Andrew P. Marks

Co-Chair, Labor & Employment Department
Andrew P. Marks

“Is my philosophy that a great attorney must be honest, confident, analytical, attentive, trustworthy, responsive and have a great work ethic. I bring these qualities to each case and work toward solutions in a timely and economical fashion. Additionally, my time spent on various business and charitable boards ”




  • New York
  • New Jersey
  • U.S. Supreme Court
  • U.S. Courts of Appeal, Second and Third Circuits
  • U.S. District Courts for New York, New Jersey and Connecticut


  • J.D., Fordham University School of Law
    • cum laude
  • B.A., State University of New York


  • New York Bar Association
    • Labor and Employment Section, Committee Co-Chair
  • Westchester County Bar Association
  • White Plains Bar Association

Andrew P. Marks is a Partner and Co-Chair of the Labor and Employment Department at Dorf Nelson & Zauderer LLP.

Mr. Marks has nearly forty years of practicing in labor and employment law and has experience in virtually every facet of workplace interactions. He is a pragmatic, responsive and efficient resource in avoiding and resolving workplace disagreements relating to discharge and discipline, discrimination, harassment, wages and hours, benefits, leaves, accommodations, retaliation, employment contracts, shareholder agreements and unfair competition.

Mr. Marks has successfully tried cases in Federal and State Courts, in arbitration and before administrative agencies, including the National Labor Relations Board and the New York State Division of Human Rights. He also adds value through day-to-day counseling on workplace management and administration, negotiating and administering collective bargaining agreements, auditing practices and policies to assure compliance with the myriad laws and regulations, and drafting contracts and policies to achieve desired results and avoid liabilities.

Mr. Marks is counsel of record in dozens of reported decisions. His notable successes include cases enforcing arbitration agreements, establishing an employer’s right to hire and retain strike replacements, delineating minimum pleading standards for overtime claims, enforcing the theory of inevitable disclosure to prevent a competitor from hiring a former employee; and granting summary judgment in a nation-wide misclassification class action.

Prior to joining the firm, Mr. Marks spent over 25 years practicing Labor and Employment Law at AmLaw100 firms.

Mr. Marks received an AV Peer Review Rating, Martindale-Hubbell. He has also been selected for inclusion in the New York Metro Super Lawyers® list in 2006, 2007, 2013, 2014, 2015, 2016, 2017, 2018, 2019, 2020, 2021, 2022 and 2023.

Mr. Marks received the Best Lawyers® 2023 Labor and Employment “Lawyer of the Year” award in White Plains. He is also included in the 2023 edition of The Best Lawyers In America® for Labor and Employment.

Pouncy v. Advanced Focus LLC , 763 Fed. Appx. 134 (2d Cir. 2019)(affirming summary dismissal of federal and state race discrimination and retaliation claims)

Rodriguez-Depena v. Parts Authority Inc., 2017 U.S. App. LEXIS 24995 (2nd Cir. 2017)(establishing that FLSA claims may be subject to arbitration and class action waivers)

Banner Industries v. Wicks, 631 Fed. Appx 79 (2nd Cir. 2016) (affirming summary dismissal of unfair competition claim because fact that employee had information belonging to former employer does not give rise to an inference that the information was misappropriated nor that employee used the trade secrets at his new job)

DeJesus v. HF Management Services, 726 F.3d 85 (2d Cir. 2013)(affirming dismissal of overtime claim and establishing requirement that FLSA plaintiff allege more than the statutory language of the FLSA and include facts sufficient to raise a plausible inference of an FLSA overtime violation).

Rockmore v. Antell, 353 F. App’x. 517 (2d Cir. 2009) (affirming the dismissal of discrimination complaint where plaintiff had signed a release, claimed the release was void­­able on economic duress grounds, but failed to make the necessary efforts to void the contract for three years, and thus had ratified the contract)

Deng v. Aramark Educational Group, Inc . 253 Fed. Appx. 84 (2d Cir. 2007)(affirming summary judgment dismissing federal and state national origin and age discrimination claims)

Halstead v. New York City Transit Authority, 78 Fed. Appx. 750 (2d Cir. 2003)(affirming summary dismissal of race discrimination complaint where plaintiff failed to offer strong evidence that finding by arbitration board of non-discriminatory reason for the termination was incorrect)

Butt v. HF Management Serv. LLC, 2020 WL 207393 (E.D.N.Y. 2020)(establishing outside sales exemption on pre-answer motion to dismiss)

Young v. L’Oreal USA, Inc. (SDNY 2018)(successful settlement of disability discrimination claim based on web site access)

Chavez v. L’Oreal Mfg., 2019 WL 2404905 (D. N.J. 2019)(obtaining dismissal of complaint for failure to comply with discovery obligations)

Diaz v. Michigan Logistics, Inc., 167 F. Supp. 3d 375 (E.D.N.Y. 2016)(enforcing arbitration agreement with class action waiver under New York state law)

Scott v. SSP America, Inc., 2011 WL 1204406, 2011 U.S. Dist. LEXIS 32819 (E.D.N.Y. Mar. 29, 2011) (obtaining summary judgment dismissing class and collective misclassification claim by restaurant manager who spent 90% of her time performing nonexempt work based on her deposition testimony that she “multi-tasked” by supervising staff while stocking shelves, working the cash register and bussing tables)

Quantlab Financial, LLC v. Tower Research Capital, 715 F. Supp. 542 (S,D.N.Y. 2010) (obtaining restraining order precluding former employee from joining competitor based on inevitable disclosure doctrine).

Scherer v. Combined Insurance Co., 253 F.R.D. 40 (D. Conn. 2008)(obtaining dismissal of putative nation-wide class action alleging unlawful wage deductions)

Zutrau v. ICE Systems, Inc., 128 A.D.3d 1058 (2nd Dept. 2015)(affirming post-trial defense verdict on claims of sex discrimination, harassment and retaliation)

Eberhart v. HF Management Services, LLC, (NLRB Sept. 14, 2017)(obtained post-hearing dismissal of unfair labor practice charge based on announcement that only designated employees are permitted to speak with the press)

Northeast Logistics, Inc. v. Ramirez, 18-cv-08192 (S.D.N.Y. 2018)(action to confirm arbitration awards holding that delivery drivers were independent contractors rather than employees)

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