Employment Law Firm serving NJ & NY

Advocating for hard working professionals and employees.

Meyers Employment Law handles labor & employment based disputes ranging from general employment advice, to severance and employment agreement negotiations, to full-blown litigations.

The firm represents people in a full range of professions including financial professionals, tech and IT workers, salespeople, physicians and heath care providers, attorneys, educators, law enforcement, transportation workers, retail, gig workers, creative professionals, etc.

With years of experience in employment-based matters to draw upon, the firm aims to provide the best possible guidance based on the legal and factual merits of your situation, your goals, and the practical realities that you face.

Learn More

Contact:

Jonathan Meyers, Esq.

EmploymentLawyer@Lawyer.com

NJ: (973) 453-4847

13 1/2 James Street Morristown, NJ 07960

NY: (646) 596-1292

347 Fifth Avenue, Suite 1402-192

New York, NY 10016

Results.

Jonathan Meyers has secured innumerable positive outcomes for his clients and prioritizes: (i) identifying a client’s goals; (ii) working towards the best possible outcome; and (iii) keeping an eye on efficiencies of time and costs.

You will not see boasts of million dollar outcomes on this website. While Mr. Meyers has obtained numerous seven and six figure resolutions, it is not appropriate to hold those outcomes out as representative of what you may obtain. Every case and matter are different and the outcome depends on numerous factors, including: (i) the merits of the case; (ii) the damages sustained; (iii) the performance of witnesses giving testimony; (iv) the ability of a defendant to pay; and (v) the willingness of a client to spend the time (often years), effort, and money necessary to see a litigation to its conclusion.

Our goal is to provide realistic and reasoned advice to all clients and guide them towards a resolution that is appropriate to them and their life circumstances.

An eye towards your goals.

Our firm will focus on your end goals. In order to be efficient with your valuable time, money, effort and emotional investment, we will — from the outset — identify what you outcome your really seek (and explore the realistic range of potential outcomes). That way, we can offer guidance on what may be in store for you depending upon what course of action we chose (e.g., negotiate, litigate, etc.), set appropriate expectations, and chart the best course.

Areas of Practice

Discrimination, Harassment / Hostile Work Environment

Federal, State, and other laws prohibit terminations (and other adverse actions, e.g., cutting hours, failing to hire or promote, etc.) based upon age, race, gender, religion, disability status, sexual orientation and other legally protected characteristics.

Sexual harassment (and harassment based on other legally protected characteristics) is unlawful.

We regularly handle this type of litigation. Or, in lieu of filing legal actions, we can also work towards negotiate private severance agreements / settlements. It can be quite worthwhile to get legal representation before a termination to be able to steer events to your advantage.

Wage & Hour, Contracts & Non-Competes

Legal remedies are available to employees who have not been properly paid. Failures to pay overtime, minimum wage, commissions, bonuses, or to pay what is promised by a contact, are actionable. In addition to asserting claims for these violations, we can also help you negotiate employment agreements before you start working.

Additionally, we can help advise you on the extend to which a non-compete obligation is binding and litigate the matter if necessary.

Whistleblowers & Retaliation

Various statutes provide protections and remedies for individuals who are fired (or otherwise harmed) for having disclosed, reported, or objected to an employer’s wrongful activity. It can be difficult to navigate through the law to determine what is legally “protected activity.” We can help you make that determination and provide guidance on how to best deal with the making of these kinds of disclosures. We can also litigate matters when someone has been fired or mistreated for having engaged in whistleblowing.

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