Drew is a Senior Counsel and Practice Leader of the Employment Law Practice at Dorf & Nelson. After more than thirty years of practicing in labor and employment law, Drew has experience in virtually every facet of workplace interactions. He is a pragmatic, responsive and efficient resource in avoiding and resolving workplace disagreements relating to discharge and discipline, discrimination, harassment, wages and hours, benefits, leaves, accommodations, retaliation, employment contracts, shareholder agreements and unfair competition.
Drew has successfully tried cases in federal and state courts, in arbitration and before administrative agencies, including the National Labor Relations Board and the New York State Division of Human Rights. He also adds value through day-to-day counseling on workplace management and administration, investigating harassment and other employment related complaints, auditing practices and policies to assure compliance with the myriad laws and regulations, and drafting contracts and policies to achieve desired results and avoid liabilities.
Drew is counsel of record in dozens of reported decisions. His notable successes include cases enforcing arbitration agreements, establishing an employer’s right to hire and retain strike replacements, delineating minimum pleading standards for overtime claims, enforcing the theory of inevitable disclosure to prevent a competitor from hiring a former employee; and granting summary judgment in a nation-wide misclassification class action.
Drew is admitted to practice before the Supreme Court of the United States, the federal and state courts of New York and New Jersey, and the federal court of Connecticut.
He earned his J.D. cum laude from Fordham University School of Law where he was a member of the Fordham Law Review.
He was awarded his B.A. from the State University of New York.
He received an AV Peer Review Rating, Martindale-Hubbell
New York Bar Association, Labor Section Committee Co-Chair
Member American, New York State, Westchester County and White Plains Bar Association.
New York Metro Super Lawyer
Rodriguez-Depena v. Parts Authority Inc., 2017 U.S. App. LEXIS 24995 (2nd Cir. 2017)(establishing that FLSA claims may be subject to arbitration and class action waivers)
Banner Industries v. Wicks, 631 Fed. Appx 79 (2nd Cir. 2016) (affirming summary dismissal of unfair competition claim because fact that employee had information belonging to former employer does not give rise to an inference that the information was misappropriated nor that employee used the trade secrets at his new job)
DeJesus v. HF Management Services, 726 F.3d 85 (2d Cir. 2013)(affirming dismissal of overtime claim and establishing requirement that FLSA plaintiff allege more than the statutory language of the FLSA and include facts sufficient to raise a plausible inference of an FLSA overtime violation).
Rockmore v. Antell, 353 F. App’x. 517 (2d Cir. 2009) (affirming the dismissal of discrimination complaint where plaintiff had signed a release, claimed the release was voidable on economic duress grounds, but failed to make the necessary efforts to void the contract for three years, and thus had ratified the contract)
Young v. L’Oreal USA, Inc. (SDNY 2018)(successful settlement of disability discrimination claim based on web site access)
Pouncy v. Advanced Focus LLC (S.D.N.Y. 2017)(award of summary judgment dismissing federal and state claims of race discrimination and retaliation)
Diaz v. Michigan Logistics, Inc., F. Supp. 3d 375 (E.D.N.Y. 2016)(enforcing arbitration agreement with class action waiver under New York state law)
Zutrau v. ICE Systems, Inc., 128 A.D.3d 1058 (2nd Dept. 2015)(affirming post-trial defense verdict on claims of sex discrimination, harassment and retaliation)
Scott v. SSP Am., Inc., 2011 WL 1204406, 2011 U.S. Dist. LEXIS 32819 (E.D.N.Y. Mar. 29, 2011) (obtaining summary judgment dismissing class and collective misclassification claim by restaurant manager who spent 90% of her time performing nonexempt work based on her deposition testimony that she “multi-tasked” by supervising staff while stocking shelves, working the cash register and bussing tables)
Quantlab Financial, LLC v. Tower Research Capital, 715 F. Supp. 542 (S,D.N.Y. 2010) (obtaining restraining order precluding former employee from joining competitor based on inevitable disclosure doctrine).
Eberhart v. HF Management Services, LLC, (NLRB Sept. 14, 2017)(obtained post-hearing dismissal of unfair labor practice charge based on announcement that only designated employees are permitted to speak with the press)
Northeast Logistics, Inc. v. Ramirez, 18-cv-08192 (S.D.N.Y. 2018)(action to confirm arbitration awards holding that delivery drivers were independent contractors rather than employees)
Northeast Logistics, Inc., ALJ Case No. 017-11489 (reversing Department of Labor unemployment insurance audit ruling that hundreds of delivery drivers were employees for whom unemployment insurance contributions should have been paid)