Employment discrimination
Claims involving alleged age, religious, or sex discrimination. We examine the decisions at issue, the surrounding communications, the explanations given, and the evidence that may support or challenge the client's account.
Discrimination. Executive disputes. Restrictive covenants.
New York Employment Litigation
An employment dispute can threaten a person's income, reputation, and next opportunity at the same time. Decisions about a discrimination claim, a departure, or a restrictive covenant deserve a careful understanding of the facts and the consequences. Lindenfeld Law handles employment litigation and related negotiations with direct senior lawyer attention and a strategy grounded in the client's priorities.
Our experience includes age, religious, and sex discrimination; executive trade-secret litigation; non-compete disputes; and negotiations over severance and restrictive covenants. These matters often combine a detailed factual history with documents that shape the parties' rights and expectations. We identify the important events, examine the agreements and communications, and develop a clear account of the dispute.
The work
The matters we handle.
Executive and trade-secret disputes
Litigation involving executives, confidential information, and allegations concerning trade secrets. A precise understanding of the information, the parties' responsibilities, and the relevant conduct helps define the dispute and guide the response.
Non-competes and restrictive covenants
Disputes over contractual restrictions that may affect work, investment, or business activity. We review the actual language and relevant circumstances, then assess the client's objectives and the practical consequences of negotiation or litigation.
Severance and departure negotiations
Negotiations over severance agreements and restrictive provisions accompanying a departure. We consider the proposed terms together, including compensation, ongoing obligations, and the client's plans, so the negotiation addresses the issues that carry lasting weight.
Our approach
Understand the history. Protect the next step.
Eric Lindenfeld personally directs the matter, beginning with the client's account and the documents that can test it. We build a chronology, examine the agreements, and identify the evidence that bears on the disputed decisions. This early assessment helps clarify the strengths, uncertainties, and choices before positions become entrenched.
The strategy should account for the client's life as well as the litigation. A person seeking a negotiated departure may have different priorities from someone confronting a claim over a new role. We discuss those objectives directly and shape the work accordingly, using focused preparation, proportionate staffing, and a fee arrangement suited to the engagement.
Our approach to advocacy and feesExperience
Experience brought to your case.
Selected experience of Eric Lindenfeld at prior firms, with other counsel.
View Eric’s experienceExecutive trade secrets
Represented a C-suite private equity executive in trade-secret litigation.
Non-compete disputes
Represented an investor in litigation over a non-compete covenant.
Age discrimination
Represented a client in age-discrimination litigation.
Religious and sex discrimination
Represented clients in federal and state litigation involving religious and sex discrimination.
Severance and restrictive covenants
Negotiated severance agreements and non-compete provisions.
Prior results do not guarantee a similar outcome.
Questions
Before the
first conversation.
What should I bring to an initial employment case review?
A short chronology, employment and compensation agreements, relevant policies, key correspondence, and any proposed severance or restrictive-covenant documents are useful starting points. Identify the people involved and the decisions you want to discuss. Provide records you already lawfully possess; questions about obtaining other materials can be addressed with counsel.
What should I consider before signing a severance agreement?
The payment is one part of the agreement. Review the release, any continuing restrictions or obligations, and provisions that may affect future work. We assess the document as a whole alongside the circumstances of the departure and the client's priorities, then discuss whether and how to negotiate.
How are fees handled in employment matters?
Fees depend on the scope and posture of the matter. An agreement review, a negotiation, and contested litigation can call for different arrangements. We offer contingency, hybrid, fixed, capped, and hourly structures suited to the case, and discuss the proposed terms before undertaking the engagement.
Your lawyer
Eric Lindenfeld.
A senior trial lawyer stays close to the facts and takes direct responsibility for the work. Discuss your dispute, your priorities, and the practical path forward with Eric.