Brian recently represented a minority owned transportation company against charges that the company had discharged a white employee based on his race.  The employee demanded reinstatement, back wages and damages.  Brian successfully negotiated a dismissal of all charges for the nominal payment of $1,500.00.

In two separate, but factually similar cases, Brian recently represented employees over the age of 60 who were dismissed from their respective jobs at unrelated large Companies due to alleged corporate reorganizations.  Information obtained by the employee in each case appeared to show that a disproprtionate number of employees over the age of 55 lost their jobs.  In both cases, a lawsuit was filed in the Superior Court of New Jersey and an amicable confidential settlement was reached.

Brian recently represented the owner of multiple fast food franchises which had failed to meet statutory overtime pay obligations.  The employer was unaware of the applicability of the regulations to his employees and admitted the violations.  Brian successfully negotiated reductions in the penalties imposed by the State of New Jersey.

 Brian represented a Company which provided cleaning and maintenance services to commercial and retail buildings in an investigation by the Department of Labor alleging to meet statutory overtime pay obligations.  Brian successfully negotiated both a reduction in penalties imposed and the amounts allegedly owed to employees.

Brian represented in a Superior Court lawsuit an employer accused of gender discrimination by a former employee who claimed she was fired from her sales position due solely to her gender.  The employer claimed the termination was strictly performance related.  The case was dismissed by the Court on summary judgment. 

Brian represented the owner of gasoline station accused of alleged handicap discrimination.  The employer had terminated the employee for poor attendance.  The employee apparently had a medical conditions recognized by the State of New Jersey as a handicap, but the employer was unaware of the condition.  The matter was settled after the payment of a nominal amount by the employer.

Brian represented an employee of a State University who was discharged for allegedly failing to satisfactorily complete a test period after he was hired.  Following a four day trial before an Administrative Law Judge, the Judge concluded that the termination was in bad faith, and ordered that the employee be permitted another test period.  The University challenged this ruling by filing exceptions with the Civil Service Commission, but that Department accepted the Judge's decision and ordered the new test period.