In the news.

Featured Articles

• Law360 Employment Authority · May 2026

  4 Ways High Court Case Might Affect DOL Wage Probes

  Steven was quoted in Law360's analysis of Department of Labor v. Sun Valley Orchards, LLC — the U.S. Supreme Court case examining whether the Department of Labor can use in-house proceedings to impose wage-and-hour penalties on employers, or whether it must instead go through federal court. Steven cautioned that a federal-court-only path would shift leverage toward well-resourced employers and push the cost of enforcement onto the workers least able to bear it.

  “Now, suddenly, you've got your low-wage worker who previously didn't have to pay anything in order to make a complaint to the Department of Labor ... [who] would have to retain their own counsel. And it's really, really, really unlikely they're going to be able to do that.”

  Read article →

• Lawyer Monthly · July 2019

  Cover Feature: Pride Yourself at Work — LGBT+ Inclusivity in the Workplace

  A Pride-issue cover feature on workplace rights for LGBT+ employees. The article walked through why federal Title VII has historically required LGBT+ litigants to argue 'gender stereotyping' theories rather than naming sexual orientation or gender identity directly; how the New York City Human Rights Law explicitly recognizes both as protected categories; and how NYC's 'petty slight or trivial inconvenience' standard makes hostile-work-environment claims meaningfully more reachable than under federal law. Also covered: what employees do not have to disclose to their employer, what employers may not request as 'proof' of a transgender employee's name or gender, and the obligation to honor preferred names and pronouns.

  “The New York City Human Rights Law ... employs a far more employee-friendly standard for claiming a hostile work environment.”

  “Any harassment 'above a petty slight or trivial inconvenience' may be actionable in the City of New York if it is suffered by an employee due to their membership in a protected class. Therefore, the LGBT+ community is protected in the workplace against lewd comments, offensive jokes, taunts, and the use of homophobic and transphobic slurs.”

  “Employees absolutely do not have to disclose their sexual orientation in the workplace, nor can they be compelled to discuss their gender identity.”

  “Transgender people are entitled to be called by their preferred name, and referred to by their preferred pronoun. Employers cannot request any documents from their transgender employee to 'prove' their name, sex, or gender.”

• Lawyer Monthly · March 2019

  Expert Insight: What Should You Do If You Are Fired After Filing a Sexual Harassment Complaint?

  A Q&A with Steven on what employees should do before and after filing a workplace sexual harassment complaint. Topics included putting the complaint in writing to create a record of protected activity; the kinds of conduct that count as unlawful retaliation beyond outright termination (reduced pay, demotion, schedule changes, longer commutes, exacerbated hostility); damages available to retaliation plaintiffs (lost wages, front pay, emotional distress, punitive damages, attorneys' fees); and the use of an 'employment journal' to contemporaneously document harassment as it occurs.

  “Employees' reliance on their employer for a paycheck creates an imbalance of power that, unfortunately, makes people reluctant to voice a complaint — even if they are victims of unlawful sexual harassment.”

  “By putting your complaint in writing, you are protecting yourself by creating a record that you have engaged in a protected activity. Keeping sexual harassment complaints in writing may make an employer think twice before unlawfully terminating an employee who has complained.”

  “Retaliation may be any material change in the terms and conditions of a person's employment. This includes a reduction in pay, a demotion, a transfer resulting in a significantly worse commute, or an adverse change to work hours.”

  “An employee who feels that they are being forced to resign should consult with an attorney before throwing up their hands and shouting, 'I quit!' at their employer. The resignation may actually be what the employer was hoping for, and there are more thoughtful ways to handle such a situation.”

• Authority Magazine

  What You Should Do If Your Employer Is Not Willing to Address Harassment

  An in-depth interview with Authority Magazine on practical steps for employees confronting workplace harassment when the employer is unwilling to act — including documentation, escalation, and when to consult counsel.

  Read article →

• Beyond Exclamation

  A Zealous Advocate for Employees Who Have Been Wronged

  Profile feature on Steven's career, approach to employment litigation, and the firm's worker-side practice.

  Read article →