Employment Law Practice in New York and Long Island

Lipman & Plesur, LLP has handled some of the largest and most important cutting-edge employment and overtime pay cases in New York for both employees and employers. Our employment lawyers will work with you to customize a strategy that meets your objectives. There is no mass volume or cookie-cutter approach at Lipman & Plesur. We are very selective in the cases we take and tailor our strategy to meet your goals.

Our firm was founded in 1990 as a boutique law firm practicing exclusively in the area of employment and labor law. We have handled thousands of employment-related disputes including matters involving wage and hour claims, sexual harassment, discrimination, employment contracts, non-compete agreements and other restrictive covenants, exit packages and whistleblower claims.

Our NY-based employment lawyers have extensive experience managing unpaid overtime wage claims on a class wide basis, resulting in millions of dollars being paid to class members.

Lipman & Plesur also defends employers in wage-hour and employment disputes. In addition to assisting employers with existing claims, our lawyers can also help identify steps that you can take before a lawsuit or administrative audit to reduce exposure to lawsuits. The lawyers of Lipman & Plesur understand the strongest defense is unambiguous evidence of compliance with all applicable record keeping, notice and pay requirements of law. By reviewing time keeping systems, payroll records, job descriptions and handbooks we can help you keep and maintain the written evidence of compliance you need to help you achieve favorable results. To provide you with the strongest representation, we therefore offer compliance training, consultation and advice in addition to legal defense.

Over the years our experience in representing both plaintiffs and employers in such actions has given us a unique perspective, and enabled our firm to create solutions that will help you successfully achieve your objectives.


The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult with an employment lawyer for individual advice regarding your specific situation.

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