A boutique employment firm built around representing employees
Wage-and-hour class and collective actions, discrimination and harassment claims, retaliation, and executive separations, across Long Island and New York City.
The short answer
TA Legal Group PLLC is a boutique New York employment law firm based in Huntington, on Long Island. We represent employees and executives in the great majority of our matters, and employers in a limited number of them, in wage-and-hour class and collective actions, discrimination and harassment claims, retaliation cases, and executive separations. Many of these cases are handled on a contingency fee basis, and the initial case evaluation is free.
Who does the firm represent?
Employees, in the great majority of our matters. Our practice is built around representing the person on the receiving end of a pay practice, a termination, or a pattern of treatment at work. We also represent employers in a limited number of cases. We run a conflict check before taking any matter, and if we cannot act for you we tell you at the first conversation rather than after you have waited.
Our clients range from hourly workers who were never paid overtime to senior executives negotiating an exit. The legal questions differ enormously between those two, but the underlying problem is usually the same: an employer with a legal department and outside counsel on one side, and one person on the other.
What kinds of cases does the firm handle?
Two categories account for most of our docket, and they sit at opposite ends of the employment law spectrum.
The first is wage-and-hour class and collective actions, cases brought on behalf of large groups of employees who were subject to the same unlawful pay practice. A single employee's unpaid overtime claim may be worth a few thousand dollars. When the same timekeeping policy, the same misclassification, or the same off-the-clock practice applies to hundreds of people, the exposure changes and so does the leverage. These cases are document-heavy, expert-heavy, and slow. They are also the reason unlawful pay practices actually get fixed.
The second is individual claims where the conduct is serious and the defendant is senior: sexual harassment and assault claims involving executives and decision-makers, workplace discrimination, retaliation and whistleblower claims, and wrongful termination. We also handle severance and employment contract review for people who have been handed an agreement and a short deadline, and we try cases through employment litigation in state and federal court when they do not resolve.
What does "boutique" actually mean here?
It means the lawyer you speak with is the lawyer handling your case. A boutique firm takes fewer matters than a volume practice, which is a real constraint. We decline cases we cannot staff properly. The tradeoff is that your file does not get handed down a chain of associates you have never met, and the decisions about strategy, settlement posture, and whether to try the case are made by the people who know the facts firsthand.
It also means we are candid early. If your claim has a deadline problem, a proof problem, or a damages ceiling that makes litigation a poor use of your time, you will hear that in the first conversation rather than a year in.
Who will handle my case?
The firm's attorneys are Tim Alamgir and Matthew J. Daidola. Both handle matters directly from intake through resolution.
Because the firm is small, your first call is with an attorney, and the intake conversation is a substantive legal conversation.
How does the firm work a case?
Employment cases follow a fairly predictable arc. Knowing the shape of it in advance makes the process far less disorienting.
1. Free case evaluation
We listen to what happened, identify which statutes are in play, and flag the filing deadlines that apply to you. Deadlines come first because the shortest applicable one controls whether a claim survives at all. A federal discrimination charge in New York must reach the EEOC within 300 days.
2. Evidence and investigation
Before anything is filed, we build the record: pay stubs and time records, emails and messages, performance reviews, the handbook, the offer letter, the termination notice. In wage cases we also reconstruct hours worked. Employers control most of the documents, so what you preserved early matters.
3. Filing and leverage
Depending on the claim, that means an administrative charge, a court complaint, or a demand backed by a complaint that is ready to file. Class and collective actions add a certification stage. The goal at every point is to make the employer's exposure concrete rather than theoretical.
4. Resolution or trial
Most employment cases settle, and settlement is often the right outcome. But cases settle on better terms when the other side believes you are prepared to try them. We take that preparation seriously and we do not accept a number without your instruction.
Where is the firm admitted to practice?
Tim Alamgir is admitted in New York, New Jersey, and Connecticut. Matthew J. Daidola is admitted in New York. The firm's core practice is New York state and federal court, including the Eastern and Southern Districts of New York.
Federal wage-and-hour collective actions under the Fair Labor Standards Act often involve employees working in more than one state. Where a case belongs in a federal court outside those admissions, we seek admission pro hac vice for that matter or associate local counsel. We do not hold ourselves out as admitted in any state other than those listed above.
Geographically, most of our clients are on Long Island (Suffolk and Nassau) and in New York City. The Huntington office is a short drive from the Suffolk County courthouse complex in Central Islip.
What does it cost to hire the firm?
Nothing upfront. We handle many these cases on a contingency fee basis, which means our fee is a percentage of what we recover for you, and there is no fee if we do not recover. The initial case evaluation is free and confidential.
Several of the statutes we litigate under also shift fees. Title VII, the ADEA, the ADA, the New York State and City Human Rights Laws, the FLSA, and the New York Labor Law all allow a prevailing employee to recover attorneys' fees from the employer. That matters because it makes claims economically viable that would otherwise cost more to bring than they are worth, which is precisely why those provisions exist.
The New York Labor Law goes further on wage claims: NYLL § 198(1-a) provides for liquidated damages equal to 100% of the wages owed, on top of the wages themselves, and the limitations period for NYLL wage claims runs six years.
How do I start?
Call 631.498.7984 or use the contact form. Tell us what happened, when it happened, and whether you have signed anything. If you have received a severance agreement with a signing deadline, say so first. That deadline changes the order in which everything else gets done.
The firm's office is at 205 E Main St, Suite 3-2, Huntington, NY 11743. You can also read about our practice areas or browse frequently asked questions before you call.
Talk to a lawyer about your case
The initial consultation is always free and confidential.