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Lowenstein Sandler LLP

Lauren M. Hollender

Lauren M. Hollender

Counsel

Lowenstein Sandler LLP
New Jersey, U.S.A.

tel: 973.597.2530
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Local Time: Thu. 22:55

Profile

Lauren advises on all aspects of the employment relationship. She represents employers on a broad range of issues, including hiring and retention, dispute resolution, litigation defense, personnel policies, severance, termination, and company shutdowns.

Lauren brings a decade of experience to her practice. She has advised on the full scope of employment laws and regulations, including the ADA, ADEA, FMLA, FLSA, and WARN. Lauren has successfully resolved disputes and litigation claims involving wrongful termination and breach of employment agreements; discrimination, harassment, and retaliation; whistleblowers; and breaches of restrictive covenants.

Bringing to bear an understanding of clients’ business priorities, Lauren delivers strong advocacy and creative solutions to the challenges of managing today’s workforce.

Bar Admissions

    New Jersey

Education

The University of Michigan Law School (J.D. 1993)
Cornell University (B.A. 1990)
Areas of Practice
Professional Career

Significant Accomplishments

Speaking Engagements

With so many employment law changes in the last year and more on the way, how do you know if your organization is in compliance with federal, state, and local requirements?

This panel will discuss topics including workplace implications for the legalization of marijuana, paid sick leave and parental leave policies and best practices, and employee and independent contractor classification considerations in a gig economy.

Panelists:

This session takes place 8:30-10:30 a.m. The panel is being held at ADP's Parsippany office at 99 Jefferson Road, Parsippany, NJ 07054.

Julie Levinson Werner, Lauren M. Hollender and Amy C. Schwind will discuss workplace implications for legalization of marijuana; paid sick leave and parental leave policies and best practices; and employee and independent contractor classification considerations in a gig economy. Breakfast will be provided.

Location: Lowenstein Sandler, 1251 6th Ave 17th floor, New York, NY 10020

Time: 8:30 - 10:30 AM

Lowenstein Sandler's Spring Alumni CLE Day will feature three CLE programs on timely legal issues and provide you with an opportunity to reconnect and network with LS attorneys and alumni over lunch.

Program Agenda

Registration and Breakfast
8:30-9 a.m.            

Welcome Remarks
9–9:15 a.m.  

Paid Family, Medical, and Sick Leave Compliance & Best Practices

9:15–10:15 a.m.
Presented by Julie Levinson Werner & Lauren M. Hollender

This program is a discussion of both the New York and New Jersey paid sick leave laws and paid family leave laws.  The program will address the significant impact of recent legislation on employee time off and paid benefits.  Panelists will provide policy and practice tips for employers.  

The Ethics of Client Pitches and Client Secondments
10:30–11:45 a.m.m
Presented by David M. Wissert & Sarah Scott

This CLE will explore the ethical issues that arise when pitching for work from prospective clients by taking an in-depth look at the recent decision in Skybell Technologies, Inc. v. Ring, Inc. and the court’s interpretation of Rule of Professional Conduct 1.18, which addresses the duties owed to prospective clients. The CLE also will explore the ethical requirements for client secondments to avoid the imputation of conflicts of interests between the firm and the client.

Everything You Didn’t Know You Need to Know About U.S. Trade Laws
12-1 p.m.
Presented by Doreen M. Edelman & Andrew Bisbas

Topics will include rapidly changing trade rules impacting clients day to day business including investment fund and merger and acquisition activities, real estate investments and even bankruptcy workouts.  Specifically, we will cover the following regulatory regimes: import regulations and Customs procedures; export regulations, prohibitions, and licensing requirements; changes in CFIUS and FIRRMA filings; U.S. sanctions and embargoes; and foreign investment filing requirements.

Networking Lunch
1-2 p.m.

The program is being held at Lowenstein Sandler, One Lowenstein Drive Roseland, NJ 07068

Please join us on October 15, 2019 in Roseland or on October 16, 2019 in New York for a discussion on evolving workplace culture.

We will address:

  • Impact of today’s political climate on your workforce
  • Career development in the #metoo era
  • Social media and the workplace

Who Should Attend: Human Resource Professionals, Attorneys, and Business Leaders


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Articles

Your employee has shared her good news - she is having a baby! She immediately wants to know how much time off she is allowed and how much of that time will be paid. At a minimum, your company must have a parental leave policy that complies with applicable law. A more generous leave policy will help your company attract and retain  talent. Creating a parental leave policy that is right for your business is a complicated, yet important task.


What is Parental Leave?
Parental leave has two parts: (i) pregnancy-related medical leave; and (ii) parental bonding leave. The first type is limited to women who give birth, while parental bonding leave must be offered to both men and women equally. Failing to provide sufficient leave time, or offering leave in a discriminatory manner, can result in a disgruntled employee filing a lawsuit.

It has become increasingly common for employers to offer remote work arrangements to employees who work from home in states outside of the state where the employer’s offices are located. These arrangements can be beneficial to both employees and businesses alike. Employees get additional flexibility and save the time and money associated with commuting. Employers expand their available talent pool while saving money on office space and supplies. New technology has made it possible for employees to work from home without sacrificing productivity and accessibility. However, prior to hiring remote workers, there are various legal and practical implications that employers should consider.


WSG's members are independent firms and are not affiliated in the joint practice of professional services. Each member exercises its own individual judgments on all client matters.

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