Trusted Advisors. Strong Advocates.

At HRW we mean business.  HRW’s team of experienced attorneys helps employers remain in compliance with the law and avoid or resolve every manner of workplace dispute.  We are proud to represent employers of all sizes, both for-profit and not-for-profit, both unionized and non-union, across a broad spectrum of industries.

HRW’s proactive approach starts with counseling, training, and leadership education specifically tailored to help each client understand and comply with the labor and employment laws applicable to its workplace and industry.  Through a variety of proactive programs like HRW’s flat-fee Labor and Employment Services Program (LESP) and the Leadership Education Institute (LEI) HRW not only helps clients minimize their legal liability and exposure, but also enhances their ability to establish and sustain a productive relationship with their workforces.

When disputes arise, HRW’s litigation team has a history of vigorously and successfully defending employers against a wide variety of claims, including those alleging:

  • Harassment/Discrimination/Retaliation
  • Failure to Accommodate Disabilities
  • Wrongful Discharge
  • Defamation
  • Breach of Contract
  • Violation of Wage and Hour Laws
  • Negligent Hiring and Supervision
  • Violations of Noncompetition and Non-Disclosure Agreements

HRW’s litigation team also represents businesses and entrepreneurs in a wide variety of commercial disputes, including lawsuits regarding mergers and acquisitions, earn-outs, trade secrets, copyright, breach of fiduciary duty, breach of contract, and violations of Chapter 93A.


Thank you for reaching out to contact Hirsch Roberts Weinstein LLP (“the Firm”). Before you send your message, we wanted to make sure you are aware of the following. Please do not send any confidential information in response to this link. Sending an e-mail to the Firm or any of its attorneys does not give rise to an attorney-client relationship, and will not be deemed to disqualify the Firm from undertaking any engagement for a current or future client. Before any attorney-client engagement may be formed, the Firm will need to check for possible conflicts of interest, you will need to consider whether you wish to retain the Firm as counsel, and we will need to consider whether we wish to accept the potential engagement. In the meantime, the Firm reserves the right to represent parties with interests adverse to you.

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