David H. Ganz

Phone: (973) 643-4852
Email: dganz@sillscummis.com
Website: www.sillscummis.com
Professional Biography:
David H. Ganz is Of Counsel to the Sills Cummis & Gross Employment and Labor Practice Group. His practice involves representing management in employment-related litigation in state and federal courts and before the American Arbitration Association and state and federal agencies, as well as conducting employment-related investigations and counseling.

Mr. Ganz has litigated cases involving gender, race, age, national origin and disability discrimination, as well as wrongful termination, sexual harassment and retaliation claims. His experience also includes defending corporate clients in lawsuits involving alleged violations of discrimination, whistleblower, equal pay and other employment statutes, and tort, contract and public policy claims. He has represented employers in restrictive covenant cases, where management seeks to enforce non-compete, non-solicitation and confidentiality agreements, and where management (and individuals) are alleged to have violated such agreements.

Mr. Ganz also conducts investigations of discrimination complaints and advises clients on litigation avoidance, which includes providing guidance and advice on personnel policies, reasonable accommodations and employee hiring, discipline and discharge.

He received his J.D., cum laude, from Boston College Law School in 1989 and his B.A., magna cum laude, from Colgate University in 1986.
Organization: Sills Cummis & Gross P.C.

Articles in the National Law Review database by David H. Ganz:

Employers Beware: Bold Changes to New York Wage and Hour Law (Posted On Wednesday, April 20, 2011)
Privacy Protection and Data Breaches: HR Tip of the Month (Posted On Sunday, April 10, 2011)
U.S. Supreme Court Rules on “Cat’s Paw” Theory of Liability; N.J. Appellate Division Reduces Punitive Damages Where Emotional Distress Award Included Punitive Component (Posted On Saturday, April 9, 2011)
New Jersey’s Appellate Division: Failure to Prove Emotional Distress Damages and Failure to Prove Intentional Infliction of Emotional Distress Does Not Necessarily Foreclose Punitive Damages under the New Jersey Law Against Discrimination (Posted On Friday, March 11, 2011)
The Benefits of Properly Drafted and Administered Document Retention Policies: HR Tip of the Month (Posted On Thursday, March 10, 2011)
Employers Beware of Conducting Self-Evaluative Assessments of Compliance with Employment Laws: HR Tip of the Month (Posted On Wednesday, February 23, 2011)
Third Party Retaliation Claims under Title VII, the Discovery Rule under the NJLAD, and the Self-Critical Analysis Privilege under the FLSA (Posted On Monday, February 21, 2011)
Drafting A Social Media Policy: HR Tip of the Month (Posted On Saturday, December 11, 2010)
Restrictive Covenants: There is No Substitute for Careful Drafting (Posted On Thursday, December 9, 2010)
Curtailing the After-Hours Use of Blackberries by Non-Exempt Employees - Employment Tip of the Month (Posted On Saturday, November 13, 2010)
Is an Adverse Employment Consequence a Necessary Element for a Failure to Accommodate Claim in New Jersey? (Posted On Monday, November 8, 2010)
Proving Causation in a Retaliation Claim in the Second Circuit (Posted On Thursday, September 16, 2010)
New York Court of Appeals Limits the Ability of Out-of-State Employees to Assert Claims under New York City and New York State Human Rights Laws (Posted On Wednesday, August 4, 2010)

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