Get on the path to results today.

sERVICES

Determination. Experience. Results

At Gray Law Group we offer clients a full array of legal business services to allow them to grow and prosper while also protecting them from litigation. We represent businesses in disputes with other businesses or individuals, either in court, arbitration or mediation. We become your partner in business.


*BUSINESS LAW


TURN TO GRAY LAW GROUP FOR ASSISTANCE WITH:

  • Business formation, acquisition or dissolution, including due diligence.
  • Contract negotiation and drafting, including commercial leasing
  • Litigation of disputes with other businesses or individuals.


WE WANT TO HELP

At Gray Law Group we provide businesses with a complete menu of legal support services that enable them to focus on growing their business – and their profits. Work with a partner you can trust.

 

*WORKPLACE INVESTIGATIONS

 

Why Conduct an Investigation?

If your organization needs to identify and resolve complaints such as Sexual Harassment or Hostile Work Environment, or if you need to stop inappropriate conduct or prevent future occurrences then you may have a legal duty to have a neutral investigator perform an investigation in order to avoid liability.


Who Should Conduct the Investigation?

The investigators at Gray Law Group, LLC are trained to be independent neutral investigators and help you:

  1. Avoid any conflict;
  2. Have an investigator with skills and experience;
  3. Have credibility;
  4. Perform attorney-client privileged or non-privileged investigations.


What is the Role of the Investigator?

Depending on whether you have in-house counsel or require legal advice, our investigators and attorneys develop a plan to help your organization resolve challenges.  We do this by working with you to:

  1. Define the Scope of the Investigation
  2. Identify Relevant Documents
  3. Develop an Investigation Plan
  4. Work with you on Logistics
  5. Conduct and Document Interviews
  6. Prepare an Investigation Report
  7. Make Credibility Findings
  8. Communicate Results


Gray Law Group, LLC has the Education, Experience and Training necessary to perform Workplace Investigations and protect your organization.


*EMPLOYMENT DISCRIMINATION & WRONGFUL TERMINATION

 

If you find yourself in a hostile or unfair work environment, or have been under-paid or wrongfully terminated, contact Gray Law Group to represent your interests and obtain any financial compensation to which you are entitled. We will aggressively fight for your rights.


YOUR MAY BE IN A HOSTILE OR UNFAIR WORK ENVIRONMENT IF YOU ARE EXPERIENCING ANY OF THESE SITUATIONS:


  • Wrongful termination or discrimination. A number of state and federal laws protect you.
  • Sexual harassment or sexual abuse. Hostility or aggression toward you by a fellow employee or supervisor.
  • Retaliation for whistle blowing. You are protected under the federal CEPA Act.


WHAT THE GRAY LAW GROUP OFFERS YOU:


Commitment to Win
If you are charged with a crime our goal is to see that you are cleared or to mitigate the punishment. If you are seeking compensation for a wrong our job is to maximize your compensation.


Education & Honesty
We will educate you about the legal process and what you should expect, providing peace of mind. We will be honest and straightforward, allowing you to make informed decisions.


A Voice
At Gray Law Group we become your voice. Whether your matter is personal or business-related, you need a caring, experienced and knowledgeable firm to speak on your behalf.


*LLC FORMATION & MEMBER DISPUTES 


Gray Law Group helps businesses limit personal liability while gaining tax advantages through the formation of Limited Liability Companies (LLCs). Should disputes arise and a dissolution come to pass, we represent our clients and protect their interests, whether in court, mediation or arbitration.


TURN TO GRAY LAW GROUP FOR ASSISTANCE IN:

  • Forming an LLC in a way that maximizes the benefits of such a business structure.
  • Dissolving an LLC in the quickest and least adversarial manner possible.


WE WANT TO HELP.

Gray Law Group can help entrepreneurs pursue their dream while protecting their interests – or help when those dreams are no longer viable.

 

*“PASS THE TRASH” SCHOOL BACKGROUND CHECKS

 

School Background Checks

Contact Gray Law Group, LLC to conduct your School and Contractor background checks to comply with New Jersey’s Pass the Trash law, N.J.S.A. 18A:6-7.7.

New Jersey’s recently enacted “Pass the Trash” law, N.J.S.A.18A:6-7.7, has placed numerous requirements on all New Jersey schools and contract service providers seeking to hire new staff that have contact with children.  Do not be left uncertain and unequipped to comply with the law’s cumbersome mandate. Gray Law Group’s team is uniquely qualified to help schools ensure compliance with the “Pass the Trash” law by fully handling the extensive background check requirements in direct compliance with the new law.


Scope of the “Pass the Trash” Law

The new Pass the Trash law applies to employees of all New Jersey schools, public and private, and any “contract service provider” holding a contract with public schools, nonpublic schools, or charter school whose staff are in contact with students. The broad scope of this law directs schools to conduct extensive background checks on virtually all new hires.  The scope of this law includes Teachers, Administrators, Janitors, Bus Drivers, Lunch Staff, Assistants and any employee who may be in contact with students at any time.


Why Use Gray Law Group, LLC?

The investigators at Gray Law Group, LLC are trained professionals who specialize in conducting Intensive Employee Background Checks, documenting the investigation and investigating past and present instances of workplace misconduct and allegations of child abuse or sexual misconduct. Because the “Pass the Trash” law mandates the full review all positions the applicant has held within a school or any position which involved regular contact with children within the past 20 years, employers must now direct significant time and expenses to conduct these background checks on each and every new employee. Furthermore, compliance with this law is likely to be strict – opening up schools to liability for failure to adhere to the law’s requirements.


What Can You Expect?

At Gray Law Group, LLC we understand the significant undertaking that this law imposes on schools and contractors. Engaging the services of Gray Law Group’s team to ensure “Pass the Trash” compliance will help you:

  1. Comply with the Passing the Trash law;
  2. Hire and Retain qualified employees;
  3. Avoid liability for failure to comply with the Passing the Trash law;
  4. Conduct documented, thorough background checks in compliance with the law’s mandate;
  5. Ensure a quick and efficient turnaround so schools may hire qualified applicants as soon as possible.
  6. Protect our children in the best possible manner by keeping unruly individuals away them.


New Jersey’s “Pass the Trash” Law

N.J.S.A.18A:6-7.7

18A:6-7.7. Requirements of school districts, charter schools, nonpublic schools, or contracted service providers relating to receipt and review of employment history information of applicants for positions involving regular contact with students

A school district, charter school, nonpublic school, or contracted service provider holding a contract with a school district, charter school, or nonpublic school shall not employ for pay or contract for the paid services of any person serving in a position which involves regular contact with students unless the school district, charter school, nonpublic school, or contracted service provider:

  1. Requires the applicant to provide:

(1) A list, including name, address, telephone number and other relevant contact information of the applicant’s:

(a) current employer;

(b) all former employers within the last 20 years that were schools; and

(c) all former employers within the last 20 years where the applicant was employed in a position that involved direct contact with children; and

(2) A written authorization that consents to and authorizes disclosure of the information requested under subsection b. of this section and the release of related records by the applicant’s employers listed under paragraph (1) of this subsection, and that releases those employers from liability that may arise from the disclosure or release of records;

(3) A written statement as to whether the applicant:

(a) has been the subject of any child abuse or sexual misconduct investigation by any employer, State licensing agency, law enforcement agency, or the Department of Children and Families, unless the investigation resulted in a finding that the allegations were false or the alleged incident of child abuse or sexual misconduct was not substantiated;

(b) has ever been disciplined, discharged, nonrenewed, asked to resign from employment, resigned from or otherwise separated from any employment while allegations of child abuse or sexual misconduct were pending or under investigation, or due to an adjudication or finding of child abuse or sexual misconduct; or

(c) has ever had a license, professional license, or certificate suspended, surrendered, or revoked while allegations of child abuse or sexual misconduct were pending or under investigation, or due to an adjudication or finding of child abuse or sexual misconduct; and

  1. Conducts a review of the employment history of the applicant by contacting those employers listed by the applicant under the provisions of paragraph (1) of subsection a. of this section and requesting the following information:

(1) The dates of employment of the applicant; and

(2) A statement as to whether the applicant:

(a) was the subject of any child abuse or sexual misconduct investigation by any employer, State licensing agency, law enforcement agency, or the Department of Children and Families, unless the investigation resulted in a finding that the allegations were false or the alleged incident of child abuse or sexual misconduct was not substantiated;

(b) was disciplined, discharged, nonrenewed, asked to resign from employment, resigned from or otherwise separated from any employment while allegations of child abuse or sexual misconduct were pending or under investigation, or due to an adjudication or finding of child abuse or sexual misconduct; or

(c) has ever had a license, professional license, or certificate suspended, surrendered, or revoked while allegations of child abuse or sexual misconduct were pending or under investigation, or due to an adjudication or finding of child abuse or sexual misconduct.

The review of the employment history may be conducted through telephonic, electronic, or written communications. If the review is conducted by telephone, the results of the review shall be documented in writing by the prospective employer.

N.J.S.A. 18A:6-7.8

18A:6-7.8. Provision of false information or failure to disclose required information; penalties; notice on applications

  1. An applicant who willfully provides false information or willfully fails to disclose information required in subsection a. of section 2 of this act:1

(1) shall be subject to discipline up to, and including, termination or denial of employment;

(2) may be deemed in violation of subsection a. of N.J.S.2C:28-3; and

(3) may be subject to a civil penalty of not more than $500 which shall be collected in proceedings in accordance with the “Penalty Enforcement Law of 1999,” P.L.1999, c. 274 (C.2A:58-10 et seq.).

  1. A school district, charter school, nonpublic school, or contracted service provider holding a contract with a school district, charter school, or nonpublic school shall include a notification of the penalties set forth in this section on all applications for employment for positions which involve regular contact with students.

N.J.S.A. 18A:6-7.9

18A:6-7.9. Time for disclosure of information by certain employers; duties of prospective employer; grounds for disqualification of applicant, termination of employment, or rescinding offer of employment

  1. No later than 20 days after receiving a request for information under subsection b. of section 2 of this act,1an employer that has or had an employment relationship within the last 20 years with the applicant shall disclose the information requested.
  2. The prospective employer, in conducting the review of the employment history of an out-of-State applicant, shall make, and document with specificity, diligent efforts to:

(1) verify the information provided by the applicant pursuant to subsection a. of section 2 of this act; and

(2) obtain from any out-of-State employers listed by the applicant the information requested pursuant to subsection b. of section 2 of this act.

  1. The failure of an employer to provide the information requested pursuant to subsection b. of section 2 of this act within the 20-day timeframe established under subsection a. of this section may be grounds for the automatic disqualification of an applicant from employment with a school district, charter school, nonpublic school, or contracted service provider. A school district, charter school, nonpublic school, or contracted service provider shall not be liable for any claims brought by an applicant who is not offered employment or whose employment is terminated:

(1) because of any information received by the school district, charter school, nonpublic school, or contracted service provider from an employer pursuant to section 2 of this act; or

(2) due to the inability of the school district, charter school, nonpublic school, or contracted service provider to conduct a full review of the applicant’s employment history pursuant to subsection b. of section 2 of this act.

  1. A school district, charter school, nonpublic school, or contracted service provider shall have the right to immediately terminate an individual’s employment or rescind an offer of employment if:

(1) the applicant is offered employment or commences employment with the school district, charter school, nonpublic school, or contracted service provider following the effective date of this act;2 and

(2) information regarding the applicant’s history of sexual misconduct or child abuse is subsequently discovered or obtained by the employer that the employer determines disqualifies the applicant or employee from employment with the school district, charter school, nonpublic school, or contracted service provider.

The termination of employment pursuant to this subsection shall not be subject to any grievance or appeals procedures or tenure proceedings pursuant to any collectively bargained or negotiated agreement or any law, rule, or regulation.

N.J.S.A. 18A:6-7.10

18A:6-7.10. Duties of prospective employer upon finding affirmative response; provisional employment or contract

  1. After reviewing the information disclosed under subsection b. of section 2 of this act1and finding an affirmative response to any of the inquiries in paragraph (2) of subsection b. of section 2 of this act, the prospective employer, prior to determining to continue with the applicant’s job application process, shall make further inquiries of the applicant’s current or former employer to ascertain additional details regarding the matter disclosed.
  2. A school district, charter school, nonpublic school, or contracted service provider may employ or contract with an applicant on a provisional basis for a period not to exceed 90 days pending review by the school district, charter school, nonpublic school, or contracted service provider of information received pursuant to section 2 of this act, provided that all of the following conditions are satisfied:

(1) the applicant has complied with subsection a. of section 2 of this act;

(2) the school district, charter school, nonpublic school, or contracted service provider has no knowledge or information pertaining to the applicant that the applicant is required to disclose pursuant to paragraph (3) of subsection a. of section 2 of this act; and

(3) the school district, charter school, nonpublic school, or contracted service provider determines that special or emergent circumstances exist that justify the temporary employment of the applicant.

N.J.S.A. 18A:6-7.11

18A:6-7.11. Information received under act not deemed a public record; immunity of providers of information

  1. Information received by an employer under this act shall not be deemed a public record under P.L.1963, c. 73 (C.47:1A-1 et seq.) or the common law concerning access to public records.
  2. An employer, school district, charter school, nonpublic school, school administrator, or contracted service provider that provides information or records about a current or former employee or applicant shall be immune from criminal and civil liability for the disclosure of the information, unless the information or records provided were knowingly false. The immunity shall be in addition to and not in limitation of any other immunity provided by law.

N.J.S.A. 18A:6-7.12

18A:6-7.12. Prohibited contracts or agreements

  1. On or after the effective date of this act,1a school district, charter school, nonpublic school, or contracted service provider may not enter into a collectively bargained or negotiated agreement, an employment contract, an agreement for resignation or termination, a severance agreement, or any other contract or agreement or take any action that:

(1) has the effect of suppressing or destroying information relating to an investigation related to a report of suspected child abuse or sexual misconduct by a current or former employee;

(2) affects the ability of the school district, charter school, nonpublic school, or contracted service provider to report suspected child abuse or sexual misconduct to the appropriate authorities; or

(3) requires the school district, charter school, nonpublic school, or contracted service provider to expunge information about allegations or finding of suspected child abuse or sexual misconduct from any documents maintained by the school district, charter school, nonpublic school, or contracted service provider, unless after investigation the allegations are found to be false or the alleged incident of child abuse or sexual misconduct has not been substantiated.

  1. Any provision of an employment contract or agreement for resignation or termination or a severance agreement that is executed, amended, or entered into after the effective date of this act and that is contrary to this section shall be void and unenforceable.


WHAT THE GRAY LAW GROUP OFFERS YOU:

Commitment to Win
If you are charged with a crime our goal is to see that you are cleared or to mitigate the punishment. If you are seeking compensation for a wrong our job is to maximize your compensation.

Education & Honesty
We will educate you about the legal process and what you should expect, providing peace of mind. We will be honest and straightforward, allowing you to make informed decisions.

A Voice
At Gray Law Group we become your voice. Whether your matter is personal or business-related, you need a caring, experienced and knowledgeable firm to speak on your behalf.


*MEDICAL MALPRACTICE

  

If you or a loved one has experienced injury due to the negligence of health care provider, Gray Law Group can help you gain damages, including compensation for lost wages and past and future medical expenses, as well as for pain and suffering and emotional distress. You trusted them. Now trust us.


YOU MAY HAVE A MEDICAL MALPRACTICE CASE IF YOU HAVE EXPERIENCED:

  • Medical malpractice, covering physicians, dentists, nurses and hospitals and including improper diagnosis and wrongful death.
  • Wrongful birth and prenatal misdiagnosis, including disfigurements and diseases such as Down Syndrome or Cerebral Palsy.
  • Surgical negligence, ranging from anesthesia and medication errors to incorrect surgical procedure and improper post-operative care.

WE WANT TO HELP.

If you or a loved one have placed trust in a medical provider and experienced a life-changing or life-ending mistake, you are entitled to compensation. Gray Law Group will fight to get it. 


*CRIMINAL DEFENSE


When you are accused of committing a crime you need a law firm that will aggressively fight for you and has a proven track record as criminal trial attorneys. If you are accused of any crime, exercise your right to remain silent until you have sought legal counsel from us.


CALL GRAY LAW GROUP RIGHT AWAY IF YOU ARE ACCUSED OR SUSPECTED OF ANY OF THE FOLLOWING:

Municipal offenses, such as disorderly persons, municipal ordinance offenses or traffic offenses, including DWI.

Criminal offenses, such as possession of marijuana or heroin, theft, assault, murder or other serious crime.


WE WANT TO HELP

At Gray Law Group we are experienced criminal trial attorneys committed to either clearing our clients of any wrongdoing or mitigating the punishment if they are guilty.

 

*PERSONAL INJURY

 

At Gray Law Group we fight for victims’ rights. As seasoned trial attorneys we are able and willing to take cases to trial to secure the best outcome for our clients – something settlements do not always achieve. We pay all costs up front and receive our compensation only when we win.

YOU MAY BE A VICTIM OF PERSONAL INJURY IF YOU OR A LOVED ONE HAVE:

  • Suffered a personal injury due to the negligent, careless, reckless or malicious actions of others.
  • Lost wages, faced high medical bills or suffered property or other financial loss.
  • Been harassed, intimidated or discriminated or retaliated against at your place of work.

 

*VICTIMS RIGHTS

  

Crime victims often find themselves thrust into a complex judicial process. We will represent you in this process, either in criminal or civil court, becoming your voice and liaison with the court. We founded the nonprofit New Jersey Victim Resource Center to provide guidance for victims who feel they have none.


IF YOU HAVE BEEN THE VICTIM OF A CRIME GRAY LAW GROUP CAN HELP IN:

  • Criminal Court – We will serve as your voice with the prosecutor’s office, assist you in providing victim impact statements to the court and help you obtain monetary compensation from the state Victims of Crime Compensation Office.
  • Civil Court – We will represent you in a civil suit seeking monetary compensation for the crime committed against you. Our goal is to maximize your award to in some way compensate you for your pain and suffering.


WE WANT TO HELP.

You are a victim yet through no fault of your own find yourself within an often frightening judicial system. Allow Gray Law Group to guide and protect you through this process – and then get on with your life.

 

*FAMILY LAW & DIVORCE

 

At Gray Law Group we help our clients remove the emotion from divorce, settling issues quickly and saving money. If a case goes to trial we aggressively fight for our clients’ rights. In addition, should a case involve domestic violence, we can either defend our clients or obtain restraining orders.


WE CAN HELP YOU PROPERLY ADDRESS ALL THE VITAL ISSUES OF DIVORCE, INCLUDING:

  • Children – Settlement of custody, visitation rights, joint decision-making and child support.
  • Alimony and Assets – Determination of alimony and equitable distribution of your home, investments and other assets.
  • Business – The impact of divorce on family-owned businesses, LLCs and partnerships.


WE WANT TO HELP

At Gray Law Group we are committed to helping you though this difficult and painful period toward an outcome that is fair for all parties – spouses and children alike.  


*ESTATE PLANNING

 

At Gray Law Group we provide our clients with the peace of mind knowing the future of their estates has been settled – and the interests of their loved ones protected. We work to minimize tax exposure and ease succession. We ensure distribution of assets is in accordance with our clients’ intentions.


TURN TO GRAY LAW GROUP FOR ASSISTANCE WITH:

  • Estate Planning – Ensuring the future you want for those you love.
  • Estate Litigation – Defending your estate or executor against lawsuits.
  • Probate Process – Seeing that your assets are distributed in accordance with your wishes.

WE WANT TO HELP

At Gray Law Group was are committed to providing our clients with the comfort of knowing all they have worked for throughout their lives is secure and the future of their loved ones protected.

  

*REAL ESTATE LAW

 

Gray Law Group represents both home buyers and sellers, ensuring dreams come true and futures are secure. We help those buying or selling a business navigate the complexity of investigation, due diligence and negotiations with business acumen.


TURN TO GRAY LAW GROUP FOR:

  • Residential Transactions
  • Commercial Transactions
  • Purchasing and Sales
  • Closings
  • Land Use Applications
  • Developer Agreements
  • Refinancing
  • Dispute


WE WANT TO HELP

Whether you are buying or selling a home or business, turn to a partner who understands the personal investment such purchases and sales require. Turn to Gray Law Group.



 



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