I always begin investigating a situation by asking ‘What does the client really want, and if so, is that goal achievable, and what is the best way to achieve it?’
– Geri S. Krauss
Society as a whole benefits immeasurably from a climate in which all persons, regardless of race or gender, may have the opportunity to earn respect, responsibility, advancement and remuneration based on ability.
– Sandra Day O’Connor
Bringing an employment claim requires careful analysis of the difference between notions of fairness and legally enforceable rights. Understanding those differences and what realistically may be achievable are critically important to exploring the best path forward, particularly where such decisions impact a career path. Geri helps her clients decide when it makes sense to fight, and when it may make more sense to explore other, less confrontational ways to achieve their goals.
Geri selects the appropriate dispute resolution process for the client’s situation.
Geri has negotiated, mediated, arbitrated, and litigated numerous cases arising under, Title VII of the Civil Rights Act, the Equal Pay Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and similar City and State statutes. She is also experienced in appearing before the Equal Employment Opportunity Commission and other government agencies. She obtained substantial settlements when representing executives in employment cases asserting claims of breach of contract, discrimination and equal pay violations, as well as minimized settlement recoveries in employment discrimination and harassment cases when representing individual and corporate defendants.
“A gender line… helps to keep women not on a pedestal, but in a cage.”
— Ruth Bader Ginsburg
Geri is probably best known for representing the plaintiff in the high profile and internationally-publicized case in which Charles Bell, a general manager of the Park Lane Hotel, sued Leona Helmsley for sexual orientation discrimination. The three-week jury trial resulted in an $11 million dollar verdict.
If they don’t give you a seat at the table, bring a folding chair.
Employment issues are personal, emotional, and expensive.
Geri has 30 years of practice representing both employers and employees, which provides an understanding of the perspective of both parties. An experienced employment lawyer, she has negotiated and litigated a wide range of issues on behalf of both employers and employees, including contracts, restrictive covenants, discrimination and harassment claims, and terminations. She also counsels clients in preventive employment practices and provides guidance on issues of hiring and termination.
How I wish we lived in a time when laws were not necessary to safeguard us from discrimination.
Understanding the perspective of both sides in a dispute aids in resolution.
Geri’s practice includes:
(i) negotiating, mediating, litigating and arbitrating employment claims before agencies, courts and
arbitration panels, including employment discrimination, breach of contract, sexual
harassment and wrongful termination
(ii) counseling employer clients in preventive employment practices, including developing
and reviewing employment policies and providing guidance on issues of hiring and
(iii) counseling employee clients with respect to hiring and termination issues and
negotiating employment and severance agreements
Representative Reported Cases
- Bluemountain Capital v. Misra (2008). Defeated injunction sought by investment bank for violation of non-competition agreement against former employee in court and arbitration proceedings.
- Henderson v. Regeneron Pharmaceuticals, Index No. 04-cv-04553 (SDNY 2005). Obtained summary judgment dismissing claims of sex discrimination and sexual harassment brought by employee.
- Charles Bell v. Leona Helmsley, New York Law Journal, February 18, 2003. Verdict, Vol. 229; Pg. p. 5, col. 1. Obtained $11.2 million jury verdict for plaintiff on claims of sexual orientation discrimination.
- Cecala v. NationsBank Corp., 40 Fed. Appx. 795 (4th Cir. 2002). Confirmed dismissal of claims of breach of contract, sex discrimination and sexual harassment by panel of NASD arbitrators after six weeks of hearings.
- Ballen-Stier v. Hahn & Hessen, 284 A.D.2d 263, 727 N.Y.S.2d 421 (1st Dep’t 2001). Obtained, by motion, dismissal of claims of sexual harassment and retaliation brought by a former partner against a law firm.
- Harris v. LeBoeuf, Lamb, Green and MacRae, LLP, 2000 U.S. Dist. LEXIS 18190 (S.D.N.Y. 2000), Aff’d, 29 Fed. Appx. 733 (2d Cir. 2002). Obtained summary judgment dismissing claims of race discrimination brought by employee.