New York Employment Law Practice

Fitapelli & Schaffer, LLP is a boutique Employment Law Firm based in New York City and dedicated to combating illegal workplace practices. Founded in 2008 by former defense attorneys Joseph A. Fitapelli and Brian S. Schaffer, F&S handles large-scale class and collective wage-and-hour claims for unpaid minimum wages, overtime, tips and commissions. F&S also handles individual worker’s rights, including unpaid wages, wrongful termination, retaliation, sexual harassment and discrimination claims on behalf of employees.

Our firm has taken on some of the largest corporations in the country, including but not limited to: Bank of America, HSBC, KPMG, Target and many others. F&S has been recognized for its work by courts and by Super Lawyers. If you think you have a case, an employment attorney at the firm can review the available facts and discuss whether our team can assist you.

Keep in mind, every employment situation is different. This page describes the firm’s practice generally and doesn’t predict whether a particular matter will result in a claim or a specific outcome.

Wage and hour matters

The firm handles wage-and-hour matters involving issues such as unpaid minimum wages or overtime, off-the-clock work, tips, deductions, classification, and commissions. Some concerns affect one worker, while others may involve a workplace policy or practice affecting multiple people. The records, job duties, pay method, and time period involved may all be relevant.

Individual workplace concerns

The practice also handles individual matters involving discrimination, harassment, retaliation, wrongful termination, disability- or pregnancy-related concerns, whistleblowing, severance, and employment agreements. Workplace lawyers reviewing these matters generally need the sequence of events, the employer’s explanation, and the available documents, not just a description of the final decision.

Employment agreements and compensation

Written agreements can affect compensation, commissions, bonuses, job duties, termination, severance, dispute procedures, and post-employment obligations. A review should begin with the complete agreement, amendments, compensation plans, and relevant communications. The wording and circumstances matter, so general information can’t substitute for an individual analysis.

What to expect from an initial review

A useful initial review starts with a concise timeline and the most relevant records. Be prepared to explain what happened, when it happened, who was involved, what reason was given, and what outcome you’re seeking. Keep communications factual, and preserve original documents without adding notes.

How Fitapelli & Schaffer LLP can help

Fitapelli & Schaffer LLP can listen to your concerns, review available information, and discuss possible next steps. People looking for an employment lawyer can contact the firm to request a free, confidential consultation. An inquiry doesn’t create an attorney-client relationship, and the firm must review the circumstances before agreeing to representation.

This page provides general information, not legal advice. Reading it or contacting the firm doesn’t create an attorney-client relationship. Prior results don’t guarantee a similar outcome.