Michael Katzen, a certified Senior Professional in Human Resources (SPHR), SHRM Senior Certified Professional (SHRM-SCP), and
Mike routinely defends employers, both directly and as Employment Practices Liability (EPL) panel counsel, in employment litigation matters brought in the state and federal courts of New Jersey and New York, as well as in alternative dispute resolution forums like the American Arbitration Association. Mike also represents employers before a wide variety of administrative agencies, including the U.S., New Jersey, and New York State departments of labor; the U.S. Equal Employment Opportunity Commission; the New Jersey Division of Civil Rights; the New York State Division of Human Rights; and the New York City Commission on Human Rights.
While much of his practice involves defending employers once a dispute has arisen, Mike also focuses a great deal of his practice on providing employers with practical advice to avoid lawsuits. Mike routinely counsels employers on day-to-day human resources (HR) and employment law issues, including employee discipline, terminations, discrimination/harassment, leaves of absence, overtime, independent contractor and unpaid intern/volunteer classifications, workplace accommodations, trade secrets, social media, and protected union-related activity. He audits employment practices, delivers management training, and assists employers in investigating allegations of employee misconduct such as theft and discrimination/harassment. Mike also prepares HR policies, employee handbooks, and employment contracts, as well as confidentiality, non-solicitation, and non-compete agreements.
While Mike represents employers from a wide variety of industries, he focuses particular attention on businesses in the
Mike frequently trains and presents to attorneys, business groups, and clients on a variety of topics, including accommodating employees with disabilities under the ADA; the interaction of the Family Medical Leave Act (FMLA), ADA, and workers’ compensation; the Affordable Care Act’s “employer mandate”; conducting effective workplace investigations; and avoiding wage/hour pitfalls.