Tracy Armstrong is a member of the Employment Law and the Cannabis Law teams at Wilentz, Goldman & Spitzer, P.A. She has over 25 years’ experience representing employers across industry sectors in all aspects of federal and state labor and employment law.
An experienced litigator, Ms. Armstrong brings strategic insight to both the legal and commercial ramifications of complex and dynamic employment law concerns involving: the New Jersey Law Against Discrimination (LAD), the Conscientious Employee Protection Act (CEPA), the Fair Labor Standards Act (FLSA), New Jersey Wage Payment laws, the Family Medical Leave Act (FMLA), the New Jersey Family Leave Act (NJFLA), the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Jake Honig Compassionate Use Medical Cannabis Act (CUMCA), and other employment laws and regulations. Her extensive experience appearing before regulatory boards (such as the Wage and Hour Board and Department of Unemployment) informs her understanding and her approach as a trusted legal advisor to her clients, helping them navigate compliance with all applicable laws.
Ms. Armstrong defends employers against claims and helps businesses of all sizes in New Jersey, and elsewhere, to proactively and appropriately address employment law concerns. She has experience and particular proficiency in the following: employee handbooks, anti-harassment and EEO policies, employment contracts, non-compete agreements and restrictive covenants and confidentiality agreements. Ms. Armstrong also guides her clients thorough the often sensitive and potentially challenging matters of termination and severance. A former Executive Director herself, she has first-hand experience of the administrative issues many of her clients face in their day-to-day operations.
Ms. Armstrong is a frequent presenter to professional groups and associations, and she conducts compliance training covering important employment law concerns, including anti-harassment and anti-discrimination training, and family leave issues. These training programs are specifically designed to help employers to comply with the laws, and if necessary, to establish an affirmative defense. In addition, as editor of the firm’s Employer’s Legal Resource blog, Ms. Armstrong guides employers in all legal aspects of employee relations by providing regular updates on pending changes to employment law.
In 2018, Ms. Armstrong received the 2018 Women of Distinction Award from the Girl Scouts of the Jersey Shore. Ms. Armstrong was selected for her extraordinary volunteer work in the community and with the Girls Scouts and for “inspiring the girls to become leaders of tomorrow.”
“After hours,” Ms. Armstrong devotes her time to a variety of charitable causes, volunteer efforts and is an active member of New Jersey legal associations.
*Cannabis Law Disclaimer: Per federal law, under the Controlled Substances Act, marijuana is categorized as a Schedule I controlled substance. Possession, use, distribution, and/or sale of cannabis is a Federal crime and is subject to related Federal policy, regardless of any state law that may authorize certain marijuana activity. Compliance with state marijuana law does not equal compliance with federal law. Legal advice provided by Wilentz, Goldman & Spitzer, P.A. is designed to counsel clients regarding the validity, scope, meaning, and application of existing and/or proposed cannabis law. Wilentz, Goldman & Spitzer, P.A. will not provide guidance or assistance in circumventing or violating Federal or state cannabis law or policy, and any advice provided by Wilentz, Goldman & Spitzer, P.A. should not be construed as such.
Also of Interest
- April 7, 2020Guidance for Employers Concerning Control and Prevention of Coronavirus in the Workplace Issued by Occupational Safety and Health Administration
- April 7, 2020Eligibility for Payroll Tax Credit Under Families First Coronavirus Response Act: A Checklist for Employers
- April 3, 2020Department of Labor Issues Temporary Paid Leave Regulation Under Families First Coronavirus Response Act
- April 2, 2020Eligible Employers Affected by COVID-19 Can Access Employee Retention Credit Under CARES Act