We have successfully represented numerous survivors of unlawful harassment and sexual assault, including prominent #MeToo cases for victims of Harvey Weinstein and Jeffrey Epstein. Earlier in his career, before starting his own firm, Kevin Mintzer served as co-lead counsel for the plaintiff in Anucha Browne Sanders v. Madison Square Garden, Isiah Thomas and James Dolan, which resulted in the largest jury verdict ever reported in a single-plaintiff sexual harassment case in New York.
Kevin Mintzer and Laura Koistinen have successfully represented clients against many of the largest and most powerful corporations in the world, including media conglomerates, financial services firms, accounting/consulting firms, and pharmaceutical giants. We have succeeded on behalf of discrimination plaintiffs at all levels of the corporate ladder, including senior executives, mid-level managers, professionals, as well as administrative assistants and support staff.
Retaliation and whistleblower protections are critical protections for employees opposing discrimination, harassment or other unlawful conduct in the workplace. Kevin Mintzer and Laura Koistinen have successfully pursued such claims on behalf of many workers and executives who have been punished for opposing unlawful discrimination, sexual harassment, or fraudulent conduct.
Studies show that women, especially women of color, are consistently paid less than men for performing substantially equal work. Proving such claims in court, however, requires a knowledge of the statutes, regulations and case law in this rapidly changing area of law. We have substantial experience in representing women who are paid less than they should be paid because of their gender.
Receiving proper payment for services rendered should be a straightforward proposition. However, the laws governing the payment of wages are quite complex and difficult to navigate. We have counseled and litigated on behalf of many clients who have been denied wages, bonus compensation and commissions, including employees in the financial services industry.
One of the most important employment-related laws passed in the last 20 years, the FMLA provides crucial protections for employees who need time off to recover from a serious health condition, to care for a close relative who is ill, or to care for a new baby. We have successfully represented employees who have been denied their rights under the FMLA or who have been punished for exercising those rights.
Employees and executives are with increasing frequency required to sign post-employment restrictions, including covenants-not-to-compete and covenants-not-to-solicit former colleagues or clients. It is a mistake to assume, as many do, that these restrictions are not enforceable or should not be taken seriously. Mr. Mintzer has successfully counseled and defended numerous clients who have been sued or threatened with suit on the basis of a post-employment covenant.
The key to achieving a successful economic result in the negotiation of a severance or employment agreement is having adequate legal or business leverage. Moreover, these agreements often contain legal jargon that makes it difficult for a layperson to know what he or she is being asked to sign. We advise clients how to maximize leverage in the negotiation of an employment or severance agreement while avoiding mistakes in the drafting of an agreement that could come back to harm them.