Jack Kealey
- BIOGRAPHY
- Insights
Jack Kealey joined Garfunkel Wild, P.C. in 2022. He is a member of the firm’s Litigation and Alternative Dispute Resolution Practice Group, which represents clients in all phases of civil litigation before both state and federal courts, as well as alternative dispute resolution bodies.
Prior to joining the firm, Jack worked as an associate at a law firm in New York City, where he was as a member the litigation and dispute resolution practice group. Jack has helped secure favorable settlements for his clients in wrongful termination, employment discrimination, commercial, and trademark infringement matters.
During law school, Jack interned at the United States District Court, Eastern District of New York, where he helped draft decisions and legal memoranda.
What is the Status of the Pending FTC Ban on Non-Compete Agreements? Many clients are asking whether the Federal Trade Commission (FTC) ban has gone into effect and, if not, what the status is currently. As we reported previously, click HERE, the FTC enacted a nationwide ban on most non-compete agreements, subject to certain narrow exceptions, […]
When passing its final budget for the 2025 fiscal year, New York became the first state in the United States to require employers to provide their pregnant workers paid sick time for health care services, testing, or procedures that relate to their pregnancy.
As of January 1, 2024, employers with 100 or more employees in certain high-hazard industries, including some defined health care providers, must submit electronically to OSHA detailed information concerning workplace injuries and illnesses reported on their OSHA Form 300 Log and Form 301 Incident Report from the previous calendar year via OSHA’s new Injury Tracking Application.
On February 21, 2023, the National Labor Relations Board (“NLRB”) issued a decision that reversed its prior position and held that the inclusion of broad non-disparagement and confidentiality provisions in severance agreements is unlawful. This decision appears to apply equally to both union and non-union employees.
On December 7, 2022, President Biden signed the Speak Out Act into law (the “Act”). The Act voids the enforceability of any predispute non-disclosure or non-disparagement clause that has the effect of prohibiting employees from talking about potential future instances of sexual harassment/assault in the workplace.
Additional speaking & writing
Preserving Fabled Amateurism: The Benefits of the NCAA’s Adoption of the Olympic Amateurism Model, 29 J. L. & Pol’y 325 (2020)
Jack Kealey joined Garfunkel Wild, P.C. in 2022. He is a member of the firm’s Litigation and Alternative Dispute Resolution Practice Group, which represents clients in all phases of civil litigation before both state and federal courts, as well as alternative dispute resolution bodies.
Prior to joining the firm, Jack worked as an associate at a law firm in New York City, where he was as a member the litigation and dispute resolution practice group. Jack has helped secure favorable settlements for his clients in wrongful termination, employment discrimination, commercial, and trademark infringement matters.
During law school, Jack interned at the United States District Court, Eastern District of New York, where he helped draft decisions and legal memoranda.
When passing its final budget for the 2025 fiscal year, New York became the first state in the United States to require employers to provide their pregnant workers paid sick time for health care services, testing, or procedures that relate to their pregnancy.
As of January 1, 2024, employers with 100 or more employees in certain high-hazard industries, including some defined health care providers, must submit electronically to OSHA detailed information concerning workplace injuries and illnesses reported on their OSHA Form 300 Log and Form 301 Incident Report from the previous calendar year via OSHA’s new Injury Tracking Application.
On December 7, 2022, President Biden signed the Speak Out Act into law (the “Act”). The Act voids the enforceability of any predispute non-disclosure or non-disparagement clause that has the effect of prohibiting employees from talking about potential future instances of sexual harassment/assault in the workplace.
On February 21, 2023, the National Labor Relations Board (“NLRB”) issued a decision that reversed its prior position and held that the inclusion of broad non-disparagement and confidentiality provisions in severance agreements is unlawful. This decision appears to apply equally to both union and non-union employees.
What is the Status of the Pending FTC Ban on Non-Compete Agreements? Many clients are asking whether the Federal Trade Commission (FTC) ban has gone into effect and, if not, what the status is currently. As we reported previously, click HERE, the FTC enacted a nationwide ban on most non-compete agreements, subject to certain narrow exceptions, […]
What is the Status of the Pending FTC Ban on Non-Compete Agreements? Many clients are asking whether the Federal Trade Commission (FTC) ban has gone into effect and, if not, what the status is currently. As we reported previously, click HERE, the FTC enacted a nationwide ban on most non-compete agreements, subject to certain narrow exceptions, […]
When passing its final budget for the 2025 fiscal year, New York became the first state in the United States to require employers to provide their pregnant workers paid sick time for health care services, testing, or procedures that relate to their pregnancy.
As of January 1, 2024, employers with 100 or more employees in certain high-hazard industries, including some defined health care providers, must submit electronically to OSHA detailed information concerning workplace injuries and illnesses reported on their OSHA Form 300 Log and Form 301 Incident Report from the previous calendar year via OSHA’s new Injury Tracking Application.
On February 21, 2023, the National Labor Relations Board (“NLRB”) issued a decision that reversed its prior position and held that the inclusion of broad non-disparagement and confidentiality provisions in severance agreements is unlawful. This decision appears to apply equally to both union and non-union employees.
On December 7, 2022, President Biden signed the Speak Out Act into law (the “Act”). The Act voids the enforceability of any predispute non-disclosure or non-disparagement clause that has the effect of prohibiting employees from talking about potential future instances of sexual harassment/assault in the workplace.
Additional speaking & writing
Preserving Fabled Amateurism: The Benefits of the NCAA’s Adoption of the Olympic Amateurism Model, 29 J. L. & Pol’y 325 (2020)
Practices
Education
- cum laude
- Executive Articles and Symposia Editor, Journal of Law and Policy
Court admissions
New York State Courts
U.S. District Court: Southern District of New York
U.S. District Court: Eastern District of New York
PROFESSIONAL MEMBERSHIPS
New York City Bar Association, Trademarks and Unfair Competition Committee