Of the 41 lawyers recognized, 12 of the firm’s attorneys were recognized for the very first time and 12 attorneys were recognized as Ones to Watch. 

Best Lawyers has employed the same transparent methodology for more than 35 years, based entirely on peer review. 

The following includes all Firm attorneys named and areas in which they are recognized:

Miami

• Mitchell A. Bierman (Administrative / Regulatory Law; Government Contracts; Government Relations Practice)
• Lewis R. Cohen (Banking and Finance Law; Real Estate Law)
• Jeffrey Decarlo (Commercial Litigation)
• Ignacio G. Del Valle (Real Estate Law)
• Alan K. Fertel (Sports Law)
• Chad S. Friedman (Land Use and Zoning Law)
• Edward G. Guedes (Appellate Practice) 
• Stephen J. Helfman (Land Use and Zoning Law)
• Juan P. Loumiet (Litigation – Real Estate; Real Estate Law)
• Justin Luger (Commercial Litigation)
• Paul Ryder (Employment Law Management)
• Clifford A. Schulman (Environmental Law, Land Use and Zoning Law)
• Joseph H. Serota (Commercial Litigation)
• Eduardo M. Soto (Real Estate Law)
• Richard Jay Weiss (Government Relations Practice) 
• Laura Wendell (Appellate Practice)
• David M. Wolpin (Employment Law – Management; Government Relations Practice)
• Jake Bland (Ones to Watch: Commercial Litigation; Litigation – Construction)
• Daniela Cimo (Ones to Watch: Land Use and Zoning Law)
• Roger C. Pou (Pnes to Watch: Municipal Law)
• Caroline G. Saiz (Ones to Watch: Litigation – Labor and Employment)
• Samantha W. Soto (Ones to Watch: Labor and Employment Law – Management; Litigation – Labor and Employment)
• Alejandro Uribe (Ones to Watch: Land Use and Zoning Law)

Fort Lauderdale

• Mitchell J. Burnstein (Commercial Litigation; Eminent Domain and Condemnation Law)
• Jamie A. Cole (Commercial Litigation)
• Paul R. Gougelman (Land Use and Zoning Law)
• Michael J. Kurzman (Construction Law; Litigation – Construction)
• Matthew H. Mandel (Commercial Litigation)
• Eric L. Stettin (Commercial Litigation)
• Susan L. Trevarthen (Land Use and Zoning Law)
• Peter D. Waldman (Eminent Domain and Condemnation Law)
• Anne R. Flanigan (Ones to Watch: Appellate Practice; Civil Right Law; Commercial Litigation)
• Narinah Jean-Baptiste (Ones to Watch: Municipal Law)
• Scott Mullin (Ones to Watch: Commercial Litigation)
• Alison F. Smith (Ones to Watch: Labor and Employment Law – Management)

Boca Raton

• Howard D. DuBosar (Commercial Litigation)
• Andrew S. Maurodis (Land Use and Zoning Law)
• Brett J. Schneider (Litigation – Labor and Employment, Employment Law – Management)
• Harrison R. DuBosar (Ones to Watch: Appellate Practice; Commercial Litigation) 
• Ryan Hudak (Ones to Watch: Labor and Employment Law – Management)

Tampa, FL

• Sarah L. Johnston (Government Relations Practice)

The post WSHC+B Attorneys Selected For Inclusion In The Best Lawyers In America 2024 appeared first on Weiss Serota Helfman Cole + Bierman.

The PWFA expands upon existing federal laws prohibiting pregnancy discrimination.  Specifically, pregnancy discrimination is already prohibited by Title VII of the Civil Rights Act of 1964 (“Title VII”), as amended by the Pregnancy Discrimination Act, which requires covered employers to treat employees affected by pregnancy, childbirth, or related medical conditions the same as other similarly situated employees. Additionally, the Americans with Disabilities Act (“ADA”) requires employers to provide reasonable accommodations to employees with certain conditions related to pregnancy if that condition qualifies as a disability, such as diabetes that develops during pregnancy.  However, many other common pregnancy-related conditions are not covered under the ADA.  

The PWFA extends protections similar to those provided under the ADA to employees and applicants with known limitations related to pregnancy, childbirth, or related medical conditions.  According to recent guidance from the U.S. Equal Employment Opportunity Commission (“EEOC”), examples of possible reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions may include:

• The ability to sit or drink water; 
• Closer parking; 
• Flexible hours; 
• Appropriately sized uniforms and safety apparel; 
• Additional break time to use the bathroom, eat, and rest; 
• Leave or time off to recover from childbirth; and 
• Being excused from strenuous activities and/or activities that involve exposure to compounds not safe for pregnancy. 

Under the PWFA, covered employers will also be prohibited from:

• Requiring an employee to accept an accommodation without a discussion about the accommodation between the worker and the employer;
• Denying a job or other employment opportunities to a qualified employee or applicant based on the person’s need for a reasonable accommodation;
• Requiring an employee to take leave if another reasonable accommodation can be provided that would allow the employee to continue working;
• Retaliating against an individual for reporting or opposing unlawful discrimination under the PWFA or participating in a PWFA proceeding (such as an investigation); or
• Interfering with any individual’s rights under the PWFA.
• In light of new law, covered employers may want to consider taking the following actions:
• Analyzing potential accommodations that could be provided to pregnant employees for known limitations;
• Conducting training for human resources personnel and supervisors to ensure they understand how to appropriately respond to accommodation requests; and
• Reviewing and updating accommodation policies to ensure compliance with the PWFA.

The EEOC will begin accepting charges under the PWFA on June 27, 2023. 

Should you have any questions about the Pregnant Workers Fairness Act, please feel free to contact any member of our Labor and Employment team.

The information contained in this document does not constitute legal advice.

The post Client Alert – Pregnant Workers Fairness Act (“PWFA”) appeared first on Weiss Serota Helfman Cole + Bierman.

Samantha is an associate in the Firm’s Labor & Employment Division and based in the Miami office.

The National Black Lawyers is a professional honorary organization comprised of lawyers who represent individuals and businesses in the American legal system. With the selection of Samantha, by The National Black Lawyers – Top 40 Under 40, she has shown that she exemplifies superior qualifications, leadership skills, and performance in her areas of legal practice. The selection process for this elite honor is based on a multi-phase process, which includes peer nominations combined with third party research.

To learn more about The National Black Lawyers, click here.

The post Samantha Soto Named to the National Black Lawyers ‘Top 40 Under 40’ list appeared first on Weiss Serota Helfman Cole + Bierman.

The Firm was pleased to sponsor the “All Aboard” Tri-County Human Resource Networking event on April 2nd.  All three local human resources organizations were involved in hosting this event: Human Resource Association of Broward County (HRABC), Greater Miami Society for Human Resource Management (GMSHRM), and Human Resource Association of Palm Beach County (HRPBC).  The event took place at all three Brightline station locations in the Tri-County area.  Palm Beach Managing Director and Chair of the Labor Employment Practice, Brett Schneider, attended in West Palm Beach; Firm attorney and current Director of Legislative Affairs for HRABC, Michael Kantor, attended in Fort Lauderdale; and Firm employment attorney, Samantha Soto, attended in Miami.

The post Weiss Serota Helfman Cole & Bierman Sponsors and Attends “All Aboard” Tri-County Human Resource Networking Event appeared first on Weiss Serota Helfman Cole + Bierman.