Business Fortune
Boutique law firms play a vital role by offering focused, specialized legal services that are often not available in larger, more generalized firms. Without them, the clients may get impersonal treatment, high fees, or lawyers who are unfamiliar with some legal areas of expertise. Kleinman Ginzberg LLP, which specializes in employment and workplace law and provides specialized representation in matters of discrimination, harassment, and wrongful termination, is proof of this significance. Their empathetic advocacy and positive settlements ensure that employers hold people accountable. They enhance accountability and raise standards in employment law by fusing knowledge with individualized care, highlighting the crucial role boutique firms play in defending employee rights and influencing court decisions.
About Kleinman Ginzberg LLP
Kleinman Ginzberg LLP is a large law firm that represents individuals and companies that were harmed by their employers. They are noted to be highly dedicated to offering legal help to clients in cases of sexual harassment, wrongful termination, employment discrimination, and retaliation. The dedication to achieve positive outcomes on behalf of the people they represent is evidenced by the desire of the firm to obtain justice on behalf of their clients. You receive a group of people who genuinely care about your cause when you choose KG LLP. Securing justice and favorable results for its clients is the firm's true passion.
Services
Business Law
With a wealth of experience, Kleinman Ginzberg LLP offers businesses and entrepreneur’s guidance on a variety of business-related matters. This agency is to help you in the development of entities, overall corporate approach, and organization, no matter whether you are building a new corporation or refining an existing one. Furthermore, they also assist in non-disclosure and confidentiality agreements, contracts of services and vendors, employment and consulting agreements, employment counseling, severance agreements, and arbitration agreements.
Employment Law
There is federal, state, and local legislations that guard employees against discrimination based on several principles. Any form of discrimination against job applicants or current employees based on color, ethnicity, sex, religion (including gender identity, pregnancy, and sexual orientation), national origin, age (when aged 40 and older), and disability is illegal as set forth by federal law. It is also unlawful to punish any person who has filed a discrimination complaint, who has revealed some illegal discrimination act, or cooperated with an investigation or judicial case regarding employment discrimination. Furthermore, there are state and local governments that provide protection over and above any protections against discrimination based upon arrests or convictions of particular crimes, status as a veteran, interpersonal violence, marriage or household relationships, and age discrimination against workers under 40.
- Sexual Harassment: Title VII of the Civil Rights Act prohibits sexual harassment in a workplace. There are two types of sexual harassment: hostile work environments and quid pro quo. Quid pro quo, also known as “this for that,” is the practice of a boss asking for sexual favors in exchange for a job or other perks. This can be considered a hostile climate in case an employee is frequently exposed to rude remarks, improper solicitations, or any other abuse.
- Pregnancy Discrimination: Pregnancy Discrimination Act (PDA) protects a woman against discrimination in the workplace by treating the issue of pregnancy as discrimination based on sex. This means that pregnant women enjoy similar access and protection at the workplace as any other temporarily incapacitated workers, both in terms of accommodation and in terms of workplace discrimination. Due to their pregnancy, pregnant workers may receive unfavorable remarks, be passed up for incentives or promotions, be demoted, or even lose their jobs. Many state and local laws provide comparable safeguards to smaller enterprises with fewer employees, even though the PDA only applies to corporations with 15 or more employees.
- Age Discrimination: One of the most prevalent grounds for harassment in the workplace is age. Age Discrimination in Employment Act (ADEA) prohibits employers with more than 20 employees from discriminating against individuals over 40 based solely on their age. Moreover, although an employee is less than 40 yet the employee has protection against age discrimination because of some state legislation and local legislation, such as the human rights laws of New York City and State.
Mesothelioma Law
Besides a possible life-changing medical emergency, a diagnosis of mesothelioma or lung cancer subjects you or a relative to the troublesome legal procedure that so often accompanies cases. This rare and extremely lethal cancer is primarily brought on by asbestos exposure. In case you or your family came in contact with asbestos and are now suffering from the disease of mesothelioma or lung cancer, you need to consult a mesothelioma lawyer.
The lawyers of this firm are skilled and know how to taker the cases of mesothelioma and lung cancer. They can develop a solid argument because they can access assets such as well-documented records of exposure to asbestos and credible witnesses. Time is very important in mesothelioma since it is governed by various statutes of limitations. For a free consultation to start building your case, please get in touch with Kleinman Ginzberg.
Randy E. Kleinman | Founding Partner
