Daniel S. Braverman
Employment Partner
Admitted
New York (1995)
New Jersey (1994)
U.S. District Court for the Northern District of New York (1999)
U.S. District Court for the Southern District of New York (1999)
U.S. District Court for the Eastern District of New York (1999)
U.S. District Court for the Western District of New York (1999)
U.S. District Court for the District of New Jersey (1994)
U.S. District Court for the District of Connecticut (1999)
U.S. Court of Appeals for the Second Circuit (1999)
U.S. Court of Appeals for the Third Circuit (1999)
Law School
Seton Hall University School of Law, J.D., cum laude (1994)
University
State University of New York at Binghamton (1990)
Daniel Braverman is a Partner and Chair of the Employment Department. For more than twenty-five years, Daniel has been counseling and representing clients in all aspects of the employment relationship. After having worked for many years at a large national law firm and a boutique Labor and Employment law practice, with some of the finest and most respected attorneys in the nation, he decided to start his own practice dedicated to the intriguing and challenging practice of Labor and Employment law.
Daniel is devoted to the practice of Labor and Employment law and litigation and related business matters. He zealously represents companies and individuals through the complex and evolving labor and employment legal landscape.
Daniel clerked for a respected jurist in the New Jersey Superior Court, Appellate Division, and frequently lectures on Labor and Employment law topics. He is licensed to practice law in the State of New York and the State of New Jersey and has represented clients in numerous states throughout the nation.
In his spare time, Daniel enjoys running, deep sea fishing and traveling. He also treasures spending time with his family. Daniel also is an avid soccer fan.
Daniel performs legal services for Romano Law through Braverman, PLLC.
Blog Entries
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Your Standard Severance Agreements May Now Violate the NLRA
Companies often part with employees, whether through furlough, termination for cause, or mutual agreement. When employees leave a company, they sometimes sign an agreement detailing the terms of the separation. It is common for these severance and settlement agreements to include non-disparagement, confidentiality, and non-disclosure clauses. However, a recent National Labor Relations Board (NLRB) decision