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Deutsch Atkins & Kleinfeldt P.C.

Deutsch Atkins & Kleinfeldt P.C.

法律服务

Hackensack，NJ 139 位关注者

Employment Attorneys protecting your rights in the workplace

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关于我们

Deutsch Atkins & Kleinfeldt, P.C. is one of the largest and most highly regarded New York and New Jersey employee rights law firms with over fifty years of experience in employment matters. Our size enables us to successfully bring claims against well-financed employers and the mega-firms they select for defense representation while providing highly personal service to our clients. Our law firm has developed an excellent reputation for obtaining solutions to New Jersey employment law problems such as discrimination and harassment, particularly those of senior managers and corporate officers. We are respected by the members of the bar and the judiciary for our knowledge, expertise, and commitment to our clients.

网站
https://www.njemployeerights.com/
所属行业
法律服务
规模
11-50 人
总部
Hackensack，NJ
类型
私人持股
创立
2006
领域
Age Discrimination、Shareholder & Partnership Disputes、Racial Discrimination、Sexual Orientation Discrimination、Harassment、Family and Medical Leave Act、Disability Discrimination、Pregnancy Discrimination、Sex and Gender Discrimination和Non-competes

地点

  • 主要

    25 Main Street, Court Plaza North, Suite 104

    US，NJ，Hackensack，07601

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  • 260 Madison Avenue - 17th Floor

    US，NY，New York，10016

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  • Blue Hill Plaza

    US，NY，Pearl River，10965

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Deutsch Atkins & Kleinfeldt P.C.员工

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动态

  • Deutsch Atkins & Kleinfeldt, P.C. is currently seeking a Litigation Paralegal with a BA and/or a Paralegal certificate with a minimum of two- three years of experience.?Candidates should be knowledgeable with all phases of litigation including the preparation of pleadings,?discovery requests and responses, reviewing document productions, and managing ESI.?This position will also involve client contact.?Knowledge of the NJ State and Federal court e-filing systems is preferred.?Our firm is located in Hackensack, New Jersey.?Salary commensurate with experience. Benefits provided include health insurance and 401(k) with employer contribution.?

  • Deutsch Atkins and Kleinfeldt PC were proud sponsors of a charity golf outing for kids with rare or chronic diseases!

  • New Noncompete rules from the FTC

    查看Bruce Atkins的档案
    Bruce Atkins

    Principal at Deutsch Atkins & Kleinfeldt

    The Federal Trade Commission issued a rule on April 23, 2024, that bans noncompete agreements for the vast majority of American workers. Pursuant to the rule, it will be unfair competition for businesses to enter into noncompete agreements after the rule takes effect. The rule is set to become effective in 120 days after issuance. As it relates to noncompete agreements currently in effect (prior to the effective date of the rule), the FTC will apply its rule retroactively to all non-competes except those with senior executives. Non-competes for other non-senior executive individuals (the vast majority of workers) are covered by the rule. Thus, the FTC rule would apply to all workers, defined as employees, independent contractors, externs, interns, volunteers, apprentices, or sole proprietors who provides services to a person or business. Senior executives are defined in the rule to include individuals earning at least $154,164 in annual compensation and who are employed in a policy making position for an employer, for example, a company president or chief executive meeting the salary threshold. The FTC rule will also require businesses with noncompete agreements to notify impacted workers that the non-competes are no longer enforceable. The new rule will not affect existing noncompete claims or litigations between employers and employees. There is also carve-out in the rule that would permit non-competes in connection with the sale of a business or a sale of substantially all of the assets of a business. The rule also notes that whether a contractual provision is in fact a covered noncompete is subject to a “fact-specific inquiry.” The FTC did note that agreements such as non-disclosure agreements are enforceable to protect an employer’s legitimate business interests. We fully expect litigation over the constitutional validity of the FTC rule and as to what type of post-employment restrictive covenants (other than non-competes) are covered by the rule (such as non-solicitation agreements that prohibit post-employment solicitation of customers or employees of a business). Should you have questions pertaining to the rule’s application to specific contractual clauses, we encourage you to contact Deutsch Atkins & Kleinfeldt at (201) 498-0900.

  • The Federal Trade Commission issued a rule on April 23, 2024, that bans noncompete agreements for the vast majority of American workers. Pursuant to the rule, it will be unfair competition for businesses to enter into noncompete agreements after the rule takes effect. The rule is set to become effective in 120 days after issuance. As it relates to noncompete agreements currently in effect (prior to the effective date of the rule), the FTC will apply its rule retroactively to all non-competes except those with senior executives. Non-competes for other non-senior executive individuals (the vast majority of workers) are covered by the rule. Thus, the FTC rule would apply to all workers, defined as employees, independent contractors, externs, interns, volunteers, apprentices, or sole proprietors who provides services to a person or business. Senior executives are defined in the rule to include individuals earning at least $154,164 in annual compensation and who are employed in a policy making position for an employer, for example, a company president or chief executive meeting the salary threshold. The FTC rule will also require businesses with noncompete agreements to notify impacted workers that the non-competes are no longer enforceable. The new rule will not affect existing noncompete claims or litigations between employers and employees. There is also carve-out in the rule that would permit non-competes in connection with the sale of a business or a sale of substantially all of the assets of a business. The rule also notes that whether a contractual provision is in fact a covered noncompete is subject to a “fact-specific inquiry.” The FTC did note that agreements such as non-disclosure agreements are enforceable to protect an employer’s legitimate business interests. We fully expect litigation over the constitutional validity of the FTC rule and as to what type of post-employment restrictive covenants (other than non-competes) are covered by the rule (such as non-solicitation agreements that prohibit post-employment solicitation of customers or employees of a business). Should you have questions pertaining to the rule’s application to specific contractual clauses, we encourage you to contact Deutsch Atkins & Kleinfeldt at (201) 498-0900.

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