Photo of Paul J. Siegel

Paul J. Siegel is a Principal in the Long Island, New York office of Jackson Lewis P.C. For many years he was the chair of the firm's national Wage and Hour Practice Group.

Mr. Siegel has represented management in wage hour, employment discrimination, affirmative action and labor matters since 1976. He regularly appears before federal and state agencies and courts in various equal employment, wage hour and labor law matters. In April of 1991, Mr. Siegel argued a landmark age discrimination case before the United States Supreme Court.

Mr. Siegel frequently addresses supervisors and managers to assist them in developing the skills needed to manage effectively in today's challenging legal environment. He has appeared on national and local television and radio, and has presented seminars and written articles concerning wage hour, affirmative action, discrimination and labor law matters across the country. A 2003 peer survey identified him as one of Long Island's top ten employment attorneys.

In the insurance industry, he has been a featured speaker at the Professional Liability Underwriters Society (PLUS), National Association of Professional Surplus Lines Offices (NAPSLO), Professional Insurance Agents (PIA), Professional Insurance Wholesalers Association (PIWA), and Risk & Insurance Management Society (RIMS) conferences. He has lectured about employment issues to meetings of the New York and Kentucky Bar Associations, the 1998 Conference of Justices of the Courts of the State of New York and many other industry groups.

Like other States (including New York) and many cities, Illinois has expanded the reach of its anti-discrimination statute to bring smaller employers within coverage of the Human Rights Act.  Even though such small employers may lack the in-house expertise to understand the nuances of complex laws, they must find a way to do so.  Our

As if the current legal environment for employers and their insurance carriers was not sufficiently challenging, state legislatures are considering bills, inter alia, to expand the definition of a hostile work environment, to expand coverage of anti-discrimination and harassment laws to independent contractors, to increase penalties for harassment and to require that employers pay

After years of litigation across the country and sharply divided rulings among the Circuits (some damning class/collective action waivers and others enforcing them), and over seven months after oral argument, the United States Supreme Court upheld the enforceability of arbitration agreements that include class and collective action waivers.  It was a close decision, 5-4, like

The EPL industry rightfully has been concerned about the NLRB’s and courts’ expansion of liability from the seeming employer to those with relationships to that entity.  Franchisors increasingly were exposed to liability for franchisees’ alleged misconduct and contractors were being served with lawsuits alleging discrimination by subcontractors or staffing agencies.  This expansionist trend may be

In Beaton v. Metropolitan Transportation Authority New York City Transit, Docket No. 15 CV 08056 (S.D.N.Y. June 15, 2016), the Court denied Defendant’s motion to dismiss Plaintiff’s disability discrimination claims under the ADA and local laws.  The case is significant because it addressed an alleged  mental disability.  By way of background, Plaintiff was employed

In Jones v. Pate Rehab. Endeavors, Inc., Docket No. 14-CV-2218 (N.D. Tx. June 17, 2016), the Court denied Defendant’s motion for summary judgment dismissing Plaintiff’s age discrimination claim under the ADEA.  By way of background, Defendant employed Plaintiff as a Patient Transporter, which required him to transport patients in a motor vehicle.  During his