Sharon Cohen

Labor + Employment: Employment Counseling and Training; Internal Investigations; Employment Litigation, Arbitration and Mediation; Non-Competes, other Restrictive Covenants, Trade Secrets and Raiding

Sharon Cohen’s proactive counsel equips employers to address challenges throughout the employment life cycle. Clients value Sharon’s ability to navigate high-stakes issues swiftly. Drawing on industry best practices and her early career litigation experience, she delivers solutions to help clients limit their legal risk, protect their public image and maintain employee morale.

When working with creative agencies, financial service firms and health care companies, Sharon strives to preempt or drastically limit potential liability in all aspects of employment. She regularly advises in-house counsel, human resources and senior leadership teams on day-to-day employment issues including workplace investigations, wage and hour compliance, family and medical leaves, disability accommodations, terminations and complex employment agreements.

With her litigation background and extensive experience conducting internal investigations of highly sensitive discrimination and harassment allegations, Sharon lends perspective on how a judge or mediator might assess a claim, helps resolve matters quickly and provides practical recommendations to mitigate risk. Using her deep knowledge of nationwide employment laws and industry trends, she provides targeted, proactive advice and cost-effective solutions to keep sensitive personnel matters from escalating.

Sharon often advises on the rapidly evolving area of family and medical leave and sick leave laws. Clients rely on her deep understanding of these laws and industry benchmarks in crafting paid leave policies that are both compliant and competitive to help retain talent. She also regularly trains in-house teams to stay current on nationwide sick and family leave laws and conducts anti-harassment and diversity, equity and inclusion trainings focused on spotting unconscious bias and avoiding costly mistakes that could result in discrimination and retaliation claims.