Erdal Turnacioglu | Verona Employment Lawyer

Over the course of his legal career, Erdal has been driven by his interest in employment law. A 2006 graduate from New York Law School, Erdal began his legal career in-house for a major New York City insurance company where he handled motor vehicle accident defense. While this job introduced him to the practice of law, he never lost sight of his dream of one day assisting individuals and businesses with their employment-related issues. In 2010, Erdal attended a seminar entitled, “How to Handle an Employment Discrimination Claim.” Among the speakers was a Magistrate Judge from the Eastern District of New York. During her presentation, the Magistrate Judge remarked that:

Employment is part of your identity; it defines who you are.

This immediately resonated with Erdal and further drove him to a career in employment law, starting with employee claims and then moving to the defense side, representing employers and managers.

Erdal’s focus now is on providing the best representation to his clients at the best value – and ideally, without resorting to the billable hour. Erdal Employment Law was formed to focus on Erdal’s vision, values, and mission: that we, as lawyers, should be solving clients’ problems in a way that is outside the uncertainty and possibly expensive method of hourly billing, and instead focus on flat fees, subscription plans, unbundled legal services, and – especially for employees – contingency fees.

Position	Organization	Location	Duration
Owner	Erdal Employment Law		Present

School	Degree	Major	Graduation
New York Law School		Law School	N/A
Rutgers University	Bachelors		N/A

State / Court	Date
New York	2007
New Jersey	2006

• Sidney Reitman Employment Law American Inn of Court | Member | 2021 - Present
  American Bar Association | Vice-Chair, Member Development Committee | 2012 - 2014

• Villanueva-Arroyo v. Housing Authority of the City of Passaic
  In this case, the plaintiff had brought claims for whistleblowing, breach of implied contract under the employee handbook, and violation of due process. The Appellate Division agreed with our argument that there was no objective proof that the plaintiff's complaints were for public policy concerns, and that the clear disclaimers in the employee handbook did not create a contract which would make the Housing Authority liable for breach or for alleged due process violations. The Supreme Court recently denied Appellant’s Petition for Certification; therefore, the dismissal stands.

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