What We Do
Education Law
We encourage a proactive and preventative approach to promoting and maintaining a safe, productive and efficient environment for educating students and serving the school community. We offer a blend of expertise and practical advice resulting from years of hands-on business and operational management experience. We analyze and work to resolve both unique and routine challenges confronted by Boards of Education and administrators.
Employment Law
Our practice is dedicated exclusively to the representation of employers in all aspects of employment and labor relations law. This highly regulated environment demands representation based on strategic solutions tailored to the needs and objectives of each employer. We recognize the importance of both leadership and compliance in organizational success.
Latest Posts
Jan 23rd, 2025An Inadequate Response to An Accused May Give Rise To Title IX Liability
A recent Court decision reminds school districts that the rights of the accused must also be protected during any Title IX investigation. In the case of Schiebel v. Schoharie Central School District, 120 F. 4th 1082 (2d. Cir. 2024), an agricultural educator brought a Title IX claim against the school district, alleging that the school district discriminated against him on the basis of sex in the manner that it conducted a Title IX investigation. The Court found the educator set forth a viable claim exposing the school district to liability.
Jan 23rd, 2025Heat-Related Closures on the Horizon Beginning Next School Year; New Policy Requirement
On December 13, 2024, Governor Kathy Hochul signed Chapter 596 into law. Chapter 596 adds a new section of the Education Law, Section 409-n, which establishes a maximum temperature in school buildings and school facilities. The law goes into effect on September 1, 2025.
Dec 18th, 2024Terminated for Misconduct: Does COBRA apply?
When an individual’s employment is terminated due to misconduct, questions often arise about whether the employee (and their spouse and dependents) can be denied COBRA continuation coverage due to “gross misconduct”. While the law disqualifies an employee from COBRA continuation coverage when the employee engaged in “gross misconduct”, the phrase is not defined in the law. Moreover, courts have not agreed on when it is proper to apply this exception to the COBRA rules.
