Deena B. Rosendahl Esq.
Deena B. Rosendahl has over 20 years of experience in employment law, commercial litigation and commercial transactions.
With her employment law practice, Ms. Rosendahl has experience representing both employees and employers and as such, brings a unique perspective to each employment case. “Having represented both management and employees, I know where a case is going before it gets there. I pride myself on providing each client with a strategy for overcoming problems and realistic likelihood of success in defending or prosecuting a claim. Although litigation may ultimately be necessary, my experience has shown me that employers and employees have one thing in common: neither side really wants to waste years of their life litigating a loser claim. It’s not just a waste of their money but of their time and productivity. When a case is valid, we fight. But when common sense dictates a reasonable settlement can be had, I work tirelessly at negotiating something fair that both sides can live with”.
Ms. Rosendahl has represented both employers and employees in all aspects of employment related claims and matters, including wrongful termination, CEPA violations, harassment, discrimination, violations of the FLSA, ADA, ADEA and others. She is well versed in negotiating and drafting non-compete agreements, employment contracts, separation agreements and employee handbooks. Ms. Rosendahl is also available to design and deliver anti-harassment/discrimination training seminars and other speaking engagements intended to educate employers on various employment laws/regulations.
In her commercial litigation and transactional work, Ms. Rosendahl represents individuals and corporate clients in 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 has negotiated, reviewed and drafted various business contracts including commercial lease agreements, commercial loans, license agreements, franchisee/franchisor agreements, service contracts, shareholder agreements and others.
Ms. Rosendahl serves as an Advisor for the Themis Bar Review course, working with students studying to take the NY and NJ bar exams. Ms. Rosendahl is also a former board member of the YWCA of Bergen County headquartered in Ridgewood, NJ.
Areas of Practice
Education and Previous Professional Experience
- Juris Doctor, Syracuse University College of Law, Syracuse, NY, 1996
- Bachelor of Arts, Ithaca College, Ithaca, NY, 1993
- Of Counsel, The Levine Law Firm, 2012 – 2013
- Associate, Kaufman, Gelbert & Bern, LLP, 8/1998-6/2002
- Associate, Martin, Clearwater & Bell, LLP, 6/2002-11/2003
- Associate, Kaufman, Bern & Deutsch, LLP, 11/2003 – 2007
- Associate, Law Offices of John A. Gurdak, 1997-1998
- Law Clerk, Superior Court of New Jersey, The Honorable Isabel B. Stark, J.S.C., 1996-1997
- New Jersey State Bar Association
- U.S. District Court of New Jersey Bar
- New York State Bar
- Themis Bar Review Advisor for NY and NJ Bar Examination 2010-present
- JCC Early Childhood Learning Center – Board member 2009-2010
- Associate Editor, Syracuse Journal of International Law and Commerce
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 …
U.S. District Judge Kevin McNulty, of the District of New Jersey, has addressed an issue of first impression in New Jersey: Does a private cause of action exist under the New Jersey Wage and Hour Law (our State’s analog to the federal Fair Labor Standards …