About Us

Bantle & Levy LLP: Employment Law Attorneys

Any law firm can tell you about its accolades and courtroom successes. But how many law firms in the hustle and bustle of New York City will be there for you every step of the way, taking you not only through the legal process but the emotional one, too?

When you are involved in employment litigation, discrimination, or have experienced an obstruction to your civil liberties, you need a lawyer who isn’t just there to help you in the courtroom but to be there when you need it most.

That’s why when Bantle & Levy LLP took form in 2000, we knew our team needed to be more than legal experts — we needed to be compassionate people. When you become involved in any type of litigation, it’s not just about what the end result of the case is. We take a holistic approach to our legal practice, helping you determine not only your goals for the now, but for the future.

This is why we’re proud of our firm, and we would be honored to represent you.

Judicial Workshops

In order to make wise decisions, judges need to be well versed in all aspects of the law. New York firm Bantle & Levy LLP plays an important role in educating the federal judiciary on issues involving employment law.

Lee Bantle serves as a member of the faculty for NYU’s Annual Workshop on Employment Law for Federal Judges. Among the topics on which Mr. Bantle has instructed federal judges are the following:

Non-Compete Agreements

In New York, a non-compete is only allowed and enforceable to the extent it is necessary to protect the employer’s legitimate interests, does not impose an undue hardship on the employee, does not harm the public, and is reasonable in time period and geographic scope.

However, these cases are often much more complex than if the company was in their right. In fact, the courts must also consider the sale of the business and employment termination without cause.

Duty of Loyalty and Trade Secrets

An employee who discloses or uses a trade secret, who knowingly obtained it under circumstances that gives rise to a duty to maintain secrecy or limit the use of the information. This may be an employee who moves from one company to the next and uses that information from the former employer to aid in the new company. The employee may be held liable for misappropriation.

Damage Awards in Employment Cases

Damages someone may be awarded in a successful employment case include all of the financial and emotional losses suffered as the result of an employment dispute and in some cases, punitive damages.

Recent Amendments to the Americans with Disabilities Act

The ADA Amendments Act of 2008 (ADAAA) amended the Americans with Disabilities Act of 1990 (ADA) and other disability discrimination laws at the federal level as a response to a number of decisions by the Supreme Court that had interpreted the original text of the ADA.

How Jurors’ Use of Social Media Can Compromise Verdicts

The jurors’ social media use has the potential to affect trial outcomes and lead to mistrials. In the past, jurors have been being charged with contempt for inappropriate social media use. 

Mixed Motive Jury Instructions

When an employer has one factly based reason to terminate an employee and another which has played a role in their decision, the courts often have to look at the mixed-motive. For example, an employer may fire a nonwhite employee for wrongly stating their job qualifications. It is unlikely that the former employee could sue for racial discrimination because they had, in fact, done something wrong. But, if the employer fires that same employee because they do not like the same movies, the employee can likely sue for wrongful dismissal since personal preference has nothing to do with employment ability. 

The Cat’s Paw Theory of Establishing Liability

On March 1, 2011, the United States Supreme Court issued a decision on the “cat’s paw” theory of liability as a result of the case, Staub v. Proctor Hospital. The “cat’s paw” theory holds employers liable for discrimination by employees who influence the employer’s decision to take adverse employment action against another employee.

discrimination

How Not to Settle Employment Discrimination Suits

Some attorneys dream about taking their employment discrimination cases all the way to the Supreme Court and winning, trouncing their adversaries and deflating their self-righteous hubris at every step of...

Bantle & Levy February 2016

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Contact Information

99 Park Avenue, Suite 1510
New York, 10016
(On Park Avenue between 39th Street and 40th Street)