Sixty Park Place, 8th Floor, Newark, NJ 07102
T: 973-824-9700    F: 973-824-6061
308 South New York Road, Suite B, Galloway, NJ  08201
T: 609-677-9800    F: 609-677-9811



Our clients rely on us to vigorously

defend claims that are not work-related

and claims filed by independent contractors,

franchise owners, and owner-operators.




Our attorneys have extensive experience defending workers’ compensation claims on behalf of insured and self-insured companies, insurance carriers, and third party administrators.  Whether a claim involves issues of employment classification and eligibility for workers’ compensation benefits, or a more traditional filing by an injured worker, our attorneys have the skills necessary to formulate a practical and winning defense.  We regularly appear before Workers’ Compensation Law Judges throughout the tri-state area for all claims and in any jurisdiction where the issue of employment is contested and/or claims of discrimination or retaliation for filing a workers’ compensation claim are alleged.


We help our clients preserve their business interests by evaluating and resolving workers’ compensation claims as effectively and expeditiously as possible.  We start by recommending whether a claim should be denied because the claimant is not an employee, the injuries are not work-related, or the claim is not timely.  We then work closely with our clients to prepare for mediations, single member hearings, full Board hearings, and if necessary, appeals.  


With our background in employment law, our attorneys have the unique ability to advise clients on the interplay between workers’ compensation and the Family and Medical Leave Act, the Americans with Disabilities Act, and state leave and disability laws.  Our attorneys also have significant experience in defending workers’ compensation claims filed by independent contractors, franchise owners, and owner-operators who seek reclassification as an employee.  We also assist our clients in making decisions concerning a claimant’s return to work status and regularly advise on decisions concerning light duty or other accommodations for an injured worker and if appropriate, separation of the relationship.