All posts by Becky L'Abbe

Privacy Policy

Last modified: October 20, 2021

Lichten & Liss-Riordan, P.C. respect your privacy and are committed to protecting it through our compliance with this policy. This policy describes the types of information we may collect from you or that you may provide when you visit the website (our “Website”) and our practices for collecting, using, maintaining, protecting, and disclosing that information.

Please read this policy carefully to understand our policies and practices regarding your information and how we will treat it. If you do not agree with our policies and practices, your choice is not to use our Website. By accessing or using this Website, you agree to this privacy policy. This policy may change from time to time. Your continued use of this Website after we make changes is deemed to be acceptance of those changes, so please check the policy periodically for updates.

Users Under the Age of 18
Our Website is not intended for users under 18 years of age. No one under age 18 may provide any personal information to our Website. We do not knowingly collect personal information from anyone under 18. If we learn we have collected or received personal information from someone under 18 without verification of parental consent, we will delete that information. If you believe we might have any information from or about someone under 18, please contact us at or 866-357-4555.

Information We Collect About You and How We Collect It
We collect several types of information from and about users of our Website, including information:
• By which you may be personally identified, such as name, postal address, e-mail address, telephone number, or any other identifier by which you may be contacted online or offline (“personal information”);
• Related to professional or employment history or reason for inquiring; and/or
• About your internet connection, the equipment you use to access our Website, and usage details.
We collect this information:
• Directly from you when you provide it to us.
• Automatically as you navigate through the site. Information collected automatically may include usage details, IP addresses, and information collected through cookies.

Information You Provide to Us
The information we collect on or through our Website may include:
• Information that you provide by filling in forms on our Website. We may also ask you for information when you submit an inquiry or respond to one of our advertisements.
• Records and copies of your correspondence (including email addresses), if you contact us.
• Your responses to surveys that we might ask you to complete for research or litigation purposes.

Information We Collect Through Automatic Data Collection Technologies
As you navigate through and interact with our Website, we may use automatic data collection technologies to collect certain information about your equipment, browsing actions, and patterns, including:
• Details of your visits to our Website, including traffic data, location data, logs, and other communication data and the resources that you access and use on the Website.
• Information about your computer and internet connection, including your IP address, operating system, and browser type.
We do not collect personal information automatically, but we may tie this information to personal information about you that we collect from other sources or you provide to us.

How We Use Your Information
We use information that we collect about you or that you provide to us, including any personal information:
• To present our Website and its contents to you.
• To provide you with information or services that you request from us.
• To fulfill any other purpose for which you provide it. For example, if you share your name and contact information to inquire about a potential case through our Website, we will use that personal information to respond to your inquiry.
• To carry out our obligations and enforce our rights arising from any contracts entered into between you and us, including for billing and collection.
• In any other way we may describe when you provide the information.
• For any other purpose with your consent.

We may use the information we have collected from you to enable us to display advertisements.

We only share your information with service providers (such as companies who assist us in sending emails, physical mailings, text messages and/or surveys) and other law firms or vendors with whom we have partnered to litigate or investigate potential cases. These service providers and law firms may have access to personal information needed to perform their functions but are not permitted to sell, share, or use such information for any other purposes.

We may also disclose your personal information:
• To comply with any court order, law, or legal process, including to respond to any government or regulatory request.
• To enforce or apply our terms of use and other agreements, including for billing and collection purposes.
• If we believe disclosure is necessary or appropriate to protect the rights, property, or safety of Lichten & Liss-Riordan, P.C. our clients, or others.

By submitting personal information to our website, you consent to receiving emails from us in the future. If you do not wish to receive these communications, please request removal by clicking unsubscribe at the bottom of the email, or email and ask to be placed on a “do not e-mail” list.

Your California Privacy Rights
If you are a California resident, California law may provide you with additional rights regarding our use of your personal information. To learn more about your California privacy rights, visit PRIVACY NOTICE FOR CALIFORNIA RESIDENTS.

Contact Information
To ask questions or comment about this privacy policy and our privacy practices, contact us at:
Lichten & Liss-Riordan, P.C.
729 Boylston Street, Suite 2000
Boston, MA 02116
Toll Free: 866-357-4555

Terms of Use

Last modified: October 20, 2021

By using the Website ( you accept and agree to be bound and abide by these Terms of Use and our Privacy Policy. If you do not want to agree to these Terms of Use or the Privacy Policy, you must not access or use the Website. We may revise and update these Terms of Use from time to time.

In some jurisdictions, this website may be classified as attorney advertising. This website is designed for general information only. The information presented at this site should not be construed to be formal legal advice nor the formation of a lawyer/client relationship. We invite you to contact us and welcome your calls, letters and electronic mail. Contacting us does not create an attorney-client relationship. We will only serve as your attorney under mutual agreement. This agreement will normally be in the form of a written or electronic retainer.

Please review our Privacy Policy for information about how we handle your personal information. The hiring of a lawyer is an important decision that should be based upon careful research and investigation, not solely upon advertisements. Prior results mentioned on this website do not guarantee a similar outcome. If you would like more information about our law firm, please contact us toll free at 866-357-4555 or via email at

Our Website is not intended for users under 18 years of age. No one under age 18 may provide any personal information to the website.

To the extent the State Bar Rules in your jurisdiction require us to designate a single attorney to be responsible for this website, Lichten & Liss-Riordan designates attorney Shannon Liss-Riordan. Lichten & Liss-Riordan, P.C. does not guarantee the accuracy or reliability of third party information included on this website or any other website to which it is linked. Some information may be outdated.

Zachary Rubin

Zach Rubin is a committed employees’ rights advocate who represents workers in wage and hour litigation, employment discrimination matters, and labor disputes in state and federal courts and before administrative agencies. He is currently engaged in a number of collective and class actions and individual employment matters involving workers across industries in the private and public sectors.

Zach has practiced labor and employment law since graduating from law school and previously worked for a prominent union-side law firm in Connecticut and as in-house counsel at a labor union in Connecticut. Zach enjoys the breadth of factual and legal issues that labor and employment attorneys must grapple with and has played key roles in litigation victories for his clients, including a 2017 case establishing that the employment protections in Connecticut’s medical marijuana statute are not preempted by federal law (the first time a federal court ruled on such an issue).

During law school, Zach worked as a law clerk at a union-side labor law firm in New York City and interned at Actors’ Equity Association, the National Labor Relations Board (Region 2), the New York State Supreme Court (trial level), and the NYC Office of Collective Bargaining. Additionally, Zach has long appreciated the importance of Alternative Dispute Resolution (“ADR”) in modern legal practice and served as Co-President of Brooklyn Law School’s ADR Society.

Zach was named a Massachusetts Rising Star in 2021 and 2022 by Thomson Reuters’ Super Lawyers.


Brooklyn Law School, J.D., 2015
Cornell University, B.S. in Industrial and Labor Relations, 2012

Bar and Court Admissions

Member, State Bar of Massachusetts, 2019
Member, State Bar of Connecticut, 2016
Member, State Bar of New York, 2016
Member, State Bar of New Jersey, 2015

Admitted to practice before the U.S. District Court of Massachusetts, U.S. District Court of Connecticut, U.S. District Court for the Southern District of New York, U.S. District Court of New Jersey, and the U.S. Court of Appeals for the First, Second, Third, and Fifth Circuit.

Olena Savytska

Olena Savytska is a dedicated and persistent client advocate and combines her experience in civil litigation and direct services in her work, approaching every case as a puzzle. Olena has focused on FLSA wage and hour actions in a variety of industries.

Olena began her work in wage and hour actions at the Harvard Legal Aid Bureau, where she represented dry cleaning and restaurant workers. As a student at Columbia Law School, Olena helped prepare and present a report to New York State agency members and legislators as part of the Lawyering in the Digital Age Clinic and took part in the 2013 National Native American Law Students Association moot court competition.

During college, Olena worked as a paralegal, gaining significant experience in civil discovery and trial preparation. Olena is fluent in Spanish and Russian.


Columbia Law School, J.D.
Boston College, BA in Political Science and Economics, cum laude

Bar and Court Admissions

Member, State Bar of Massachusetts, 2015

Admitted to practice before the U.S. District Court of Massachusetts

Other Industries

Unfortunately, independent contractor misclassification spans many industries.  We are investigating allegations of independent contractor misclassification in a variety of fields. We recently settled a case against Harvard University for misclassifying workers as independent contractors.  If you have worked anywhere in the country in any industry and believe you have been misclassified, please contact us to discuss your options.

Franchisees Win Major Victory On Appeal Against 7-Eleven
Forbes | March, 2019

Amazon, Drivers Duel Over Arbitrability Of FLSA Action
Law360 | March, 2019

Harvard Settles Lawsuit, Will Change Labor Policy
The Harvard Crimson | March, 2018

Shannon Liss-Riordan Sues Harvard on Behalf of Massage Therapists
JDJournal | January, 2016

Massage Therapist Files Class Action Lawsuit Against Harvard
The Harvard Crimson | January, 2016

Marketing and Call Center Workers

We have filed lawsuits against a number of marketing and customer service outsourcing companies who purport to treat their marketing and customer service reps as independent contractors, paying them by commissions or piece rate, and failing to pay any overtime or training. These companies also require the workers to pay for their own expenses. There have been a number of court rulings finding such arrangements to violate federal and state wage and hour law, because these workers are really employees subject to the protections of the wage and hour laws.