News & Resources

Announcements

October 2007: Deutsch Atkins is delighted to announce that Andrew Moskowitz, Esq., has become a partner with our firm. Andrew has been associated with Deutsch Atkins since 2006 and has been practicing law since 1997. He is a graduate of Duke University and attended the Fordham University School of Law, where he graduated in the top 25% of his class. He was recently selected as one of New Jersey's Rising Stars in Employment Litigation, a distinction reserved for attorneys aged 40 or younger who have been in practice for 10 years or less. Only 2.5% of New Jersey attorneys are named Rising Stars. He is also a member of the New Jersey State Bar Association, the Association of Trial Lawyers of America-New Jersey, the New York State Trial Lawyers Association, and the National Employment Lawyers Association.

Andrew has litigated at the trial court and appellate court levels and has a number of reported decisions, including USA v. $734, 578.82, 286 F.3d 641 (3d Cir. 2002); Windsor Mt. Joy Mut. Ins. Co. v. Johnson, 264 F. Supp. 2d 158 (D.N.J. 2003); Shmueli v. N.Y. City Police Dept., 295 A.D. 2d 271,743 N.Y.S. 2d 871 (1st Dept. 2002); Dedes v. Cambria, 258 A.D. 2d 495, 684 N.Y.S. 2d 622 (2d Dept. 1999). He is admitted in New Jersey and New York.


October 2007: Deutsch Atkins, P.C. is proud to announce that our senior associate, Lisa Curry, Esq. has been named a member of the Executive Board of NELA-NJ, the New Jersey affiliate of the National Employment Lawyers Association ("NELA").

NELA is perfectly in step with Deutsch Atkins' practice focus on representing individuals in employment-related matters, which is why we are so pleased at Lisa's seat on the Board. NELA is an organization serving attorneys who solely or primarily represent individuals - "plaintiffs" - in employment-related matters. NELA provides unique opportunities such as educational programs, networking, and legislative efforts for plaintiff's lawyers, many of whom work in small firms. It affords them to share resources and join forces to help shape the law in New Jersey and to continue to protect the rights of New Jersey workers.


News

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[11/14] 60 Alitalia flights canceled

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Articles

Legal Actions Against Privacy Violations

There are specific laws that forbid employers from being overly invasive. However, your most powerful weapon may be to file a lawsuit against your employer claiming invasion of privacy. And the most likely way to win such a case is to show that in the process of collecting information on you, the employer was guilty of one or more of the following.

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Understanding Employment Contract Provisions

Employment contracts take many different forms. All employees at a company may be asked to sign the same form contract, or each employee may have a contract with the employer that is applicable just to his or her employment agreement. An employer and an employee may simply have an oral agreement regarding the kind of work the employee will do, for how long, and at what rate of pay. Sometimes there is no written or oral agreement but the behavior of the employer and the employee can be viewed as an implied employment contract.

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Case Summaries

[11/19] Poche v. Texas Air Corps, Inc.
In a Fair Labor Standards Act claim alleging that plaintiff was entitled to overtime wages, and also alleging numerous state-law claims, remand of case to state court is reversed where 28 U.S.C. section 1441(c) does not permit a district court to remand federal claims conferring removal jurisdiction, even where those claims are part of a case predominated by state law.

[11/19] Bregin v. Liquidebt Sys., Inc
In a suit alleging retaliatory discharge and tortious interference with employment, summary judgment for defendants is affirmed where: 1) plaintiff did not identify any illegal acts which he was asked to commit, for which a retaliation claim could be brought; 2) state law did not provide a whistleblower exception to the employment-at-will doctrine; and 3) plaintiff did not make out a claim for tortious interference.

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Frequently Asked Questions

How may an employer monitor employees in the workplace?

When is harassment illegal?

May an employer or supervisor play favorites among employees?

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