Glenn S Grindlinger

February 19, 2021 | New York Law Journal

New York's draconian wage and hour laws limiting tip pooling and sharing to only "food service workers" creates pay disparity and erects barriers between back-of-house, kitchen workers and front-of-house, service employees.

By Glenn S. Grindlinger and Bryn Goodman

8 minute read

February 23, 2018 | New York Law Journal

It might be years before attorneys are fully aware of all of the ramifications of 'Desrosiers' and its requirement that parties send notice to putative class members whenever a putative class action is dismissed, discontinued or compromised.

By Glenn S. Grindlinger

9 minute read

March 22, 2017 | New York Law Journal

Glenn S. Grindlinger and Alexander W. Leonard discuss wage and hour settlement terms that generally will and will not be approved by courts in the Second Circuit.

By Glenn S. Grindlinger and Alexander W. Leonard

21 minute read

February 29, 2016 | New York Law Journal

Glenn S. Grindlinger and Alexander W. Leonard of Fox Rothschild write: While much remains to be seen as to how a split among the lower court judges will be resolved over the next few years, and/or if an appellate court will weigh in on the subject, as of now it is clear that a multitude of judges reject treble damages for wage and hour violations in New York.

By Glenn S. Grindlinger and Alexander W. Leonard

13 minute read

August 19, 2015 | New York Law Journal

Glenn S. Grindlinger writes that generally, when parties settle a federal court action, they simply file a stipulation that dismisses the case with prejudice, ensuring they do not have to provide the court with a copy of their settlement agreement and its terms can remain private and confidential. A recent decision has removed that option when a case includes claims alleging violations of the Fair Labor Standards Act.

By Glenn S. Grindlinger

10 minute read

August 18, 2015 | New York Law Journal

Glenn S. Grindlinger writes that generally, when parties settle a federal court action, they simply file a stipulation that dismisses the case with prejudice, ensuring they do not have to provide the court with a copy of their settlement agreement and its terms can remain private and confidential. A recent decision has removed that option when a case includes claims alleging violations of the Fair Labor Standards Act.

By Glenn S. Grindlinger

10 minute read

April 18, 2007 | Law.com

Recently, almost every major Wall Street firm has defended one or more stockbroker class and collective actions seeking overtime under the federal Fair Labor Standards Act and analogous state laws. Attorneys Stephen P. Sonnenberg and Glenn S. Grindlinger describe how the opt-in and opt-out nature of such claims can complicate settlements. The authors suggest that invoking the Class Action Fairness Act in complex wage and hour class and collective actions may be worthwhile, despite the procedural hurdles.

By Stephen P. Sonnenberg and Glenn S. Grindlinger

13 minute read

April 18, 2007 | Corporate Counsel

Recently, almost every major Wall Street firm has defended one or more stockbroker class and collective actions seeking overtime under the federal Fair Labor Standards Act and analogous state laws. Attorneys Stephen P. Sonnenberg and Glenn S. Grindlinger describe how the opt-in and opt-out nature of such claims can complicate settlements. The authors suggest that invoking the Class Action Fairness Act in complex wage and hour class and collective actions may be worthwhile, despite the procedural hurdles.

By Stephen P. Sonnenberg and Glenn S. Grindlinger

13 minute read

May 26, 2009 | New York Law Journal

Stephen P. Sonnenberg, a partner at Paul, Hastings, Janofsky & Walker, and Glenn S. Grindlinger, a senior associate at the firm write: "In the planning of a layoff, there are at least three important threshold issues for employers to consider. First, there may be contractual provisions that limit the employer's flexibility to lay off part of its work force. Second, employers engaging in layoffs must ensure that they comply with the WARN Act and the New York State Worker Adjustment and Retraining Notification Act. Third, employers should review their layoff selection criteria as well as the demographics of those employees selected for layoff to determine whether there is any statistically significant adverse impact with respect to race, gender, age, or some other protected characteristic that is not explained by legitimate non-discriminatory factors."

By Stephen P. Sonnenberg and Glenn S. Grindlinger

14 minute read

April 11, 2007 | New York Law Journal

Stephen P. Sonnenberg, a partner at Paul, Hastings, Janofsky & Walker, and Glenn S. Grindlinger, an associate at the firm, write that almost every major Wall Street firm recently has defended one or more stockbroker class and collective action in which their well-compensated stockbrokers claim that like "blue collar" workers, they are entitled to overtime under the federal Fair Labor Standards Act and analogous state laws.

By Stephen P. Sonnenberg and Glenn S. Grindlinger

13 minute read