to get a handle on the complicated issues that arise in the day-to-day operations of any human resources department. This extensive two-day course lead will cover all of the hot-button issues regarding human resources law of interest to HR professionals, attorneys and paralegals. Topics that will be covered include:
- Learn the necessary disclaimers that every employee handbook must contain in order to avoid potential legal trouble.
- Recognize the many intricacies of the Fair Labor Standards Act, so that employers can stop problems before they happen.
- Understand how the Family Medical Leave Act and the Americans with Disabilities Act intertwine in issues with employee leave.
- Know what accommodations are considered reasonable when an injured worker returns to the workplace.
- Properly document and manage discrimination complaints to ensure that both employers and employees are properly protected in case of lawsuits.
- Effectively monitor employee communications and internet use in an ethical and legally compliant manner.
To learn more about this seminar and for registration and CLE/professional development certification information please click here.
Angelo Genova, Senior Partner, Co-Founder and Chairman of the firm, will be honored with the “Good Guy” award at this evening’s Women’s Political Caucus of New Jersey’s Passion * Power * Progress Awards Ceremony, where those whose leadership, civic involvement, and professional efforts have helped make New Jersey a better place for women will be recognized. The Annual Good Guy Award is given to recognize men in the state of New Jersey who support, encourage, mentor and assist women in their advancement in professional and political life; previous honorees include U.S. Senators Frank Lautenberg and Bill Bradley, and New Jersey Governors Brendan Byrne and Tom Kean.
The Women’s Political Caucus of New Jersey, founded in 1972, is a chapter of the National Women’s Political Caucus, and is the authoritative voice for women in New Jersey politics, dedicated to increasing the number of women in elected and appointed positions in government, protecting reproductive freedom, and promoting equal rights for women.
By: Joseph M. Hannon, Esq.
A recent decision issued by the Public Employment Relations Commission is likely to impact the “dynamic status quo doctrine” which has historically required payment of increments at the expiration of a collective negotiations agreement.
Municipalities and public employers should be aware of In the Matter of County of Atlantic and PBA Local 243, et. al., PERC No. 2014-40, where the Commission overturned this long-standing policy which previously required public employers to pay employee increments for moving vertically along the salary guide once the collective negotiations agreement expires but an agreement on a successor contract has not been reached.
Historically, the dynamic status quo doctrine meant that a public employer must pay an employee’s increment, i.e. vertical movement on a salary guide, after the expiration of the collective negotiations agreement. This was so even if the parties had not reached an agreement on a successor contract. The rationale behind this doctrine was to encourage the parties to reach an agreement. The thought process was paying increments benefitted neither parties in negotiations.
For full article, please click here.
Partner Laurence Laufer, Director of the firm’s Corporate Political Activity Law Practice Group, attended the inaugural festivities for New York City’s new Mayor Bill de Blasio this week. The firm served as General Counsel for the de Blasio mayoral campaign and as General Counsel for the mayoral transition committee.
Partner John Vreeland’s comments were included in Law 360’s roundup of cases to watch in New Jersey in 2014. The article by Martin Bricketto cites Hargrove v. Sleepy’s LLC as a case being closely watched by New Jersey attorneys this year because it has “the potential to affect employers statewide.” The New Jersey Supreme Court’s decision in this case could clarify the test that courts should use to determine employment status under the state Wage Payment Law and Wage and Hour Law.
Mr. Vreeland, Director of the firm’s Wage & Hour Compliance Practice Group, offered his thoughts on the implications of this impending decision, which stems from a class action suit brought by on-call delivery drivers for Sleepy’s who contend the mattress company wrongfully classified them as independent contractors to avoid paying overtime. He stated: “The fallout from the ruling could be significant since misclassification of employees can leave companies on the hook for significant wage, unemployment insurance and tax obligations, not to mention interest and liquidated damages…These are the kinds of things that can be company killers.”
For the full article, click here.