Deena B. Rosendahl Esq.
Deena B. Rosendahl is a partner at Kaufman Semeraro & Leibman, LLP. Ms. Rosendahl has over 20 years of experience in employment law, commercial litigation and commercial transactions. Her extensive experience includes working with various companies in all aspects of employment and labor issues as well as complex commercial transaction and litigation and property matters.
Ms. Rosendahl works with many New York/New Jersey area companies in employment related claims, including wrongful termination, CEPA violations, harassment, discrimination and violations of the Fair Labor Standards Act (FLSA). She also negotiates and drafts employment contracts, offer letters, separation agreements and creates employee handbooks and policies that ensure companies are complying with state and federal laws and regulations.
In her commercial litigation and transactional work, she represents individuals and corporate clients prosecuting and defending complex commercial litigation claims of promissory estoppel, fraud/consumer fraud act, general and vicarious liability, breach of contract, negligence and other tort claims. She also negotiates, reviews and drafts various business contracts including commercial lease agreements, license agreements, franchisee/franchisor agreements, service contracts, shareholder agreements and others.
Areas of Practice
- New Jersey State Bar Association
- U.S. District Court of New Jersey Bar
- New York State Bar
- Juris Doctor, Syracuse University College of Law, Syracuse, NY, 1996
- Bachelor of Arts, Ithaca College, Ithaca, NY, 1993
- Themis Bar Review Advisor for NY and NJ Bar Examination (2010 – 2017)
- Board Member, YWCA of Bergen County, Ridgewood, NJ (2015)
- Board Member, JCC Early Childhood Learning Center (2009 – 2010)
- Associate Editor, Syracuse Journal of International Law and Commerce
It seems we can’t turn on the news these days without hearing about another victim of sexual harassment coming forward to tell his or her story. Why are we seeing a rise in these claims and what can employers do to ensure their organization isn’t …
We are pleased to announce that Deena B. Rosendahl has been named partner of Kaufman, Semeraro & Liebman. She was an associate for 11 years at the firm.
The long awaited changes to the Fair Labor Standards Act’s overtime exemption for Executive, Administrative, Professional, Outside Sales and Computer Employees (referred to as the White Collar Exemptions), were published on May 18, 2016. Key changes include an increase to salary and compensation levels needed …
Employer Alert: Employers Must Permit Transgender Employees Equal Access To A Common Restroom Which Corresponds To The Employee’s Gender Identity
The rights of transgender American’s to utilize public bathrooms which correspond to their gender identity has been highlighted in news reports across the country. But what about private employers? Must they permit transgender employees access to restrooms which correspond to their gender identity? Simply stated, …
The U.S. Equal Employment Opportunity Commission (EEOC) has announced a proposed revision to the Employer Information Report (EEO-1) which will now include collecting pay data from employers with more than 100 employees, including federal contractors. Employers with more than 100 employees are required to file …
New Jersey is One Step Closer To Mandating Employers Of All Sizes Provide Paid Sick Leave To Employees
The New Jersey Assembly has voted in favor of a bill requiring all New Jersey employers to provide some form of paid sick leave to its employees. The bill requires employers of all sizes to provide paid sick leave to its workers. Although many municipalities …
Jersey City was the first city in the State of New Jersey to mandate certain private employers provide their workers paid sick leave. On October 28, 2015 the Jersey City Council adopted a revision to its local sick leave law, and expanded the law to …
By Deena B. Rosendahl, Esq. When an employee brings an internal complaint to management’s attention before filing a charge or lawsuit, employers have the unique opportunity to head off costly litigation by conducting a thorough investigation and, when necessary, taking appropriate corrective action. Unfortunately, too …
For the past decade, workers earning a guaranteed salary of at least $455.00 per week or $23,660.00 annually, in tandem with satisfying certain “duties” tests, qualified for what is commonly referred to as the white collar exemptions. As a result, these workers were ineligible to …
Beginning June 30, 2015, Employers with ten (10) or more employees who work in the Township of Bloomfield must implement and provide paid sick leave. The Ordinance, enacted on March 2, 2015, provides that employee’s must accrue at least 1 hour of paid leave for …