Yvette advises and represents employers in a broad range of labor and employment matters from daily counseling through litigation. She provides employment advice and counsel to employers on issues such as employee discipline and termination, reasonable accommodations, leave entitlements, wage and hour issues, and human resource policies and handbooks. Yvette conducts internal employment investigations on behalf of clients, makes recommendations, and prepares employer responses to administrative charges, including charges before the Equal Employment Opportunity Commission.
A strong advocate for her clients, Yvette is known for her personable and practical approach. She guides clients through the legal process providing clear and consistent communication, and ensuring they are comfortable and informed at every stage. Yvette is passionate about her practice and can see issues from both sides. Her previous experience on the employee side of labor-and-employment-related claims gives her deep insight into the employee perspective, which is always helpful to her employer clients.
Yvette defends employers in a broad range of employment matters before New Jersey and Pennsylvania state and federal courts, including wrongful terminations, retaliation, harassment, discrimination, failure to accommodate, and wage and hour concerns. She handles cases alleging violations of Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Family and Medical Leave Act (FMLA), New Jersey Law Against Discrimination (NJLAD), the New Jersey Conscientious Employee Protection Act (CEPA), the New Jersey Wage Payment Law, the New Jersey Wage Theft Act, the New Jersey Family Leave Act (NJFLA), the Pennsylvania Human Relations Act (PHRA), and the Pennsylvania Whistleblower Law.
Prior to joining Archer, Yvette was a civil litigation attorney for a New Jersey law firm, with a focus on general liability and insurance defense.
- “U.S. Supreme Court Issues Major Decision on Religious Accommodations and Forcing Employees to Work on Days of Observance ,” Archer & Greiner Client Advisory (July 2023)