Sara Kula Partner

Sara Kula is the head of the firm’s Employment Law group.  She represents businesses in all aspects of the employment relationship, with an emphasis on:

  • Wage and hour compliance;
  • Workplace harassment and discrimination;
  •  Leaves of absence and disability accommodations;
  • Neutral investigations of work-place complaints;
  • Single plaintiff and class-action litigation; and
  • Administrative audits and complaints.

Sara counsels clients to ensure compliance with federal, state and local laws, provides guidance when questions arise on hiring, performance management, terminations, workplace disputes, or other issues, and defends businesses before federal and state courts and administrative agencies.  She also regularly drafts handbooks, policies, and employment-related agreements.

As former in-house counsel, Sara views matters with a business-oriented mindset and looks for effective, low-cost and operationally efficient solutions.

Education

  • University of Pennsylvania Law School, J.D., magna cum laude
  • University of Rochester, BA, magna cum laude

Bar Admissions

  • New York

Senate Passes Paid Leave Coronavirus Relief

Today the Senate passed the Families First Coronavirus Response Act. Among other things, the law includes an emergency expansion of the Family and Medical Leave Act and a requirement for paid sick leave related to COVID-19. Both of these new and temporary laws only apply to employers with fewer than 500 employees. In addition, the […]

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Department of Labor Issues Guidance and Poster for Families First Coronavirus Response Act

The Families First Coronavirus Response Act (FFCRA or Act) requires employers with  fewer than 500 employees to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. The Act will take effect on April 1, 2020.

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Are You Prepared for New York’s Paid Family Leave Law?

New York’s Paid Family Leave law (PFL) will go into effect on January 1, 2018. Although that date is still several months away, there are things employers can and should do now to prepare.

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Employer Alert – Ban on Salary History Information

In October 2015, New York City employers were banned from asking about applicants’ criminal conviction history during the application and interview process. This required many employers to update their employment applications, interview practices and background check process.

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