Key Takeaway
The Trump DOL's 2026 independent-contractor rule is more employer-friendly than Biden's. New York employers still face four separate state misclassification tests. Long Island attorney Jason Tenenbaum analyzes.
This article is part of our ongoing employment law coverage, with 37 published articles analyzing employment law issues across New York State. Attorney Jason Tenenbaum brings 24+ years of hands-on experience to this analysis, drawing from his work on more than 1,000 appeals, over 100,000 no-fault cases, and recovery of over $100 million for clients throughout Nassau County, Suffolk County, Queens, Brooklyn, Manhattan, and the Bronx. For personalized legal advice about how these principles apply to your specific situation, contact our Long Island office at (516) 750-0595 for a free consultation.
Last reviewed: May 12, 2026 — The DOL comment period on the Trump-II independent-contractor proposed rule closed April 28, 2026. We will update this analysis when the final rule publishes and again when litigation against it begins.
The Department of Labor’s February 26, 2026 Notice of Proposed Rulemaking on independent-contractor classification under the Fair Labor Standards Act takes a clear position: the Biden-era 2024 rule was unworkable, and the right framework is something very close to the 2021 Trump-I rule. The Trump-I rule emphasized two “core factors” — the nature and degree of control over the work and the worker’s opportunity for profit or loss — with three secondary factors as tiebreakers. The proposed 2026 rule restores that architecture and adds a comment-period question that is meaningfully more aggressive: should the analysis stop at the control factor alone?
For platform employers, gig-economy operators, and any business that has built its model on independent-contractor classification, that is a substantial federal tailwind. It changes the economics of FLSA misclassification litigation. It changes what the U.S. Department of Labor will pursue in its own audit and enforcement work. It does not, however, change the law in New York. Our February 2026 explainer on the gig-worker rule rollback covered the structural pivot. This piece is the practitioner’s update: what the proposed rule actually does, where the “stop at control” trap door takes the framework, and — most importantly — why New York operators cannot rely on it.
“The economic reality test asks whether a worker is economically dependent on the employer. If your full-time job is driving Uber, you are economically dependent on Uber. Trump’s own rule does not save them in New York. You can be sued under federal law for misclassification, sued under state law for the same misclassification, audited by USDOL on the federal side, and audited by NYSDOL on the state side. They are four independent shots at the same operator. On a federal lens it’s three years. On a state lens, six. Statutory damages, liquidated damages, attorneys’ fees. We’re talking billions on rideshare alone.”
— Jason Tenenbaum, on the live arithmetic of New York misclassification exposure
The State of Play in May 2026
The federal regulatory calendar matters here, so worth tightening up. The Biden-era 2024 final rule (codified at 29 CFR Part 795) is still on the books. The Trump-II DOL has paused enforcement against the 2024 rule and published the 2026 NPRM proposing to rescind it. The comment period closed on April 28, 2026, and a final rule is expected in late 2026 or early 2027. Litigation against any final rule will follow within days of publication; the Fifth Circuit’s framework on the 2021 and 2024 rules suggests the courts will scrutinize the analysis closely. Operators trying to plan around the rule are operating in the gap between a paused-but-extant 2024 rule and a proposed-but-not-final 2026 replacement — which is to say, in a state of meaningful regulatory uncertainty.
What the Proposed 2026 Rule Actually Does
The proposed rule reorganizes the FLSA “economic reality” analysis around five factors with explicit weighting. The two “core factors” are the ones operators care about most.
Core Factor 1
Nature and Degree of Control
How much control does the putative employer exercise over the worker's schedule, methods, supervision, and pricing? Strong control points to employee status. The proposal narrows what counts as "control" — pure scheduling discretion via an app, for example, is treated more leniently than direct supervisory authority.
Weight: primary
Core Factor 2
Opportunity for Profit or Loss
Does the worker have entrepreneurial opportunity — can they make decisions that meaningfully alter their own profit or loss outcome? Owning their own equipment, choosing their own clients, and bearing their own business risk all point to contractor status.
Weight: primary
Tiebreaker 1
Skill Required
Specialized skill points toward contractor status; commoditized work points toward employee.
Weight: secondary
Tiebreakers 2 & 3
Permanence + Integration
Permanence of the working relationship and degree of integration into the employer's regular business operations. Long, continuous, integrated relationships point to employee status.
Weight: secondary
Where the 2024 rule loaded the analysis with a non-exhaustive “totality of the circumstances” framework that pointed an arbitrary number of factors at the question and let the agency weight them at audit, the 2026 proposal restores the structural clarity that operators could actually plan around. As Glenn Spencer described the rule on the Greenberg Traurig “Big Law Redefined” podcast:
“With the Biden rule you could look at all these different factors — what’s weighted where, every situation’s different — in case we don’t like the things we found under the six factors we’ve also got a seventh that says ‘anything else we come up with.’ You really never would know. Under the Trump-I rule, you could actually read it as a business or as a worker and look at your situation and make a pretty good determination as to how somebody should be classified.”
— Glenn Spencer, SVP, Employment Policy Division, U.S. Chamber of Commerce
That clarity is exactly the appeal — and exactly what plaintiffs’ counsel will push back against in litigation.
The “Stop at Control” Trap Door
The most significant single sentence in the NPRM is buried in the preamble. The Department invites comment on whether the analysis should end after the control factor is evaluated — meaning that if the control factor points to contractor status (or is neutral), the secondary factors would not be consulted at all. That would be a profound shift. Under the 2021 rule and most economic-reality-test cases, all five factors are considered even when the two core factors weigh strongly. A control-only stop would let platforms with carefully papered algorithmic-control architectures end the federal misclassification inquiry before the secondary factors ever surface.
Spencer’s reaction on the same podcast was unusually pointed:
“What the department is essentially saying is that we may only look at one — the control factor — and whichever way it goes may be the end of the analysis. I’m not sure that’s helpful for a lot of companies that use independent contractors to just end the analysis right there. Now, the Trump-I rule we at the Chamber liked because you could actually look at it as a business or as a worker, read it and look at your situation, and make a pretty good determination. The Biden rule, no — you couldn’t do that. So we’re hopeful that the Trump-II final rule mirrors what was in Trump-I. The ‘stop at control’ question, we’ll be commenting against.”
— Glenn Spencer, on the Chamber’s comment posture toward the proposed rule
That tells you a lot. When even the management-side bar is filing comments warning against the “stop at control” framework, the operator community has decided the rule is too aggressive to be defensible in court. The expectation in the wage-and-hour bar is that the final rule will trim that proposal back to a multifactor test substantially similar to 2021. The litigation will then proceed on whether even that framework survives challenge under the FLSA’s economic-reality precedent line.
Why the Federal Rule Doesn’t Matter for New York Operators
Here is the part that operators tend to underestimate. The federal independent-contractor rule sets a floor under the FLSA. It does not preempt the New York Labor Law, the New York Workers’ Compensation Law, the New York Unemployment Insurance Law, or the misclassification-related provisions of the New York Tax Law. New York imposes its own multi-test framework. That framework is materially stricter than the federal rule and is administered by four different state agencies that do not coordinate their conclusions.
NYLL Common-Law Test
Source
Bynog v. Cipriani Group, 1 N.Y.3d 193 (2003), and progeny — the most influential New York test for wage-and-hour purposes.
Focus
Right to control method and result. Factors include scheduling, equipment ownership, integration, and economic dependence.
Postmates / Vega Line
Source
Matter of Vega (Postmates), 35 N.Y.3d 131 (2020) — and the broader app-economy line of Unemployment Insurance Appeal Board cases.
Focus
Practical control through algorithmic supervision and platform-imposed standards counts as control for unemployment-insurance coverage purposes.
Workers' Compensation Board Test
Source
WCL §2(4) and Board precedent — its own multifactor framework, often arriving at different results than NYLL or UIAB on identical facts.
Risk
Coverage exposure on injuries to misclassified contractors. WCB findings carry significant collateral-estoppel weight in parallel NYLL litigation.
Construction Industry Fair Play Act
Source
Labor Law §861 (construction) and §862 (commercial goods transportation) — strict three-prong ABC tests for the covered industries.
Effect
Presumes employee status. Burden of disproof lies with the operator on each prong. No federal-rule comfort applies in these industries at all.
“You really need to pay attention to that ABC test. It almost doesn’t matter at that point what the feds say. If you’re living in California, you’re living under the strict ABC test. Same thing in the New York Construction Industry Fair Play Act. The federal rule is the federal rule. State rules are independent. Federal compliance helps you on one defense and does nothing for you on the next.”
— Glenn Spencer, on why the state-level tests are decisive in operator planning
For the broader picture of how the federal-state dichotomy operates across employment law in 2026, see our Two-Front War analysis. The classification fight is one of several places where the federal-versus-state arithmetic now points in opposite directions for the same operator.
The Four-Vector Liability Matrix
The reason classification matters so much in New York is that any single misclassification triggers exposure across four independent vectors, each with its own statute of limitations, its own remedies, and its own enforcement agency.
Class Action under NYLL
Six-year look-back. Unpaid minimum wage, overtime, spread of hours, WTPA penalties. Mandatory liquidated damages of 100%. Fee shifting. The largest single dollar exposure for most operators.
Collective Action under FLSA
Three-year look-back (two if non-willful). Opt-in collective procedure. Often combined with the NYLL class case in the same federal court. Even with a friendlier federal rule, this remains a viable lane on FLSA-specific theories.
NYSDOL Audit
Audit-driven recovery of unpaid wages, taxes, and UI contributions. The NYSDOL's classification standard is not the federal standard. A federal "contractor" determination does not bind the state agency.
USDOL Wage-and-Hour Division
Even with the more operator-friendly federal posture, the USDOL still conducts targeted investigations — particularly under FMLA, the Migrant and Seasonal Agricultural Worker Protection Act, and FLSA recordkeeping. A federal finding can be used as evidence in parallel state proceedings even if it doesn't bind them.
Each of those vectors can hit a single misclassification independently. Plaintiffs’ counsel routinely structures their case to leverage the strongest of the four against the operator’s weakest defense.
The Rideshare and Delivery-Platform Case Study
The cleanest example of how the proposed federal rule fails to help a New York operator is rideshare. Uber, Lyft, DoorDash, Grubhub, and parallel platforms have built their model on contractor classification. The proposed 2026 federal rule — and especially the “stop at control” question — is structured to make their federal-side classification defense more sustainable. The state-side picture is different.
On the unemployment-insurance side, Matter of Vega (Postmates), 35 N.Y.3d 131 (2020), held that the level of practical control exercised by a delivery platform over its couriers — through the app’s standards, the rating system, the route guidance, and the platform’s right to deactivate — was sufficient to support an employer-employee relationship for UI purposes. That holding has been extended, modified, and clarified through a steady stream of UIAB decisions that have not been disturbed by intervening federal regulatory shifts. On the NYLL side, the Bynog common-law test arrives at substantially similar results when applied to gig workers who are economically dependent on a single platform.
“If your full-time job is driving Uber, you are economically dependent on Uber. Period. The federal control factor does not save them. The Vega line on the New York UIAB side does not move with the federal rule. The construction-industry ABC test does not move at all. Operators reading the federal NPRM thinking they’re out of the woods are reading half the law. The other half is what’s going to bankrupt them if the case-selection on the plaintiffs’ side stays disciplined — and it will.”
— Jason Tenenbaum
The Public Service Commission’s 2026 minimum-pay rules for app-based delivery and rideshare workers — the rules that step the effective wage on platform delivery to $19.96/hr beginning April 2026 — operate independently of classification. They function as a floor regardless of whether the worker is classified as an employee or a contractor. Operators who thought platform classification insulated them from a minimum-wage analysis have been corrected. For the parallel wage architecture, see our New York wage and hour laws guide and our tip-credit analysis.
Tech-Company Misclassification Beyond Rideshare
The classification fight extends well past rideshare and delivery. Several tech-industry patterns I have seen across files in 2025-2026:
The Facebook “remote pay cut or contractor” gambit
When large remote-first employers brought workers back to the office, many offered a forked path: relocate and stay an employee at full compensation, or stay remote at a reduced compensation tier, or — often presented as the most flexible option — convert to independent-contractor status. The conversion path is the one most likely to fail New York’s classification tests on collected facts. The employee who was actually performing the same job, on the same systems, with the same managers, before and after the “conversion” is, in legal effect, still an employee. The paper conversion is a documentation artifact, not a classification reality.
Overseas independent-contractor workarounds
After the H-1B and L-1 tightening of 2025-2026, a number of US tech employers pivoted to engaging overseas workers as independent contractors through staffing intermediaries. From a US wage-and-hour perspective those engagements are generally outside the reach of NYLL and FLSA. From a tax and worker-classification perspective they remain subject to scrutiny depending on the substance of the engagement and the worker’s IRS-residency posture. The federal-rule pivot does not change the structural answer for those engagements; they live or die on substance.
AI-vendor and content-moderation pipelines
Several large-scale AI training, data-labeling, and content-moderation operations have used contractor classifications for what is, on examination, a tightly controlled labor process. The dispute architecture here is the same as rideshare: a centralized platform exercises significant practical control through quality metrics, deactivation rules, and pacing requirements; the workers are economically dependent on the platform; the classification rests entirely on the disclaimers in the contract. New York’s framework treats those disputes the way it treats Uber’s: paper does not control over substance.
For the foundational read on how independent-contractor disputes intersect with the broader employment landscape, see our February 2026 gig-worker analysis, our Two-Front War cornerstone analysis, and our Long Island wage-and-hour practice page.
What Operators Should Do
The defensible posture for a New York operator engaging contractors in 2026 is not to wait for the final federal rule. It is to make sure the state-side answer is right now, document it contemporaneously, and structure the engagement so that the federal-side answer is also right whenever the rule does land.
Inventory every contractor engagement
Identify each worker classified as a contractor, the work they actually perform, and the practical control structure they operate under. The audit only works on the facts as they are, not as the contract describes them.
Document actual control vs. theoretical control
Practical scheduling, supervision, integration, and equipment ownership. A worker who chooses their own hours but uses your equipment, follows your standards, and is your only client is not really exercising independent control.
Rewrite contracts to look like contractor contracts
Statement of work scope, deliverables, fee structure, IP allocation, indemnification, insurance requirements. Not the standard employment-agreement template with the word "contractor" substituted in.
Build the entrepreneurial opportunity
Let contractors take other clients, set their own pricing, supply their own equipment, and bear their own loss. Without genuine opportunity for profit or loss, the second core factor under the federal rule and the integration analysis under New York both fail.
Treat the engagement consistent with the classification
No internal "manager." No performance reviews. No mandatory training. No requirement to wear a company uniform. Inconsistency between classification and treatment is the single most common factor cited by plaintiffs' counsel and by the Workers' Compensation Board.
Where the classification is wrong, reclassify proactively
An operator-initiated reclassification with back-pay reconciliation costs a fraction of the same outcome reached through litigation. The dollars hurt either way; the controlled-reclassification scenario keeps the dollars in the operator's hands and out of plaintiff counsel's contingency.
What Contractors Should Do If They Think They Are Misclassified
For workers on the other side of the same engagement, the practical question is whether the documented relationship can survive a New York classification audit. If it cannot, four claims travel together and should be evaluated as a single package: unpaid wages and overtime under NYLL/FLSA, benefits (unemployment insurance contributions, workers’ compensation coverage, retirement/health-plan eligibility) that should have been provided, tax-withholding consequences, and any retaliation exposure if the operator responds adversely to a complaint.
“The economic reality test asks the same question on the worker side: are you economically dependent on the company? If your contract is one company. If your hours are dictated. If your tools and equipment come from them. If your pay is set by them. You’re an employee for almost every purpose New York cares about. You can be sued under federal law for misclassification, sued under state law for the same misclassification, audited by USDOL on the federal side, and audited by NYSDOL on the state side. They are four independent shots.”
— Jason Tenenbaum
Practical steps for workers in that posture: preserve every 1099 issued, every email and Slack message describing scheduling and supervision, every internal procedure document you were given, every performance review or feedback session, and every termination or deactivation notice. The strongest cases are built on the operator’s own documents. For an overview of the broader employment claim landscape, see our stop wage theft guide, how long does an employment lawsuit take, and Long Island wage-and-hour practice page.
The Bottom Line
The Trump-II independent-contractor rule is, by every reasonable read, more operator-friendly than the framework it replaces. For federal-side FLSA exposure, that matters. For New York operators, it does not change the answer. The state-level architecture — four separate tests across four separate agencies, none of which adopt the federal framework — is the actual liability driver. The operator who reads the NPRM as cover to keep engagement structures unchanged is reading half of the legal landscape and will be reminded of the other half in a six-year look-back NYLL class action.
The federal pivot does meaningfully reduce risk for engagements with a genuine entrepreneurial substance — true freelance creative workers, true independent professionals with their own client books, true gig participants who use the platform as one of multiple income streams. For those engagements, the proposed rule is exactly the comfort it appears to offer. For everyone else, the New York exposure is unchanged.
For a confidential consultation about classification, misclassification, wage-and-hour, or platform-economy disputes — operator-side defense or worker-side recovery — call (516) 750-0595 or contact the firm. Our Long Island wage-and-hour practice and broader employment discrimination practice handle these matters across Nassau County, Suffolk County, and the five boroughs.
Related Reading
- The Two-Front War: How New York Employers Got Caught Between Trump’s EEOC and Albany’s Pro-Worker Backlash
- The Tip Credit Trap: Why Long Island Restaurants Are One Audit Away from a Six-Figure Wage Bill
- DEI as a False Claims Act Trap: IBM’s $17M Settlement and New York Federal-Contractor Risk
- Major Employment Law Changes in 2026 — Gig Worker Rule Rollback
- New York Wage and Hour Laws — comprehensive guide
- New York Wage Law 2026: Is Your Overtime Pay at Risk?
- Stop Wage Theft — Reclaim Your Earned Pay
- How Long Does an Employment Lawsuit Take in New York?
- Long Island Wage and Hour Attorney — practice page
- Long Island Employment Discrimination Practice
Editor’s note (May 12, 2026): The DOL proposed rule discussed here was published February 26, 2026; the comment period closed April 28, 2026. A final rule has not been published as of this writing. Litigation against the eventual final rule is expected. This article does not predict the final rule text and does not opine on federal preemption issues that will be litigated after publication. New York operators and workers should rely on the state-level analysis described above regardless of the federal posture. For analysis tied to your specific engagement structure, contact the Law Office of Jason Tenenbaum directly.
Legal Context
Why This Matters for Your Case
Employment law in New York provides some of the strongest worker protections in the nation. The New York State Human Rights Law (Executive Law §296) prohibits discrimination based on race, sex, age, disability, sexual orientation, gender identity, and other protected characteristics. The New York City Human Rights Law goes even further, applying a broader standard and covering more employers.
Federal protections under Title VII, the ADA, the ADEA, and the FLSA provide additional layers of protection. The Law Office of Jason Tenenbaum represents employees facing workplace discrimination, wrongful termination, wage theft, hostile work environments, and employer retaliation throughout Long Island, Nassau County, Suffolk County, and the five boroughs of New York City.
Whether your case involves EEOC filings, NYS Division of Human Rights complaints, or direct court action under CPLR Article 78, this article provides the expert legal analysis that workers and practitioners need to understand their rights and develop effective litigation strategies under current New York employment law.
About This Topic
New York Employment Law
New York has some of the strongest worker protections in the nation — from the NYC Human Rights Law to state-level whistleblower statutes. Whether you're dealing with discrimination, wage theft, wrongful termination, or hostile work environments, understanding your rights is the first step. Attorney Jason Tenenbaum represents employees across Long Island and NYC in federal and state employment claims.
37 published articles in Employment Law
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Nov 11, 2025Common Questions
Frequently Asked Questions
What is the DOL's 2026 proposed independent-contractor rule?
The Department of Labor published a Notice of Proposed Rulemaking on February 26, 2026 that would rescind the Biden-era 2024 independent-contractor rule and restore a framework substantially similar to the 2021 Trump-I rule. The proposal organizes the FLSA economic-reality analysis around five factors, with the nature of control and the opportunity for profit or loss treated as 'core' factors and three secondary factors as tiebreakers. The comment period closed on April 28, 2026; a final rule is expected in late 2026 or early 2027.
What is the 'stop at control' question and why does it matter?
The DOL's preamble to the proposed rule invites comment on whether the analysis should end after the control factor is evaluated — meaning that if the control factor points to contractor status or is neutral, the secondary factors would not be consulted at all. Even the U.S. Chamber of Commerce has commented against this, with Senior Vice President Glenn Spencer publicly noting it would not be helpful for many companies. The final rule is widely expected to walk this question back, but the comment period question signals the direction the agency is willing to go.
Does federal independent-contractor law preempt the New York Labor Law?
No. The federal rule sets a floor under FLSA classification. It does not preempt the NYLL, the NYCRR misclassification provisions, the Workers' Compensation Law, the Unemployment Insurance Law, or the New York Tax Law. New York applies its own tests — the Bynog common-law test, the Vega / Postmates line for UI purposes, the Workers' Compensation Board's separate framework, and the strict ABC tests under the Construction Industry Fair Play Act and the parallel commercial-trucking statute.
What is the ABC test and where does it apply in New York?
The ABC test is a strict three-prong framework that presumes employee status and requires the operator to establish (A) the worker is free from control, (B) the work is outside the usual course of the operator's business, and (C) the worker is engaged in an independently established trade or business of the same nature as the work performed. New York applies a strict ABC test to construction-industry classification under Labor Law §861 and a parallel test to commercial-trucking under Labor Law §862. Other industries are tested under the common-law multifactor framework — which is itself meaningfully stricter than the federal rule but does not impose the ABC structure.
What is the New York case law on rideshare-driver classification?
The most influential case is Matter of Vega (Postmates), 35 N.Y.3d 131 (2020), which the Court of Appeals decided in favor of a delivery courier seeking unemployment-insurance coverage. The Court found that the level of practical control Postmates exercised over its couriers — through the app's standards, the rating system, route guidance, and the right to deactivate — supported an employer-employee relationship for UI purposes. The Vega framework has been extended, refined, and consistently applied through New York Unemployment Insurance Appeal Board decisions since.
What are the four liability vectors a misclassification can trigger?
A New York misclassification can produce (A) a class action under the NYLL with a six-year look-back, mandatory liquidated damages, and fee-shifting; (B) a collective action under FLSA with a three-year reach (four if willful); (C) a New York State Department of Labor audit recovering unpaid wages, taxes, and UI contributions; and (D) a USDOL Wage-and-Hour Division investigation under FLSA, FMLA, or MSPA. Each vector can hit the same misclassification independently, and the four agencies do not coordinate their conclusions.
Can a worker who signed an independent-contractor agreement still bring a misclassification claim?
Yes. Both federal and New York law are clear that classification turns on substance, not paper. A worker who was treated as an employee — supervised on the job, on a fixed schedule, integrated into the business, working with the operator's equipment, and economically dependent on the operator as their primary income source — is generally an employee regardless of what the agreement called them. The contract is one piece of evidence among many, and it does not control over the operating reality.
What is the look-back period for a misclassification claim in New York?
Six years under NYLL §198(3) for the state-law claims, which is generally the dominant period. Three years under FLSA, extended to four for willful violations. Pre-judgment interest at 9% under CPLR §5004 runs from a midpoint in the covered period. The full damages package on a multi-worker class can be several multiples of the unpaid-wage principal once the liquidated damages, interest, attorneys' fees, and WTPA penalties are added.
What should a New York operator do to defend a contractor classification?
Inventory every contractor engagement and identify the actual control structure. Rewrite contracts to look like genuine contractor agreements — statement of work, deliverables, fee structure, IP allocation, indemnification, insurance — and not the standard employment template with the contractor label substituted. Build real entrepreneurial opportunity. Treat the engagement consistent with the classification: no performance reviews, no mandatory training, no exclusive engagement. Where the classification cannot be supported on the facts, reclassify proactively with back-pay reconciliation rather than waiting for litigation.
What should a contractor do if they think they have been misclassified?
Preserve every 1099, every scheduling communication, every internal procedure document you were given, every performance feedback, and every termination or deactivation notice. Document the actual control structure — supervision, scheduling, equipment, exclusivity, economic dependence. The four claims that travel together — unpaid wages and overtime, benefits, tax-withholding consequences, retaliation if the employer responds adversely — should be evaluated as a single package. Talk to counsel before raising the issue with the operator.
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About the Author
Jason Tenenbaum, Esq.
Jason Tenenbaum is the founding attorney of the Law Office of Jason Tenenbaum, P.C., headquartered at 326 Walt Whitman Road, Suite C, Huntington Station, New York 11746. With over 24 years of experience since founding the firm in 2002, Jason has written more than 1,000 appeals, handled over 100,000 no-fault insurance cases, and recovered over $100 million for clients across Long Island, Nassau County, Suffolk County, Queens, Brooklyn, Manhattan, the Bronx, and Staten Island. He is one of the few attorneys in the state who both writes his own appellate briefs and tries his own cases.
Jason is admitted to practice in New York, New Jersey, Florida, Texas, Georgia, and Michigan state courts, as well as multiple federal courts. His 2,353+ published legal articles analyzing New York case law, procedural developments, and litigation strategy make him one of the most prolific legal commentators in the state. He earned his Juris Doctor from Syracuse University College of Law.
Disclaimer: This article is published by the Law Office of Jason Tenenbaum, P.C. for informational and educational purposes only. It does not constitute legal advice, and no attorney-client relationship is formed by reading this content. The legal principles discussed may not apply to your specific situation, and the law may have changed since this article was last updated.
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