Devora Lindeman

Devora L. Lindeman is a Partner with Greenwald Doherty LLP, a labor and employment law firm exclusively representing management in relationships with employees and unions, with offices in New York, New Jersey, and Connecticut. She provides management training to employers and employer associations on these and other topics. Lindeman joined Greenwald Doherty in 2007 with many years experience in management-side labor and employment law. Previously an attorney at Proskauer Rose, LLP, she divided her practice between human resources consultation and court and agency litigation. Lindeman spent a number of years at a labor and employment boutique firm prior to that. Since she has a business background, she understands employers’ needs and works with them to creatively solve employee issues. Much of her practice involves counseling clients on issues that arise daily, such as responding to workplace discrimination or harassment complaints, dealing with wage and hour compliance issues, accommodating individuals with disabilities, dealing with leave laws such as the Family and Medical Leave Act and routinely addressing the other myriad of situations that arise on a daily basis when one has employees. She also reviews and drafts employee policies and handbooks and assists employers with employee agreements, such as non-compete and confidentiality agreements, as well as those involved with reductions in force. Lindeman lectures to trade and business associations on various employment law topics.

Lindeman received her undergraduate degree from Sarah Lawrence College and graduated from Rutgers School of Law—Newark with Highest Honors. During law school, she served as the Notes & Comments Editor for the Rutgers Law Review. On graduation, she was inducted into both the Order of the Coif and the Order of the Barrister. She then clerked for the Honorable Stanley R. Chesler, U.S.M.J., in the District of New Jersey. Lindeman has practiced management-side labor and employment law ever since. She is admitted to practice in New York and New Jersey.

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What are the legal concerns that should be kept in mind when addressing workplace relationships?...Full Article »
Knowledge and information is HR’s commodity. With one of HR’s responsibilities being compliance with the myriad U.S. employment laws that apply to your company, knowledge of those laws, and the actions your company needs to take to be in compliance and avoid law suites, is HR’s stock in trade....Full Article »
I know we’re all busy, but HR managers really need to train their managers on human resources basics. Take this sick-leave situation which demonstrates the type of scenarios I’ve had to deal with regularly—a real comedy of errors when they are all strung together....Full Article »
Many companies unnecessarily use employment contracts with all their employees. Instead of these documents providing specific legal protections for the company, many documents are often trying to be something they are not and are more of a hassle for the employer in the long run....Full Article »
Most HR Managers know that employers are obligated to provide reasonable accommodations for an employee’s religious practices—but do your managers actually go through the necessary conversations the law obligates you to have? Let’s walk through a potential situation and see how it might go......Full Article »
If your U.S. company does not have a unionized workforce, you may think that Section 7 of the National Labor Relations Act ("NLRA") has nothing to do with you. Guess again. Section 7 protects the rights of all employees (unionized or not) to engage in what is called "concerted protected activity." And that probably means a lot more than you...Full Article »
In an unprecedented move, the Securities and Exchange Commission has shown interest in investigating the hiring practices of a U.S. food chain—the Chipotle Mexican Grill restaurant chain. Although we’ve seen agreements recently between the Department of Labor and the Internal Revenue Service where they are working together to combat...Full Article »
Thus, the EEOC recently issued guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII, to advise employers on how to utilize these factors when considering applicants. Here are some pointers to help employers hire within the guidelines......Full Article »
Telecommuting could seem like a win-win situation for employers and employees, especially with the price of gasoline. However, there are a few pitfalls HR managers should watch out for when company managers suggest (or employees request) telecommuting......Full Article »
Apparently, in response to the legal cases reprimanding employers for improperly obtaining access to their employees’ and applicants’ personal social media sites, employers came up with what would seem to be a very effective work-around—demanding the passwords or threatening termination or cessation of the application process....Full Article »
52 results
of 6