We are very selective about the cases we take, particularly on the plaintiffs' side. We may receive 150 calls per month, and we may only take two percent of those cases. In every matter, there has to be a good fit. We must feel comfortable that we are on the right side of a case before taking it on. It's simple: We only work on cases that we believe in.

It's easy for me to love what I do. Each case is a puzzle to be worked through and solved creatively. Employment law is very people oriented, more so than other areas of the law. Since every case is entirely different, there is a constant evolution of the field of employment law.

We are seeing an increase in the number of wage-hour and overtime cases that are presented to us and many of our cases now focus on this area. The wage-hour laws and regulations are complex, sometimes illogical, and difficult for both employers and workers to understand - and the implications of a violation in this area can be dramatic.

I was fortunate enough to work on the first wage-hour and sexual harassment class actions in New York. These cases helped set the framework for hundreds of class actions that followed. Dozens of lawyers routinely call me about their wage-hour matters. I enjoy discussing the various strategic ways of addressing an issue.

Many of our cases also involve sexual harassment claims. It's amazing: For all the progress in addressing discrimination in the workplace, harassment isn't going away. Sometimes a manager will simply think he (or she) is God, who can do anything to anyone. In one instance, we found 60 witnesses willing to testify against a manager charged with harassment. Many forward-looking companies see the value of preventing harassment through proper training and policies. Where harassment exists, the victims clearly pay a price, but employers are beginning to understand that they do as well. Discriminatory harassment in the workplace creates an unhappy, unmotivated workforce. That's the real cost of sexual harassment, regardless of whether or not the matter makes it into a courtroom. Many employers realize that they simply can't afford, in this competitive environment, to tolerate harassment.

HRTrain (founded in 1996), has been an important part of my overall focus on employment law. The on-line training process, which we've created, continuously proves its effectiveness.

I believe we are making a difference, for both employees and employers.