Corey B. Hirsch-Lestienne
Overview
A litigator focused on labor and employment law, Corey represents national corporations in private equity, defense, real estate, and health care. Skilled in investigating and litigating high-stakes disputes, Corey has advocated before federal and state courts, administrative agencies, arbitration panels, and mediators.
Career & Education
- New York
Assistant Corporation Counsel, Labor and Employment Law Division, New York City Law Department, 2021–2022
- New York
- Associate, Kasowitz Benson Torres LLP, 2022–2024
- Yeshiva University Benjamin N. Cardozo School of Law , J.D., cum laude, 2020
- Columbia University, B.A., magna cum laude, 2017
- The Jewish Theological Seminary, B.A., magna cum laude, 2017
- New York
- U.S. District Court for the Southern District of New York
- U.S. District Court for the Eastern District of New York
Corey's Insights
Client Alert | 4 min read | 02.27.26
New Jersey Expands FLA Protections Effective July 2026: What Employers Need to Know
The New Jersey Family Leave Act (NJFLA) entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per 24-month period for bonding with a new child, caring for a seriously ill family member, or responding to certain public health emergencies. The law covers employers with 30 or more employees worldwide, and employees must have at least one year on the job and 1,000 hours worked in the preceding 12 months to qualify. Unlike the federal Family and Medical Leave Act (FMLA), the NJFLA does not cover an employee’s own serious health condition, but instead pairs with New Jersey’s Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) programs, which provide partial wage replacement — funded through employee payroll contributions — when employees are out on qualifying leave.
Representative Matters
Litigation and Trial
- Represented CareOne, a network of skilled assisted living facilities, in state and federal litigation.
- Represented a national staffing company in federal litigation of employee-poaching and misappropriation of trade secrets claims.
Labor and Employment Proceedings
- Defended a national real estate brokerage firm in state and federal court, and before the Real Estate Board of New York, on hostile workplace, wage and hour, sexual harassment, and discrimination claims.
- Represented a national transportation and logistics company in employment litigation matters.
Corporate and Transactional Deals
- Facilitated the lease and acquisition of 400 medical practice employees by national health care provider.
- Advised hedge fund on employee counseling, separation, and general workplace issues.
Video Game Industry
- Advised and represented globally recognized mobile app studio in intellectual property litigation.
List may include matters worked on prior to joining Crowell.
Corey's Insights
Client Alert | 4 min read | 02.27.26
New Jersey Expands FLA Protections Effective July 2026: What Employers Need to Know
The New Jersey Family Leave Act (NJFLA) entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per 24-month period for bonding with a new child, caring for a seriously ill family member, or responding to certain public health emergencies. The law covers employers with 30 or more employees worldwide, and employees must have at least one year on the job and 1,000 hours worked in the preceding 12 months to qualify. Unlike the federal Family and Medical Leave Act (FMLA), the NJFLA does not cover an employee’s own serious health condition, but instead pairs with New Jersey’s Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) programs, which provide partial wage replacement — funded through employee payroll contributions — when employees are out on qualifying leave.
Insights
Corey's Insights
Client Alert | 4 min read | 02.27.26
New Jersey Expands FLA Protections Effective July 2026: What Employers Need to Know
The New Jersey Family Leave Act (NJFLA) entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per 24-month period for bonding with a new child, caring for a seriously ill family member, or responding to certain public health emergencies. The law covers employers with 30 or more employees worldwide, and employees must have at least one year on the job and 1,000 hours worked in the preceding 12 months to qualify. Unlike the federal Family and Medical Leave Act (FMLA), the NJFLA does not cover an employee’s own serious health condition, but instead pairs with New Jersey’s Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) programs, which provide partial wage replacement — funded through employee payroll contributions — when employees are out on qualifying leave.
