William R. Horwitz is counsel in the firm’s Labor & Employment Practice Group. He advises employers regarding employment related issues and defends employers in litigation before state and federal courts as well as before administrative agencies and in arbitration. As a former prosecutor with the Queens County District Attorney’s Office, where he specialized in appellate litigation, together with his representation of employers for over fifteen years, Bill has extensive litigation experience in both New York and New Jersey courts. Bill’s cases have arisen in a variety of industries including healthcare, life sciences, finance, hospitality and retail.
Bill has defended employers against a wide range of employment claims including allegations of whistleblowing, retaliation, sexual harassment, disability and race discrimination, and breach of contract. Bill has litigated wage and hour class and collective actions. He has also represented financial institutions, commercial landlords and retail establishments in Americans with Disabilities Act accessibility cases.
A member of the firm’s Competitive Advantage, Trade Secret and Computer Fraud and Abuse Team, Bill also represents clients in disputes involving restrictive covenants, misappropriation of trade secrets and unfair competition, and has litigated these claims in various states, including TRO and preliminary injunction hearings. In addition, Bill works with companies to develop new or improve existing policies, procedures and agreements to safeguard confidential information and business relationships.
Bill has a great deal of experience in cases involving large amounts of electronically stored information, working with courts, adversaries and Information Technology professionals to effectively manage e-discovery to minimize costs during litigation.
In his counseling work, Bill advises management clients on all types of employment related issues and the prevention of workplace disputes. He drafts handbooks, employment contracts, arbitration agreements and separation agreements, and conducts audits of Human Resources policies and practices. Employers also retain Bill to conduct investigations of alleged workplace misconduct. In the health care arena, Bill has expertise and advises employers regarding their compliance obligations under New Jersey’s Health Care Professional Responsibility and Reporting Enhancement Act (a/k/a the Cullen Law).
The Martindale-Hubbell Law Directory has given Bill its highest possible peer review rating, AV Preeminent, meaning that he has been recognized by his peers for his legal ability and ethical standards. Bill is also a frequent contributor to the firm’s Labor & Employment blog, Laborsphere. Click here to read Bill's posts.
A graduate of the University of Michigan and Emory University School of Law, Bill is admitted to practice before the state courts of New York and New Jersey, the United States District Courts for the Eastern and Southern Districts of New York, the United States District Court for the District of New Jersey, and the United States Court of Appeals for the Second and Third Circuits.
Woods v. Computer Horizons Corp., 2008 U.S. Dist. LEXIS 22406 (E.D.N.Y. March 20, 2008) (race and disability discrimination)
Stallworth v. Reheis Co., 2007 U.S. Dist. LEXIS 46469 (D.N.J. June 27, 2007) (race discrimination).
Allied Office Supplies, Inc. v. Lewandowski, 261 F. Supp. 2d 107 (D.Conn. 2003) (restrictive covenants).
Swider v. HA-LO Industries, Inc., 134 F. Supp. 2d 607 (D.N.J. 2001) (age discrimination).