Blau, Brown & Leonard, LLC handle a diverse array of litigation matters across the country in conjunction with local counsel. Class Actions, Catastrophic Injuries, Mass Torts, Employment Litigation are just some of the areas the firm focuses on. Even if we can’t help you, please call and let one of our seasoned attorneys shepherd you to someone that may be able to assist.

Class Actions - The law allows a collective mechanism called a class action to address an injustice when multiple individual’s rights are exploited. Sometimes, it takes only one to stand up to the wrong to make it right. Types of class action we currently handle or are investigating include labor based violations of Wage & Hour laws, such as the FLSA(Fair Labor Standards Act), Minimum Wage violations, Erisa violations, Pension violations, and other labor and employment based class rights. Other types of class actions we investigate are Anti-Trust, Consumer Fraud, shareholder rights, and any matter which may affect a large quantity of plaintiffs. If you have questions regaridng your rights CONTACT US or call us at (800) 910-0529. We take cases all over the country in conjunction with local counsel and there is no fee to us unless we recover money.

If you have a question about class actions, please feel free to call as well. We can represent the rights of plaintiffs in State or Federal Court. In the United States federal courts, class actions are governed by Federal Rules of Civil Procedure Rule 23 and 28 U.S.C.A. § 1332 (d). The procedure for filing a class action is to file suit with one or several named plaintiffs on behalf of a proposed class. The proposed class must consist of a group of individuals or business entities that have suffered a common injury or injuries. Typically these cases result from an action on the part of a business or a particular product defect or policy that applied to all proposed class members in a uniform manner. After the complaint is filed, the plaintiff must file a motion to have the class certified. In some cases class certification may require additional discovery in order to determine if the proposed class meets the standard for class certification.
Upon the motion to certify the class, the defendants may object to whether the issues are appropriately handled as a class action, to whether the named plaintiffs are sufficiently representative of the class, and to other factors to determine if the case is properly before the Court as a class..
In federal civil procedure law, which has generally been accepted by most states (through adoption of state civil procedure rules paralleling the federal rules), the class action must have certain definite characteristics: (1) the class must be so large as to make individual suits impractical, (2) there must be legal or factual claims in common (3) the claims or defenses must be typical of the plaintiffs or defendants, and (4) the representative parties must adequately protect the interests of the class. In many cases, the party seeking certification must also show (5) that common issues between the class and the defendants will predominate the proceedings, as opposed to individual fact-specific conflicts between class members and the defendants and (6) that the class action, instead of individual litigation, is a superior vehicle for resolution of the disputes at hand.
Class Actions are a wonderful mechanism that enable the disenfranchised to prosecute their rights. For example, say an individual was defrauded by a corporation out of $100. Normally, that defrauded individual will not be able to find an attorney to take the action due to the amount in controversy. If however, ten thousand people are in the same predicament, then a quality law firm can dedicate resources to prosecuting a matter that normally an individual could not find representation for. CONTACT US

Employment & Labor Law

There are a large assortment of cases that address your rights in the workplace. The types of cases our firm litigates include, Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Wage & Hour, Minimum Wage, WARN ACT, Sexual Harassment, Discrimination, and Whistleblower. If you believe any of these affect you, please CONTACT US or call (800) 910-0529 for a free consultation.

Fair Labor Standards Act (FLSA) - The Fair Labor Standards Act of 1938 (Pub.L. 75-718) (FLSA, ch. 676, 52 Stat. 1060, June 25, 1938, 29 U.S.C. ch.8), also called the Wages and Hours Bill, is United States federal law that applies to employees engaged in interstate commerce or employed by an enterprise engaged in commerce or in the production of goods for commerce, unless the employer can claim an exemption from coverage. The FLSA established a national minimum wage guaranteed time and a half for overtime in certain jobs, and prohibited most employment of minors in "oppressive child labor," a term defined in the statute.
Basically, FLSA violates arise when an employer improperly places an employee on salary or fails to pay time and half for hours over forty. If you fall into either class, please call us ASAP at (800) 910-0529 as your rights are time sensitive.

Family Medical Leave Act (FMLA) - The Family and Medical Leave Act of 1993, also known as the FMLA, was passed by the 103rd United States Congress and subsequently signed into law on 5 February 1993 by President William Jefferson Clinton (Public Law 103-3; 29 U.S.C. sec. 2601; 29 CFR 825). The bill was among the first signed into law by President Clinton in his first term. The FMLA is a labor law allowing an employee to take job-protected unpaid leave due to a serious health condition that makes the employee unable to perform his or her job, to care for a sick family member, or to care for a new child (including by birth, adoption or foster care). The FMLA is administered by the Employment Standards Administration's Wage and Hour Division within the U.S. Department of Labor.
Oftentimes, the employer uses a pretense to fire employees who utilize FMLA. Certain questions which are relevant is the size of the employer, the length of time at the employer, the amount of time utilized within the last twelve months, and the nature of the leave requested. Call us at (800) 910-0529 to discuss your rights under the FMLA.

WARN ACT - The Worker Adjustment and Retraining Notification Act (WARN Act) is a United States labor law which protects employees, their families, and communities by requiring most employers with 100 or more employees to provide sixty- (60) calendar-day advance notification of plant closings and mass layoffs of employees. It became law in August 1988 and took effect in 1989.
Employees entitled to notice under the WARN Act include managers and supervisors, hourly wage, and salaried workers. The WARN Act requires that notice also be given to employees' representatives (i.e. a labor union), the local chief elected official (i.e. the mayor), and the state dislocated worker unit.
The advance notice gives workers and their families transition time to adjust to the prospective loss of employment, to seek and obtain other employment, and, if necessary, to enter skill training or re-training programs that will allow these workers to successfully compete in the job market.

SEXUAL HARASSMENT - Sexual harassment at work occurs whenever unwelcome conduct on the basis of gender affects a person's job, It is defined by the Equal Employment Opportunity Commission (EEOC) as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
submission to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or
submission to or rejection of the conduct by an individual is used as a ,basis for employment decisions affecting such individual, or
the conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
The U.S. Supreme Court has simplified matters somewhat by explaining that there are two basic types of unlawful sexual harassment. The first type involves harassment that results in a tangible employment action. An example would be a supervisor who tells a subordinate that he or she must be sexually cooperative with the supervisor or he or she will be fired, and who then indeed does fire the subordinate for not submitting. The imposition of this crude "put out or get out” bargain is often referred to as quid pro quo ("this for that"). This kind of unlawful sexual harassment can be committed only by someone who can make or effectively influence employment actions (such as firing, demotion, and denial of promotion) that will affect the victimized employee.
A second type of unlawful sexual harassment is referred to as hostile environment. Unlike a quid pro quo, which only a supervisor can impose, a hostile environment can result from the gender-based unwelcome conduct of supervisors, co-workers, customers, vendors, or anyone else with whom the victimized employee Interacts .on the job. If you are the victim of sexual harassment CONTACT US or call (800) 910-0529. The consultation is free and confidential.

DISCRIMINATION – An employer may not discriminate against you if you fall into a protected classification. Some types of impermissible discrimination include Religious Discrimination, Racial Discrimination, Gender Discrimination, Age Discrimination, Disability Discrimination, and National Origin Discrimination. These types of cases may be extremely time sensitive, so it is imperative to have quality counsel involved as early as possible. If you wish to discuss your case, please call (800) 910-0529 for a free consultation.

Mass Torts –

ASBESTOS – Asbestos can cause a rare cancer known as Mesothelioma that is directly correlated to exposure to the substance. It may take many years to manifest, and when it does, unfortunately, the results are generally life-threatening. If you or a loved one have been injured due to Asbestos exposure, CONTACT US to find out about your rights and we will work hard to make sure that you are compensated for this injustice.

ARAVA - The FDA has issued a boxed warning about possible liver damage, resulting in liver failure and sometimes death. If you or a loved one has experienced negative side effects from ARAVA, contact our firm 24/7 to find out about your rights.

AVANDIA - Avandia - Rosiglitazone is prescribed medication to treat Diabetes. Manufactured by GlaxoSmithKline, in May 21, 2007, the United States Food & Drug Administration ("FDA") issued a Safety Alert regarding Avandia. In December of the same year a "Black Box Warning" was issued by the FDA about the risk of heart attacks and heart issues with the drug. If you or a loved one has suffered a heart complication from Avandia please CONTACT US or call (800) 910-0529. Recently, the defendants have settled the Avandia litigation. Call ASAP to find out if you are eligible to be a part of the settlement.

DENTURE CREAM – Zinc poisoning has been linked to the use of certain denture cream products such as Poligrip and Fixodent. The poisoning may lead to serious neurological disorders and other severe medical side effects. CONTACT US if you or someone you know has suffered from these products.

DEPUY ASR HIP - If you have or had a hip implant determine the model of your hip implant. We can assist if you don’t know. Even if you have no problems now, you may have serious problems arise in the future. If you have a recalled DePuy hip implant you need to speak with one of our attorneys right away to preserve your rights.
Speak with an actual attorney and receive a free, confidential case review 24/7. Or fill out our easy form and our attorneys will speak with you discretely at your convenience. We return calls on weekends and after-hours as well as during normal business hours. CONTACT US Call our 24/7 number at (800) 910-0529 and mention this case and we will make sure your concerns are serviced ASAP.

YAZ - YAZ is another form of birth control where women have suffered clotting issues, including deep vein thrombosis, pulmonary emobolisms, stroke and death. Young women should not be dying or suffering life-altering events from their birth control in this day and age! If you or a loved one have suffered any of the above symptoms call us at (800) 910-0529 or CONTACT US for a free consultation. See us on the web at http://www.yazrights.com

PERSONAL INJURY -
Blau, Brown & Leonard, LLC is an eminent litigator of personal injury cases. With our firm you have the pit bull aggressiveness that comes with seasoned, accomplished, battle tested attorneys, coupled with the personable atmosphere where attorneys return calls promptly and always keep your case moving in a forward direction. Our firms credentials are impeccable, from an acclaimed former FBI Legal Advisor, to multi-million dollar verdicts, to handily defeating "SuperLawyers", the talent pool in our firm is admirable and we will vigorously fight and pursue your claim.
We are very selective about our caseload and only take cases which we believe have significant damages. Our selectivity stems from the fact that we only take cases on a contingency basis, which means the only way our firm is paid is if we garner a successful result for you our client.
Consultations are free of charge, so if you've been injured CONTACT US or call us 24/7 at (800) 910-0529. We are licensed in New Jersey, New York, Pennsylvania and Oklahoma,[1] and certain other cases we take nationwide in conjunction with local counsel.
We are not a high volume personal injury firm. We take a low volume of cases so we can give the case and our client personalized and individualized attention. You are not a number to us, you are someone who has been injured and deserves compensation for their injury.
Types of Personal Injury cases we take are varied. If you have been seriously injured in any manner, please CONTACT US or call us 24/7 at (800) 910-0529. Some representative types of cases we take are as follows:
· New Jersey Medical Malpractice
· New York Medical Malpractice
· Pennsylvania Medical Malpractice
· New Jersey Personal Injury
· Hudson County Personal Injury
· Bergen County Personal Injury
· New York Personal Injury
· Pennsylvania Personal Injury
· Catastrophic Injury (Nationwide)
· Wrongful Death (Nationwide)
· Nursing Home Neglect
· Legal Malpractice
· Motor Vehicle Accidents
· Boating Accidents
· Airplane Accidents
· Construction Accidents
· Birth Injuries
· Serious Injuries - Call (800) 9100-LAW or CONTACT US for a prompt call back