<\/span>[\/et_pb_blurb][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”Inter|500|||||||” text_text_color=”#000000″ text_orientation=”right” custom_margin=”||20px||false|false” text_orientation_tablet=”right” text_orientation_phone=”left” text_orientation_last_edited=”on|phone” locked=”off” global_colors_info=”{}”]Temple University School of Law,
\n(J.D.,1986)[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”Inter|500|||||||” text_text_color=”#000000″ text_orientation=”right” custom_margin=”||20px||false|false” text_orientation_tablet=”right” text_orientation_phone=”left” text_orientation_last_edited=”on|phone” locked=”off” global_colors_info=”{}”]University of Pennsylvania, The Wharton School,
\n(B.B.A.,1982)[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”off|desktop” _builder_version=”4.27.4″ _module_preset=”default” background_color=”#F5F5F5″ custom_padding=”80px||100px||false|false” custom_padding_tablet=”80px||100px||false|false” custom_padding_phone=”60px||80px||false|false” custom_css_free_form=”.et_pb_module.et_pb_code.et_pb_code_8 {|| margin-left: -10px;||}” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” width=”90%” max_width=”1200px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”Lato|900||on|||||” text_text_color=”#ba6f63″ text_font_size=”17px” custom_margin=”||10px||false|false” locked=”off” global_colors_info=”{}”]<\/p>\nAbout<\/p>\n
[\/et_pb_text][et_pb_heading title=”Professional Backgound” _builder_version=”4.27.4″ _module_preset=”default” title_font=”Lato|700|||||||” title_text_color=”#2f6194″ global_colors_info=”{}”][\/et_pb_heading][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” background_color=”#FFFFFF” width=”90%” max_width=”1200px” custom_padding=”|30px||30px|false|true” border_radii=”on|10px|10px|10px|10px” border_width_left=”2px” border_color_left=”#0C71C3″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”Lato||||||||” text_text_color=”#000000″ global_colors_info=”{}”]Frank P. Spada, Jr. has been representing management in all areas of employment law and labor relations since 1986. His practice includes counseling clients on human resource issues, including discipline, hiring, firing and better productivity through employee relations. He also advises clients regularly on the application of the various federal and state employment laws, including the FMLA, FLSA, ADA, ADEA, WARN, ERISA, PHRA, and the NJ LAD, as well as the development and enforcement of confidentiality, non-competition, and severance agreements.[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”Lato||||||||” text_text_color=”#000000″ global_colors_info=”{}”]Mr. Spada has handled numerous cases through trial and appeal involving employment contracts, ERISA and FLSA issues and in the discrimination area, including race, sex, age, disability and religious discrimination matters. He represents employers before the Equal Employment Opportunity Commission, the New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission and other state agencies throughout the country. He also has handled many matters in the enforcement or defense of non-competition\/non-solicitation\/non-disclosure clauses in many states, including New Jersey and Pennsylvania. His extensive experience also includes employment arbitration, ERISA litigation, independent contractor compliance, non-compete and trade secrets litigation, as well as counseling clients on privacy, security and data protection issues.[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”Lato||||||||” text_text_color=”#000000″ global_colors_info=”{}”]In the labor law area, Mr. Spada counsels management in dealing with unions in collective bargaining negotiations, arbitrations, unfair labor practice proceedings, mass picketing and other injunction actions, union elections and de-certifications in the public and private sectors.[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”Lato||||||||” text_text_color=”#000000″ global_colors_info=”{}”]He represents employers ranging from small businesses to large corporations with multiple facilities and within a number of industries, including trucking, construction, manufacturing, graphics, computer, restaurant, clothing and health care. Mr. Spada has been certified by the New Jersey Association of Professional Mediators and is a New Jersey Superior Court Rule 1:40 qualified mediator included on the roster of court-approved mediators, as well as being a qualified mediator on the roster of the American Arbitration Association.[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”Lato||||||||” text_text_color=”#000000″ global_colors_info=”{}”]Mr. Spada enjoys an AV Rating from Martindale-Hubbell; has been recognized as a Preeminent Lawyer by Martindale-Hubbell in the fields of litigation and employment law. Before joining Semanoff Ormsby Greenberg & Torchia, LLC, Mr. Spada spent over a decade practicing law as a partner at a prestigious Philadelphia based law firm.[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”100px||100px||false|false” custom_padding_tablet=”80px||80px||false|false” custom_padding_phone=”60px||60px||true|false” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” width=”90%” max_width=”1200px” custom_padding=”0px||0px||true|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”Lato|900||on|||||” text_text_color=”#ba6f63″ text_font_size=”17px” custom_margin=”||10px||false|false” locked=”off” global_colors_info=”{}”]<\/p>\n
Publications:<\/p>\n
[\/et_pb_text][et_pb_heading title=” Presentations and Webinars” _builder_version=”4.27.4″ _module_preset=”default” title_font=”Lato|700|||||||” title_text_color=”#2f6194″ locked=”off” global_colors_info=”{}”][\/et_pb_heading][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” width=”90%” max_width=”1200px” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_blurb title=”\u201cHot Topics in Employment Law\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
HRMA Annual Legal Seminar, November 18, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cWorkplace investigations: A Practitioner\u2019s View\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
PBI Seminar, July 31, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cLegal Update for HR Professionals\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
April 20, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cAdvanced Trial Tactics\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
National Business Institute, December 18, 2013: Princeton, NJ<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cHot Topics in Employment Law\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
HRMA Legal Seminar, January 27, 2012<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”Defining discrimination: Federal law and LGBTQ+ employee workplace discrimination protections” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
Smart Business Magazine, September 2018<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cState of the Unions: How to be prepared for the accelerated union process\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
Smart Business Magazine, February 2016<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cTelecommuting May Not Always be a Reasonable Accommodation Under the ADA,\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
The HR Specialist, June 16, 2015<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cNLRB Issues Final Rule on \u2018Quickie Elections\u2019\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
Pepper@Work, January 8, 2015<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cMailing of FMLA Notices Not Sufficient to Overcome Denial of Receipt by Employee\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
Pepper@Work, August 13, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cIs Telecommuting a More \u2018Reasonable\u2019 Accommodation Under the ADA?\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
The HR Specialist, June 19, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cThird Circuit Holds that Successor Liability Exists Under the Fair Labor Standards Act\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
Pepper@Work, April 22, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cUnionized Employers Take Note of the Recent Supreme Court Ruling Under the FLSA\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
The HR Specialist, March 25, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cA Reminder to New Jersey Employers Regarding Recent Gender Equity Notice Posting Requirements\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
Pepper@Work, January 22, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cRecently Enacted New Jersey Law Requires Employers to Provide Leave for Victims of Domestic Violence and Sexual Assault as of October 1, 2013\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_align=”left” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
Pepper@Work, August 13, 2013<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cNLRB Focuses on Employers\u2019 Internal Investigations\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
The HR Specialist, October 2012<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cNew Jersey Enacts Posting and Notice Requirements on Pay Equality\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
Pepper@Work, November 28, 2012<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cNLRB Clamps Down on Internal Investigation Confidentiality\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” global_colors_info=”{}”]<\/p>\n
Business Management Daily, November 2, 2012<\/p>\n
[\/et_pb_blurb][et_pb_heading title=”Publications” _builder_version=”4.27.4″ _module_preset=”default” title_font=”Lato|700|||||||” title_text_color=”#2f6194″ locked=”off” global_colors_info=”{}”][\/et_pb_heading][et_pb_blurb title=”Defining discrimination: Federal law and LGBTQ+ employee workplace discrimination protections” url=”https:\/\/www.sogtlaw.com\/wp-content\/uploads\/2018\/09\/01481376.pdf” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
Defining discrimination: Federal law and LGBTQ+ employee workplace discrimination protections<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cState of the Unions: How to be prepared for the accelerated union process\u201d” url=”https:\/\/www.sogtlaw.com\/wp-content\/uploads\/2016\/02\/State-of-the-unions-FPS-January-2015.pdf” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
Smart Business Magazine, February 2016<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cTelecommuting May Not Always be a Reasonable Accommodation Under the ADA,\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
The HR Specialist, June 16, 2015<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cNLRB Issues Final Rule on \u2018Quickie Elections\u2019” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
Pepper@Work, January 8, 2015<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cMailing of FMLA Notices Not Sufficient to Overcome Denial of Receipt by Employee\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
Pepper@Work, August 13, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cIs Telecommuting a More \u2018Reasonable\u2019 Accommodation Under the ADA?\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
The HR Specialist, June 19, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cThird Circuit Holds that Successor Liability Exists Under the Fair Labor Standards Act\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
Pepper@Work, April 22, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cUnionized Employers Take Note of the Recent Supreme Court Ruling Under the FLSA\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
The HR Specialist, March 25, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cA Reminder to New Jersey Employers Regarding Recent Gender Equity Notice Posting Requirements\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
Pepper@Work, January 22, 2014<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cRecently Enacted New Jersey Law Requires Employers to Provide Leave for Victims of Domestic Violence and Sexual Assault as of October 1, 2013\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
Pepper@Work, August 13, 2013<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cNLRB Focuses on Employers\u2019 Internal Investigations\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
The HR Specialist, October 2012<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cNew Jersey Enacts Posting and Notice Requirements on Pay Equality\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
Pepper@Work, November 28, 2012<\/p>\n
[\/et_pb_blurb][et_pb_blurb title=”\u201cNLRB Clamps Down on Internal Investigation Confidentiality\u201d” use_icon=”on” font_icon=”$||divi||400″ icon_color=”#0C71C3″ image_icon_background_color=”#f0f4f8″ icon_placement=”left” image_icon_width=”19px” content_max_width=”100%” _builder_version=”4.27.4″ _module_preset=”default” header_font=”Lato||||||||” header_text_color=”#2F6194″ body_font=”Lato||||||||” body_text_color=”#000000″ image_icon_custom_margin=”|10px|||false|false” image_icon_custom_padding=”10px|10px|10px|10px|true|true” custom_padding=”30px|20px|30px|20px|true|true” custom_css_blurb_title=”padding-bottom:0px;” border_radii=”on|10px|10px|10px|10px” border_width_all=”1px” border_color_all=”#F0F4F8″ border_radii_image=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”0px” box_shadow_blur=”1px” locked=”off” global_colors_info=”{}”]<\/p>\n
Business Management Daily, November 2, 2012<\/p>\n
[\/et_pb_blurb][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"
AttorneyAttorney215-887-2653fspada@sogtlaw.comDownload vCardLinkedInPRACTICE AREAS Employment Commercial Litigation Meditation & Arbitration EDUCATION Temple University School of Law, (J.D.,1986)University of Pennsylvania, The Wharton School, (B.B.A.,1982)AboutFrank P. Spada, Jr. has been representing management in all areas of employment law and labor relations since 1986. His practice includes counseling clients on human resource issues, including discipline, hiring, firing and better […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"class_list":["post-5643","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/barlensogat.tempserver4.org\/index.php?rest_route=\/wp\/v2\/pages\/5643","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/barlensogat.tempserver4.org\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/barlensogat.tempserver4.org\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/barlensogat.tempserver4.org\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/barlensogat.tempserver4.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=5643"}],"version-history":[{"count":6,"href":"https:\/\/barlensogat.tempserver4.org\/index.php?rest_route=\/wp\/v2\/pages\/5643\/revisions"}],"predecessor-version":[{"id":5689,"href":"https:\/\/barlensogat.tempserver4.org\/index.php?rest_route=\/wp\/v2\/pages\/5643\/revisions\/5689"}],"wp:attachment":[{"href":"https:\/\/barlensogat.tempserver4.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=5643"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}