Vincent Alfieri serves as the firmwide lateral hiring partner. Prior to holding this position, he was the New York office managing partner, and before that the global leader of the Labor and Employment Client Service Group. Mr. Alfieri’s practice focuses on the representation of employers. It encompasses counseling with respect to all aspects of employment law and the litigation of such disputes in federal and state courts and in arbitrations. Among the most notable of these litigated matters is Mr. Alfieri’s representation of a Fortune 50 company in a widely reported, precedent-setting victory before New York State’s Court of Appeals in 1996 involving the scope of New York’s whistleblower statute.
Vincent Alfieri’s litigation practice involves the defense of employers against discrimination, harassment and retaliation claims of all types and the full range of other employment-related statutory and common law claims. His practice also includes disputes arising out of employment contracts and restrictive covenants; breaches of the employee’s fiduciary duties; and theft and/or misuse of confidential information and trade secrets. Mr. Alfieri’s litigation experience includes jury and non-jury trials, appeals, administrative proceedings, arbitrations and mediations. He has litigated before federal and state courts, administrative agencies and arbitration forums in numerous jurisdictions, including New York, New Jersey, Arizona, California, Colorado, Connecticut, Hawaii, Massachusetts, Michigan, New Mexico and Pennsylvania. In a notable litigated matter, he represented the employer in a widely reported, precedent-setting victory before New York State’s highest court, involving the scope of New York’s whistleblower statute – See Bordell v. General Electric Company, 88 N.Y.2d 869, 644 N.Y.S.2d 912 (1996).
In addition to the litigation aspect of his practice, Mr. Alfieri provides counseling and training to employers and their HR professionals on all of the areas involved in his litigation practice, for day-to-day matters and for purposes of implementing "best practices" intended to reduce or avoid litigation risks. Specifically, he provides counseling and assistance to employers with respect to, among other things, reductions in force and other termination programs; releases and separation agreements; workplace investigations of suspected employee misconduct or illegal activities; overtime issues under the Fair Labor Standards Act and related state statutes; and the preparation of workplace policies, employment contracts and other employment-related documents.