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Fully Engaged.

For over 30 years, our attorneys have acted as counsel to companies and individuals in thousands of sophisticated business, litigation and other matters.

We have a broad range of practice groups
and our attorneys have the experience necessary
to deliver effective and efficient results for our clients.

A firm that does very well in its specialist areas. We have great access to the senior partners, and the team has the same level of knowledge as some big New York firms, but with the client care and personal touch of a smaller firm.

Client of the firm, as quoted in Chambers USA

Recent Updates

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  • December 02 2025

    Join the Labor & Employment Lawyers from Ellenoff Grossman & Schole LLP for a complimentary webinar on December 17, 2025 at 12:30pm to discuss recent developments in labor and employment law. Newly admitted and experienced attorneys may earn 1.5 CLE credits in the area of professional practice. SHRM credits will also be provided to members.

    Click here to register.

  • December 02 2025

    Client Alert: Pennsylvania Enacts CROWN Act, Confirming Protections for Natural and Religious Hairstyles in the Workplace

    The Pennsylvania Creating a Respectful and Open World for Natural Hair Act (“CROWN ACT”) was signed into law, amending the Pennsylvania Human Relations Act (“PHRA”) to clarify that discrimination based on hair texture, hair type, and hairstyles associated with race or religious creed is prohibited. The law goes into effect on January 24, 2026, and protects natural hair and styles such as braids, twists, locs, afros, and cornrows, and hair and head coverings worn for religious reasons.

    Click here to read the alert.

  • December 01 2025

    Alexander Soric, a member of the Firm, wrote an article for Total Food Service titled: “U.S. Dept of Labor Issues Opinion Letters Clarifying “Horizontal” Joint Employment and Employees Who May Participate in a Tip Pool.” In the article, Alex discusses the Department of Labor’s recent Fair Labor Standards Act (FLSA) opinion letters clarifying when related businesses may be treated as “horizontal” joint employers—requiring combined hours for overtime—and which front-of-house employees qualify to participate in mandatory tip pools when a tip credit is taken, with practical takeaways for restaurant and hospitality operators.

    Click here to read the article.

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