Phillips & Associates
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Steven Siegler
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45 Broadway #620
New York, New York 10006

Steven Siegler is an experienced New York City, New Jersey and Pennsylvania employment attorney at Phillips & Associates. Many of the matters that he handles relate to discrimination on the basis of traits such as race, gender, age, and disabilities, while he also handles issues related to severance packages and executive compensation.

Mr. Siegler graduated from Rutgers University, the Mason Gross School of the Arts with a B.F.A. in Theater Arts with Academic Honors. He attended Benjamin N. Cardozo School of Law in New York, where he was Supervising Editor of the Cardozo Law Review and won the Best Civil Advocacy Writing Award for his graduating class. He is licensed to practice in the State of New Jersey, the State of New York, the Commonwealth of Pennsylvania as well as the District of New Jersey, the Southern District of New York, and the Eastern District of New York.

After graduating from law school, Mr. Siegler was associated with several prominent plaintiff's employment law firms in New Jersey. Subsequently, he managed a plaintiff's employment law practice for a decade. He has also worked for a management-side labor and employment firm, which gives him invaluable insight into employer strategies and tactics. Mr. Siegler is a member of the Million Dollar Advocates Forum, an organization whose membership is limited to attorneys who have won million or multi-million dollar verdicts or settlements. Mr. Siegler has earned a peer-reviewed Very High Rating in both Legal Ability and Ethical Standards from Martindale-Hubbell. Mr. Siegler is a member of the New Jersey State Bar Association, Labor and Employment Section, and the National Employment Lawyers Association, NELA-NJ.

Workplace discrimination is prohibited under several federal laws, as well as state law and the New York City Human Rights Law. Protected characteristics under the New York City Human Rights Law include age, race, color, creed, national origin, sex, gender identity, sexual orientation, marital status, partnership status, caregiver status, and citizenship status. The New York City Human Rights Law is considered one of the most expansive laws protecting workers in the country.

While federal laws like Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act apply only to employers that have at least 15 workers, the city law applies to workplaces with at least four employees. If your employer has at least this many employees, it needs to consider you based on merit, instead of on any protected characteristic, with regard to hiring, seve, promotions, bonuses, layoffs, demotions, or any other employment action.

Even though it is clearly prohibited, discrimination continues to occur at all levels of employment. A protected characteristic should not play any role in your employer considering the terms of your compensation. For example, if you are a woman being promoted to an executive position, you should not receive fewer stock options than other male executives in the same position. For another example, being darker-skinned and wearing a hijab to work should not affect whether you receive a bonus.

Another type of employment dispute can arise with regard to executive compensation, which refers to how chief executive officers and upper level managers of big corporations get paid. Executive remuneration usually goes beyond basic salary, also including long-term and short-term incentives like bonuses, benefits, deferred compensation, restricted stocks, and stock options or shares of the company.

Often, executive compensation comes with issues that do not arise in connection with most workers' wages. The board of directors manages all spending for a company, including employee pay and including their own salaries. There may be other, non-monetary compensation like retirement and supplemental retirement plans, health plans, savings plans, a company car, reimbursement for housing, and travel benefits.

When an executive compensation package is put together, it will often include provisions regarding the termination of the employment relationship. Sometimes these provisions include terms under which the relationship must be ended, how much notice must be provided in termination, and any other obligations. Sometimes there is guaranteed severance or continued insurance coverage. It is important to consult an attorney about the provisions of the executive compensation package, particularly its terms. Mr. Siegler can assist with breach of contract issues related to the severance package, wrongful termination claims, whistleblowing claims, and claims of non-compete violations, among other things.

Like his colleagues at Phillips & Associates, Steven Siegler is a dedicated and knowledgeable employment attorney. If you are dealing with concerns related to discrimination or executive compensation, contact Phillips & Associates at (212) 248-7431 or through our online form for a free consultation. We handle employment litigation in the Bronx, Queens, Brooklyn, and Manhattan, as well as in Westchester, Nassau, and Suffolk Counties and in New Jersey.

Client Reviews
Hands down the best law firm for labor disputes in NYC. Being in the restaurant industry for more than 30 years I can say that this law firm is the number one choice for workers in the restaurant business that need to sue their company for wrongful termination. A special compliment to my lawyer Brittany Stevens. An amazing person and well prepared experienced lawyer. She was professional and empathetic to my case and worked in a time appropriate manner. She never miss a phone call at any hour of the day.The other associates that assisted Brittany were Yusha Hiraman, Eugenio Benvenuto, Kevin Guaranda and Katerina Housos. They were all professional and answered any questions or concerns that I had. Brittany and her team helped me with what I needed, when I needed it. I want to thank them all (especially Brittany), for a job well done. Massimo
Jesse Weinstein handled my discrimination case. He was extremely patient and understanding throughout the process and remained professional and consistent even when I could not. I really felt like he had my back and I didn't have to worry. His expertise, combined with the experience of the Firm, resulted in the best possible outcome of my case. Although I wouldn't wish what I went through on anyone, things do and always will happen and I would highly recommend Jesse and this Firm to anyone facing discrimination or other workplace issues. Karen
I was a client with this law firm. I can't stress enough how awesome and professional the people are here. Silvia & Erica made me feel so comfortable and welcome. I never had to guess anything. Anytime I call, emailed, or even texted. They were always there. If not they would get back to me as soon as possible. My case was not an easy situation for me but I tell you these guys made it seem like it was. I'm so glad that I use Phillip & Phillip. I thank you guys from the bottom of my heart. I am so grateful to have met such awesome, honest, and caring people. Thank you again. Djuana
I highly recommend Parisis (Gerry) Fillippatos with Phillips & Associates to represent you for employment related matters. He and his team were professional, attentive to every detail and brilliant at identifying the legal grounds to win the case. Parisis's communication and delivery were highly articulate and precise. He is personable and makes you feel comfortable in the maze of legal jargon. Finally, his confidence, perseverance and masterful negotiation skills deliver the win. Anonymous
I had an excellent experience with this team! Thanks, Marjorie, Brittany, and Candy for your great support and prompt answers to all my questions. I highly recommend this firm. This team works very hard and I am extremely happy with the results. Ana