Steven Siegler is an experienced New York City and New Jersey 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 disputes related to 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 in 1990. 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 the Class of 1997. He is licensed to practice in the State of New Jersey and State of New York, 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. He has represented hundreds of clients over the last 20 years and obtained settlements, judgments and verdicts totaling well over $15,000,000. Mr. Siegler has earned a peer-reviewed Very High Rating in both Legal Ability and Ethical Standards from Martindale-Hubbell.
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, firing, 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 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.