While at Pace Law School, Ms. Wiitala served as Editor-in-Chief of Pace Law Review.
A huge thank you to you and your team for your expertise, persistence and care in resolving my legal issues. As legal issues inevitably involve the unexpected and often times significant delays, your strategic and personal approach always made me feel that I was in absolutely “the best hands.” A Former Client
Nicole Wiitala is an Associate in the New York office of Sanford Heisler Sharp, LLP, a national law firm with offices in Washington, DC, New York, California, Tennessee, and Maryland. She received her bachelor’s degree cum laude from Pace University and her law degree cum laude from Pace University School of Law.
Ms. Wiitala began at Sanford Heisler Sharp as a law clerk in September 2015. While at Pace Law School, Ms. Wiitala served as Editor-in-Chief of Pace Law Review. Prior to that, Ms. Wiitala was a judicial extern for the Honorable Edgardo Ramos in the U.S. District Court for the Southern District of New York. She also worked as a Summer Associate at Havkins, Rosenfeld, Ritzert, & Varialle and interned in the Litigation Bureau at the Office of the Attorney General of the State of New York.
- J.D., Pace University School of Law, 2016, cum laude
- Editor-in-Chief, Pace Law Review
- B.A., Pace University, 2013, cum laude
- New York, 2017
- U.S. District Court for the Southern District of New York
This gender discrimination class action against pharmaceutical giant Merck & Co., Inc. was originally filed by Plaintiff Kelli Smith in May 2013 in the U.S. District Court for the District of New Jersey. In January 2014, four additional class representatives from around the country joined the suit as plaintiffs alleging pay, promotion and pregnancy discrimination against the company.
In July 2012, Sanford Heisler Sharp, LLP filed a $100 million class action lawsuit against Forest Laboratories, Inc., and Forest Pharmaceuticals, Inc. (“Forest”) in federal court in New York, alleging, among other claims, that Forest discriminates against its female Sales Representatives by paying them less than their male counterparts. The Plaintiffs also allege claims of failure to promote, discrimination based on pregnancy and maternity leave, sexual harassment, and retaliation. In 2014, the Court denied Forest’s attempt to dismiss the Plaintiffs’ claims, and in 2015 the Court conditionally certified a class under the Equal Pay Act (EPA).
In 2015, Sanford Heisler Sharp, LLP filed a $40 million lawsuit against Zara USA, Inc., the flagship brand for the largest fashion retailer in the world, Inditex Group. The lawsuit alleges that Zara discriminated against and then fired its in-house counsel, Ian Jack Miller, because he is Jewish, American, and gay. The case seeks damages for creating a hostile work environment, pay discrimination, and unlawful and retaliatory termination based on Mr. Miller’s nationality, religion, and sexual orientation.
According to his complaint, during his tenure at Giorgio Armani Corporation, the company’s Chief Financial Officer informed General Counsel Fabio Silva he did not trust Mexicans, and thereafter subjected Mr. Silva to increased scrutiny and discriminatory treatment. When General Counsel Silva reported this treatment to Chief Operations Officer, Giorgio Fornari, and Senior Vice President of Human Resources, Lucinda Rosso, General Counsel Silva was berated for complaining. General Counsel Silva was then denied a raise for reporting the discrimination.
Sanford Heisler Sharp represents sales employees on a class and collective action complaint in U.S. District Court in Anchorage against Alaska Communications Systems Group, Inc., and Alaska Communications Systems Holdings, Inc. (Alaska Communications). Plaintiffs allege that Alaska Communications failed to pay sales employees overtime in violation of the Fair Labor Standards Act (FLSA) and the Alaska Wage and Hour Act (AWHA). In December 2014, the court granted conditional certification of the collective action and authorized notice to the class under the FLSA.
The complaint alleges that the shocking decision to terminate Ms. Sicola and promote Mr. Thorpe in her place was the culmination of years of unlawful discrimination based on gender and age to which C&W’s all male global leadership team subjects women over 40.
The Diane B. Allen Equal Pay Act takes effect on July 1, 2018, giving New Jersey one of the strongest equal pay laws in the country and permitting plaintiffs in employment discrimination cases to recover substantial damages. The Act is not limited to gender, but protects all employees from pay discrimination based on that individual’s […]
Sexual harassment is all over the news. Harvey Weinstein, the cinematic giant, has been exposed as a loathsome lothario, a serial abuser of women, and a poster child of male privilege and abuse in the movie industry. Weinstein and sexual harassment are now inextricably linked in the public imagination, and, it seems, never the twain […]
Under NYC’s Freelance Isn’t Free Act, Freelance Workers Can Recover for Late/Unpaid Wages and Retaliation
On May 15, 2017, the Freelance Isn’t Free Act went into effect in New York City, providing freelance workers with a statutory basis to recover in court for late or unpaid wages, retaliation, or other violations of the Act. Subject to a few exceptions, the Act applies to any individual (regardless of immigration status) who […]