Jonathan L. Sulds, listed by Lawdragon and Human Resource Executive magazine as both one of the nation's most powerful employment lawyers and one of the nation's top 20 lawyers in traditional labor and employment law, has been representing leading employers since 1974 in virtually every aspect of their engagement, protection, management and reward of workforce resources.
Jon regularly represents employers in the areas of collective bargaining and traditional labor relations, Employee Retirement Income Security Act (ERISA) litigation, wage and hour matters, discrimination and harassment complaints, restrictive covenant, duty of loyalty and trade secret litigation, Dodd-Frank, Sarbanes-Oxley (SOX) and other whistleblower matters, global and domestic executive employment arrangements, and corporate campaigns. Jon is also involved in the labor and employment aspects of corporate transactions and class and collective actions that arise in these contexts.
From 2010 through 2018 Jon co-chaired the firm's Global Labor and Employment Practice which was twice named a Law360 Employment Group of the Year during that tenure.
Some of Jon’s recent significant victories for clients include, Thomas v. Bed Bath & Beyond, 2018 U.S. Dist. LEXIS 27904 (S.D.N.Y. 2018), granting summary judgment, sustaining the Company’s use of the Fluctuating Work Week methodology to pay overtime; dismissal of an ERISA stock drop class action, Martone v. Whole Foods Market Inc., 2016 U.S. Dist. LEXIS 133703 (W.D. Tex 2016), followed by dismissal of an amended complaint in the same matter, Martone v. Robb, 2017 U.S. Dist. LEXIS 122014, (W.D. Tex. Aug. 2, 2017); dismissal of a NLRB complaint alleging that no lawful impasse had occurred in negotiations Jon had led as chief spokesperson where the terms of the employer's last and final offer were implemented (Time Inc, JD(NY)-30-16, 2016 NLRB LEXIS 574, followed by his negotiation of a collective bargaining agreement based on those implemented proposals, which the client described as providing it "with the operational flexibility necessary to succeed in today's transformative media environment," and the union lauded for providing "stability." (New York Post, September 30, 2016); a complete defense verdict after 20 hearing days before a JAMS arbitrator, dismissing a senior, highly salaried former employee's systemic disparate impact, age discrimination and retaliation claims; and UPS Supply Chain Solutions, JD(ATL)-23-15, 2015 NLRB LEXIS 951, sustaining the Company’s declaration of impasse and resulting implementation of periodic changes to a companywide healthcare plan.
