Michael Arnold is Chair of the firm's Employment, Labor & Benefits Practice. He is an employment lawyer who deftly handles a wide array of matters. His capabilities include counseling on everyday HR life cycle issues, defending management and senior executives in connection with employment-related proceedings, and assisting companies navigate the complex employment issues that arise in transactions. Michael’s clients appreciate his strong emphasis on providing not just legal advice, but also practical advice, that aligns with organizational and HR strategies while reducing exposure. He also prides himself on being user-friendly, responsive, and strategic.
When Michael is not with a client, he’s out there leading the Firm’s Employment, Labor and Benefits Section. He is still quite active blogging for Mintz’s award-winning Employment Matters Blog, where he currently serves as an Editor and where he’s twice been named a top author by JD Supra (2016 and 2017). His peers seem to like him too as they have recognized him consistently; first he was included on the New York Super Lawyers Rising Star List in 2012 and then included among the New York Super Lawyers List from 2013 through the present.
More specifically, here is what Michael is practicing on a day to day basis:
- Counseling on issues related to the HR life cycle (recruiting, staffing, performance, including evaluations and PIPs; engagement, retention, separation, including reduction in force; post-separation, including employee mobility issues), and compliance with discrimination, wage and hour, family and medical leave, workers’ compensation and disability, and other employment laws and regulations.
- Investigating and reporting on employee complaints, including sexual harassment and discrimination complaints, and assisting management resolve other employee relations issues.
- Conducting anti-discrimination/harassment and other HR and legal issue-based training seminars regarding legal requirements, best practices, and risk mitigation.
- Auditing and assisting in the development and implementation of employment policies, procedures, and practices.
- Representing management and senior executives in connection with a variety of complex employment litigation matters, including pre-trial, trial and appellate work; administrative discrimination charges and other agency proceedings (including EEOC, NYSDHR, NYCCHR, DOL, WCB); and arbitrations and mediations relating to wage and hour, discrimination, restrictive covenants, contract, and other employment-related disputes, including collective and class actions.
- Drafting and negotiating employment-related agreements and policies, including offer letters, employment and consulting agreements, restrictive covenant agreements, separation agreements, and employee-related regulatory disclosures.
- Representing clients in connection with corporate transactions and bankruptcy proceedings, including conducting employment-related due diligence and negotiating employment-related warrants and representations and related employment transaction documents.
- Boston University School of Law (JD)
- Cornell University (BS, Industrial and Labor Relations)
Recognition & Awards
- Included on the New York Super Lawyers: Employment & Labor List (2019 - 2020)
News & Press
March 12, 2021 | Webinar | By Michael Arnold, David Barmak, Jessica Catlow, Micha Mitch Danzig, Geri Haight, Andrew Matzkin, David Lagasse, O'Kelly E. McWilliams, III, Jennifer Rubin, Tyrone Thomas, Alexander Hecht, Danielle Bereznay, Jennifer Budoff, Delaney Busch, Corbin Carter, Emma Follansbee, Natalie C. Groot, Paul Huston, Brie Kluytenaar, Brendan Lowd, Audrey Nguyen, Nicole Rivers, Richard Block
February 10, 2021 | Blog | By Corbin Carter, Michael Arnold
February 5, 2021 | Blog | By Danielle Bereznay, Michael Arnold
January 8, 2021 | Blog | By Corbin Carter, Michael Arnold
December 28, 2020 | Blog | By Corbin Carter, Michael Arnold
November 2, 2020 | Blog | By Michael Arnold
October 23, 2020 | Blog | By Brie Kluytenaar, Corbin Carter, Michael Arnold
These permanent paid sick leave requirements (which differ from the COVID-19 quarantine leave measures that New York State enacted earlier this year) require New York employers to provide all employees with sick leave (which varies based upon the employer’s size), and grant employees the ability to use accrued sick time starting January 1, 2021.
The new guidance issued by New York State provides some clarity on select NYPSL topics, but leaves a number of questions unresolved. We provide a summary of key new information from the guidance for employers below:
October 20, 2020 | Blog | By Emma Follansbee, Michael Arnold
October 8, 2020 | Blog | By Michael Arnold, Brie Kluytenaar
Paid Sick Leave Arrives for New York State Employers & New York City Amends Its Own Paid Sick Leave Law
September 30, 2020 | Blog | By Corbin Carter, Michael Arnold
Meanwhile, the New York City Council swiftly passed an updated Sick and Safe Time law to align the City’s law more closely with the New York State sick leave law. But there are some important differences with the State’s sick leave law.
Our full analysis of New York State’s new paid sick leave law can be found here. More information on the City’s updated sick leave law, which also went into effect today, is addressed further below.