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Photo of Douglas J. Klein Douglas J. Klein

Douglas J. Klein is office managing principal in the New York City, New York, office of Jackson Lewis P.C. As a strategic advisor and well-rounded workplace partner to management, Doug defends complex employment litigations, counsels on traditional labor matters, and provides day-to-day preventive…

Douglas J. Klein is office managing principal in the New York City, New York, office of Jackson Lewis P.C. As a strategic advisor and well-rounded workplace partner to management, Doug defends complex employment litigations, counsels on traditional labor matters, and provides day-to-day preventive support.

Doug has built close, long-term partnerships with employers of all sizes and at all stages of development. As relationship manager for a number of large national employers, Doug coordinates responsive, cost-effective legal services across practices throughout the U.S. and abroad through the Jackson Lewis L&E Global partnership. Doug also works with start­ups and early-stage companies to navigate multi-faceted workforce challenges amid rapid growth, and regularly provides labor and employment advice to private equity investors engaged in due diligence and M&A transactions. He takes particular satisfaction in sustaining and building relationships through multiple phases of a client’s lifecycle.

Doug strives to learn as much as possible about clients’ businesses to understand their goals and risk tolerances, and truly speak their language. This proactive perspective allows him to spot emerging issues and deliver firm resources in a timely fashion.

In his litigation practice, Doug defends wage and hour collective and class actions as well as discrimination, harassment, and retaliation cases. Doug also counsels clients during government audits and investigations. His labor relations work includes representation and decertification proceedings, unfair labor practice charges, and collective bargaining negotiations. Doug also provides advice and counsel on all aspects of employment practices, including wage and hour compliance, facility closings, force reductions, restrictive covenants, and human resources policies.

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