Current Cases

& Victories

Speaking Engagements


& Events

Community Matters

Current Cases & Victories

$250K Settlement. Conscientious Employee Protection Act Lawsuit.

In a whistle blower lawsuit the Douglass Law Group brought on behalf of our client, a former HR Manager, the Defendant, a large media corporation agreed to settle the case after having lost on a motion it filed in court to dismiss the Plaintiff's case. The lawsuit was settled under a Confidentiality provision, therefore, the parties and details may not be discussed or published. Defendants agreed to reimburse the Douglass Law Group $125,000.00 in attorneys fees and costs.


Non-disclosure agreements (NDAs) are common in settlements of workplace wrongdoing to limit what the parties can reveal about the facts of the complaint and the terms of a settlement.


New Jersey has proposed legislation which would prohibit non-disclosure provisions in settlements of sexual harassment claims as well as ban waivers of ANY procedural right related to a discrimination, harassment, or retaliation claim under New Jersey’s Law Against Discrimination. Section 2 of the Senate bill (S-121) provides that “A provision in any employment contract or agreement which has the purpose or effect of concealing the details relating to a claim of discrimination, retaliation, or harassment shall be deemed against public policy and unenforceable.” This language encompasses not only settlements related to workplace sexual harassment but also religious discrimination, gender discrimination, racial discrimination, whistleblowing (CEPA claims), and more.


The current bill, S-121/A1242, passed the Senate in June 2018 by a 34-1 vote (as S-121) and is currently on the second reading in the state Assembly. If it is passed by the Assembly, the legislation will be presented to the governor for signature.

Lawsuit against Atlantic County prosecutor alleges gender bias, retaliation

After nearly 20 years working at the Atlantic County Prosecutor’s Office in high ranking positions from acting prosecutor to first assistant prosecutor, Diane Ruberton says guards stood by her as she packed her things and was escorted to the door. The only thing she was told was that her services were no longer needed.


“Because I spoke up, because I dared question Mr. Tyner, because I blew the whistle, I was fired,” Ruberton said.


Ruberton, Heather McManus and Donna Fetzer are suing Atlantic County Prosecutor Damon Tyner, two of his lieutenants, Atlantic County, and the Atlantic County Prosecutor’s Office for gender discrimination and retaliation.


McManus said she was forced to retire. Fetzer is still working at the Atlantic County Prosecutor’s Office. Their 100-page civil complaint was filed Thursday.


“He excluded the women who had skills and expertise in a particular area in favor of less senior males who had lacked those skills and experience. He did reduce the pay of myself and other females in the office,” said Ruberton.


Tyner was appointed to his position by Gov. Chris Christie in March 2017. Ruberton said at the news conference that within the first 6 months she began to notice patterns of him treating her and other females differently.


“I was a police officer for over 25 years and have served the public since my early 20s. I worked in three different prosecutors offices and for 10 different prosecutors,” said McManus. “We are here today because we would not be silent to what we saw and experienced.”


The lawsuit claims Tyner began retaliating against the plaintiffs when he became aware they reported he was allegedly involved in mortgage fraud to the FBI.

Vineland reach $350K settlement in civil case

City Council has approved a six-figure settlement with former business administrator William Lutz in a civil lawsuit dating to 2014.


Lutz, fired by the city less than a year after his August 2013 appointment, will receive $350,000 in the settlement, according to the resolution passed by council at Tuesday's meeting.


Vineland is on the hook for $120,000 of the cost, with the remaining $230,000 covered by the city's insurance provider.


Council approved the settlement on a 5-0 vote.


"It is definitely a weight off our back, there's no doubt about that," Council President Paul Spinelli said following Tuesday's meeting. "We're never happy to settle because we really think we had a case, but because of the way laws are written and the way insurances run, unfortunately if we lose any aspect of the case, we lose a lot of money. So we took our insurance company's advice and we settled for nominal fee considering the amount of money I'm sure litigation would have cost."


Vineland Mayor Anthony Fanucci, one of the defendants in Lutz's suit, declined to comment on the settlement.


The resolution passed by council states "all claims alleged against Anthony Fanucci have heretofore been dismissed" and goes on to say "the City of Vineland denies each and every allegation made against it in the Complaint and any settlement entered into is based upon reasons other than the merits of the claims against the City of Vineland."


Lutz had sued for violation of his civil rights and defamation of character.


"Mr. Lutz is pleased that his case has ended in settlement and he finally feels vindicated," Lutz's attorney Michelle Douglass told The Daily Journal in an email Tuesday.


Lutz's brief tenure as Vineland's business administrator was marked by controversy from the start.

He was nominated for the post in August 2013 by then-mayor Ruben Bermudez, who at the time touted the Collingswood resident's "great background." Lutz had most recently worked as records manager for the Camden Municipal Clerk's Office before coming to Vineland. Council approved Lutz's appointment later that month on a 3-2 vote, with Fanucci and current Council President Paul Spinelli the lone dissenters.

Franklin Tp. Police Officers Defeat Township's Motion to Dismiss their Fair Labor Standards Act

On April 30, 2012, petitioner, Christine Leeds, applied for Ordinary Disability benefits. On December 11, 2012, the Board of Pensions (Board) denied her application for the reason that: “you are not totally and permanently disabled from the performance of your regular and assigned duties pursuant to N.J.S.A. 43:15A-42 and relevant case law. Petitioner appealed the denial.


We represent several police officers formerly employed by the Franklin Tiwnship Police Department, Gloucester County, NJ. In this action, Plaintiffs, current and former law enforcement officers for the Township of Franklin, generally allege that Defendant “failed and refused to properly compensate Plaintiffs for” otherwise compensable pre-shift work, in accordance with an “established” practice incorporated into the parties’ collective bargaining agreement that required officers “to report” ten minutes prior to “their scheduled shift.”


Specifically, Plaintiffs allege that “defendant’s violations of the FLSA include but are not limited to: (1) unlawfully requiring Plaintiffs to report to work [ten] minutes in advance of their officially assigned shift and not paying them at all for this required time at regular rates of pay and/or overtime rates of pay; (2) requiring and/or permitting Plaintiffs to work beyond the end of their shift without compensation and without paying Plaintiffs for properly calculated regular rate wages and/or overtime rate compensation; and (3) failing and/or refusing to pay Plaintiffs for duty work performed on the way to the police station pre-shift start time.”


Plaintiffs also allege that the pre-shift requirement, set forth in Article IX, ¶ C(1)3 of the parties’ collective bargaining agreement, required Plaintiffs to perform uncompensated work in violation of the Fair Labor Standards Act, 29 U.S.C. §§ 201, et seq. (FLSA).Consequently, Plaintiffs seek declaratory judgment concerning the “invalid, illegal and unenforceable” nature of Defendant’s “practices and policies” set forth in Article IX, ¶ C(1).


Plaintiffs also “claim that they have been forced to use accrued compensatory time or lose it and seek damages associated with the forced use of compensatory time, and that they have been forced to lose earned compensatory time,” consequently, Plaintiffs “seek a declaration from the Court that the forced use of compensatory time is illegal in that it violates the FLSA.”


The Defendant filed a Motion for Summary Judgment. On December 23, 2015, the Court denied the Defendant's motion in most part but granted it only with regard to the officers' claims for reimbursement of work performed on the way to the police station as pre-shift comepsnable time.


Imprtantly, for us the Court ORDERED that Defendant’s motion for summary judgment seeking a ruling that the Franklin Township Police Department has established a 28-day work period under 29 U.S.C. § 207(k) for Plaintiffs who work 12-hour shifts, shall be, and is DENIED; and it further ORDERED that Defendant’s motion for summary judgment seeking a ruling that the Franklin Township Police Department has established a 7-day work period under 29 U.S.C. § 207(k) for Plaintiff Gaetano, shall be, and is DENIED; and it also ORDERED that Defendant’s motion for summary judgment seeking a ruling that Franklin Township police officers are compensated for muster time as a component of their base salaries, shall be, and is DENIED. The Court Ordered the parties to mediate this case in an attempt to resolve the monetary damages. In the event that Mediation is unsuccessful, we are permitted to prceed to trial to have a jury make the determination of damages. Attorney fees and costs are to be awarded to Plaintiffs upon a successful outcome at trial.

Hughes, et. als. v. The Township of Franklin, United States District Court, D.N.J., Civil No. 13-3761

Judge Says W. Wildwood Must Pay $1 Million Award to Police Chief and $777K Plus Interest to Douglass

On July 21, 2017, a jury awarded Ferentz $1.165 million in damages in an action under the Conscientious Employee Protection Act, better known as whistleblower protection. In October, the court added attorney fees, costs and other charges bringing the tab to just under $1.77 million.

With the recent decision, that cost will fall to the taxpayers of West Wildwood, a significant burden in a borough with about 600 residents. Ferentz and her attorney, Michelle Douglass, have already agreed to a payment schedule with the borough, but local taxpayers will still feel the pinch. In anticipation of Pickering’s decision, the borough earlier this year began furloughing workers each Friday and increased the local tax rate in preparation for funding the payments.

West Wildwood is part of the Atlantic County Joint Insurance Fund, a group of towns and cities that have joined together for a more affordable insurance option. The JIF, in turn, looks to the Municipal Excess Liability Fund to handle very large costs, like million-dollar whistleblower awards.

For about a year, David Grubb, the executive director of the MEL, has declined to comment on the matter, citing the ongoing lawsuit. Contacted May 11, Grubb continued that streak, again declining to comment.


“I think the decision says it all,” he said. At the Joint Insurance Fund, questions about the decision were forwarded to attorney David DeWeese, who also declined to comment, saying Pickering’s decision covers the matter thoroughly.


The matter goes back about a decade to former West Wildwood Mayor Herbert Frederick. In 2008, Ferentz filed suit against the borough. As mayor, Frederick had accused Ferentz of several infractions and later dismissed her from the department, citing the findings of an extensive disciplinary hearing. Ferentz, in turn, accused the then-mayor of improperly interfering with the operations of the police department while she was acting chief.


Things changed when Chris Fox was elected mayor in 2012. Ferentz was returned to the police department, awarded back pay, given a raise and formally promoted to police chief. Fox, who lives with Ferentz, abstained from the vote to reinstate Ferentz, according to published reports from the time.


In his decision, Pickering describes Fox and Ferentz as “close personal friends and political allies.”

Borough officials have indicated that if Ferentz were not rehired and given back pay, the jury award may have been even higher. But according to Pickering’s decision, included in those resolutions was an agreement that nothing in the extensive disciplinary hearing could be used against Ferentz in a civil suit.

$500K Settlement-$250K Awarded to Client; $250K Awarded to Douglass Law Group But Subject To A Confi

A two year battle on behalf of a client we have grown to love has finally ended in her favor! We are unable to disclose the identities of the parties due to a Confidentiality Agreement that the Defendant -Employer insisted upon in order to resolve the matter.


The case, a Whistle blower action settled after three weeks in trial. A jury verdict was not reached as the defense reached out to us after a key defense witness had testified on the stand.


The parties agreed to settle the case with an award to our client in the amount of $250,000.00. The defense also agreed to reimburse our client her attorney's fees and costs in the amount of $250,000.00.


There are valid reasons to oppose confidentiality. It can be bad for clients, bad for lawyers, and bad for the legal system. Oftentimes, however, a plaintiff who wants to put a lawsuit to rest has no choice but to agree to the defense terms which inevitably requires confidentiality-or no settlement.


It is my hope that one day there will be an across the nation prohibition on confidentiality when it comes to employment claims. Society itself might be better off if all settlements were public knowledge. Wrongful conduct would be exposed not just for the economic justice of the victim, but for the broader societal purpose of curbing such wrongful conduct. Lawmakers and the public can see where problems exist, both in products and service suppliers, and act appropriately.


The American Bar Association published an excellent article by Ronald L. Burdge which was encouraged to be shared and I gladly do so in relevant part here:


"A good example is the Eleventh Circuit’s long-standing approach that settlements in Fair Labor Standards Act (FLSA) litigation should not involve confidentiality because it contravenes congressional intent behind the law and undermines regulatory efforts (Lynn’s Food Stores, Inc. v. United States, 679 F.2d 1350 (11th Cir. 1982)) and that FLSA settlement agreements must be filed in the court’s public docket (Hanson v. Wells Fargo Bank, No. 08-80182-CIV, 2009 WL 1490582 (S.D.Fla. May 26, 2009)).


Unlike most states, Florida has a statute that prohibits concealment of public hazards, which effectively prohibits confidentiality (Fla. Stat. Ann. 69.081). California has a similar statute that forbids nonfinancial confidentiality of motor vehicle problems in its Lemon Law settlements (Cal. Civil Code 1793.26).


Secrecy in settlements also hurts lawyers. A lawyer cannot place a fair and reasonable value on a case when the lawyer cannot compare it to other known cases. It is particularly harmful to inexperienced lawyers who may be most prone to undervaluing a case. The secrecy allows the perpetrator to assess a fair value while preventing the innocent victim from doing likewise.


Confidentiality does not actually promote settlement. The vast majority of cases already are settled without trial. Fundamentally, a settlement of a court case should be a public proceeding, just as a trial is a public proceeding of a court case.


Moreover, the legal system does not belong to any industry. It belongs to the public. Courts function best in the daylight of an open, transparent administration of justice. Otherwise, people cannot observe and understand what is going on and how the courts protect everyone by their fair administration of justice. Secrecy protects repeat offenders and harms everyone else. Openness is consistent with basic Constitutional principles of our government."


As it stands there is no accurate way in which the courts, the EEOC and the Division on Civil Rights can statistically account for the number of employment claims, lawsuits, value of settlements and amounts paid on any employment claims primarily because Confidentiality Agreements prevents it.


In New Jersey, there is Bill S-121, which disallows defendants from requiring plaintiffs to sign Non-Disclosure Agreements for out-of-court settlements regarding discrimination, harassment, and retaliation in New Jersey.


The legislation was approved by the Senate in June 2018 and makes NDAs unenforceable in sexual harassment settlement agreements and employment contracts for cases of workplace sexual harassment, discrimination, and retaliation. Specifically, it prohibits employment contracts from forcing employees to waive their rights and suppress details of the claims. The employer is also prohibited from taking retaliatory action, such as firing or demoting the employee, if they do not sign the NDA in these cases.

Atlantic County Clerk's Office Employee Wins Disability Pension Appeal

On April 30, 2012, petitioner, Christine Leeds, applied for Ordinary Disability benefits. On December 11, 2012, the Board of Pensions (Board) denied her application for the reason that: “you are not totally and permanently disabled from the performance of your regular and assigned duties pursuant to N.J.S.A. 43:15A-42 and relevant case law. Petitioner appealed the denial.


Michelle J. Douglass, Esq. of My Rights Lawyers, L.L.C. represented Leeds.


The issue in this case is whether she is physically or mentally incapacitated to such an extent that she cannot perform her duties as a Recording Clerk in her prior employment with the Atlantic County Clerk’s Office.


Leeds had been an exemplary employee for 18 years. This chnaged after her twin sister was murdered in Egg Harbor City. Leeds became emotionally distraight and depressed to the point of missing work on numerous occasions resulting in her termination from employment. She had been diagnosed with post traumatic stress disorder.


The case turned on the testimony of two expert witnesses. Petitioner’s expert, Dr. Michaels, tendered his opinion that petitioner is totally and permanently disabled. The Board’s expert, Dr. Lopreto, opined to the contrary.


In summation, the Court found that Dr. Michaels extensive and impressive credentials establish that absent some consistency in content, his opinion should be afforded more weight. In his testimony, Dr. Michaels provided a detailed analysis of petitioner’s condition. He carefully explained how the death of her sister had morphed into a major depressive disorder. He reviewed her symptoms and explained how they demonstrated the presence of this disabling disorder. And he tied his opinion to the results of the MMPI II test.


The action of the Pension Board was reversed. Leeds is eligible retroacticley for ordinary disability retirment pension benefits. To see a copy of the Opinion authored by Adminsitrative Law Judge Bruce M. Gorman, click here.

Speaking Engagements

Human Resource Law:
The Ultimate Guide

November 12 and 13, 2019

Michelle J. Douglass, Esq presents on November 12th, 2019 Topics include Social Media Policies: Avoiding Overreach While Ensuring Poper Usage, Protecting Employee Privacy: Workplace Monitoring and information Security and Bulletproof Hiring Practices and Agreements. the program takes place Holiday Inn Philadelphia_ Cherry Hill by NBI, starting at 11:30 am and ending  02:30 pm.

The Rules of Evidence:
A Practical Toolkit

December 14, 2018


Michelle Douglass presents on the topics of Presenting to the Judge and Jury and Ethical Considerations at this one day seminar along with guests Jeanine Clark, Kimberly Hoehing and Chris Lipari who present on topics including The Big Six Admissibility Questions, Understanding Hearsay, Handling Email, Social Media and Other ESI, Witness Testimony, Keeping Evidence Out (Pre and Post Trial) and Admission/Exclusion of Unique Evidence. Seminar is hosted by NBI and takes place at the Sheraton Convention Center on December 14, 2018 starting at 9:00 a.m. until 4:30 p.m.

Crisis at the Border and Within

July 24, 2018


Michelle J. Douglass presents and participates in a panel discussion featuring Stockton University faculty Priti Haria, associate professor of Education, Robin-Herandez-Mekonnen, assistant professor of Social Work, and Michael Rodriguez, associate professor of Political Science. This guided discussion will include the implications and impacts the separation of children and families can have on our welfare and school systems, policy and practice, as well as the overarching effects and implications of the traumatic experiences suffered by the families. This event is free and open to the public. To register, visit This event will offer 2.5 Social Work Cultural Competence CEs for professionals. Join us Tuesday, July 24, 2018 from 9:00 a.m.- 12 p.m. in the Stockton University Campus Center.

Bioethics: Women's Health Issues and the Law

Michelle J. Douglass presents on Bioethics issues for women, a discussion about gender justice and feminist standpoint theory. This presentation is hosted by the Atlantic Cape County College and covers issues relevant to women's health throughout their lives, not only involving reproduction. Come join us on November 28, 2017, 1:00 p.m. until 4:00 p.m., Building B, Classroom 103.

Distinguished Women. Distinctive Voices. Stockton Women's Leadership Council Speaker Series

April 4, 2019 | 6 p.m. | Stockton Women's Leadership Council | | 609.652.4861


Keynote Speaker: Ferial Govashiri

Former Personal Aide to President Barack Obama

Chief of Staff to Chief Content Officer at Netflix

Tiny Cracks: Breaking the Glass Ceiling


As a young Iranian-American woman, Ferial Govashiri was a Washington game changer. As one of the few people to work alongside President Obama on a daily basis, she provides a unique perspective on how women can be successful and achieve positions that have been traditionally dominated by men. Govashiri shares her three rules to success: never cry, never run, and never raise your voice. She also expands on themes such as the power of confidence, determination and risk-taking in decision-making. Her extraordinary stories from behind the scenes of the nation’s most powerful office provide impactful takeaways and inspire women from all walks of life to take their careers to the next level.

Reservations are required for this free community event. Donations to the Stockton Women's Leadership Council are gratefully accepted and can be made here

The Stockton Women’s Leadership Council (SWLC) – a Stockton University Foundation initiative – is dedicated to the empowerment of women and seeks to promote networking among women and the community. The SWLC offers a platform for professionals to build relationships, discuss issues related to women, engage in mentorship opportunities, and explore ways that relevant program events and leadership development opportunities can be supported by enhanced philanthropy. Through the Council’s initiatives, faculty, staff, alumnae, friends and students will create a tradition of female leadership that will have a sustainable impact at Stockton University and across our region.

Advanced Employment Law:
What You Need to Know

October 15 and 16, 2018


Michelle Douglass presents at this two day seminar packing a whopping 14.4 NJ CLE credits! Topics include LGBT/Sexual Orientation Discrimination, FMLA Compliance, Navigating the ADA, Retaliation Claim Legal Strategies: Defenses and Counter-Suits, Handling Employee Discrimination and Harassment Claims, Ethical Issues in Employment Law, The FLSA, Independent Contractors: Detecting Employer Mis-Steps, Enforceablility of Mandatory Arbitration Clauses, Internal Investigations and Attorney-Client Privilege, Responding to EEOC and State Agency Charges, Non-Competes, Non-Solicits and Confidentiality Provisions, Drugs and Alcohol in the Workplace. Two Day program takes place at the Golden Nugget Atlantic City hosted by NBI, starting each day at 9:00 a.m. and ending at 4:30 p.m.

Mini Law School for HR Professionals

June 13, 2018


Michelle Douglass presents on the topics of Alternative Dispute Resolution in the Employment Context and Controlling Unemployment Compensation Costs. Other topics include Workplace Behavior and Privacy, Discipline and Discharge, The National Labor Relations Board-Obligations and Compliance, Successful Hiring and Recruitment Steps and Employee Handbooks and Policies in the 21st Century presented by colleagues Peter Frattarelli, Esq., Ralph Smith, Esq., Roberty Hagerty, Esq., Armando Ricci, Esq. and John Adams, Esq. Prorgam starts at 9:00 a.m. until 4:30 p.m. and is hosted by the National Business Institute, in Cherry Hill, NJ CLE credits in NJ, PA and NY apply.

National Business Institute Speaking Engagement

December 14, 2016 | 9:00am-4:30pm | Atlantic City, NJ


Seminar presented by Michelle J. Douglass, Esq. regarding Human Resource Law: What You Need To Know Now. 

Michelle J. Douglass will cover topics concerning ​Work Place Behavior and Privacy Issues.​

Seminars & Events

Burnham Douglass is Sponsoring the 2020 Women in Business Conference | Ocean City
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Thursday, March 5, 2020 | 8:00 am - 2:00 pm

The Flanders Hotel 

719 E. 11th Street, Ocean City

In 2005 the Cape May County Chamber of Commerce seized the opportunity to highlight the important role women fill in the workplace. The conference setout to provide working women with the personal and business skills that would help them grow personally and as a business professional. Over the past fifteen years this event has grown in popularity and purpose. 


This annual conference is designed to empower professional women through education and networking. Each year, the conference offers a balance of networking and education sessions themed around topical matters designed to empower women to advance their opportunities in the workforce and obtain maximum work life balance for a healthy lifestyle. 


Join us for the 2020 Women in Business conference as we discuss Diversity and Inclusion in the Workplace.

Women's March

January 19, 2019

Michelle Douglass and her daughter are pleased to attend and support the Atlantic City Women's March in honor of Fannie Lou Hamer, a voting and women's rights activist, scheduled for 10 a.m., January 19, 2019 on the Boardwalk. The rally will include Jessica Care Moore, an artist and activist, keynote speaker Lt. Governor Sheila Y. Oliver, and other grassroots groups and labor and faith-based organizations.

Burnham Douglass is Sponsoring the Fundraiser for Mudgirls Studios
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Thursday, March 26, 2020 | 6 pm - 9 pm

At our new office in Northfield

450 Tilton Road, Suite 200B, Northfield, NJ 08225

We are hosting a housewares event at our new law office in Northfield. Come check out our new office, meet us & our staff and enjoy some snacks/drinks looking at the ceramics. Help us raise money for this beautiful organization. You will be able to place orders for those beautiful ceramics ware made by the women of MudGirls. 

Mudgirls Studios is a non-profit organization that enables women to support themselves, homeless women, by making ceramics to supplement income, they provide training and employment opportunities too.

Dorrie Papedemetriou is the Director of Mudgirls. 

Contact Maria Andreina Fernandez for more information.

Community Matters

Come Join Us to Support 
A Perspective on Women's Suffrage in celebration of Women's History Month
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Tuesday, March 3, 2020 | At 5:00 pm

Main Library, Meeting room


Reclaiming Our Voice: New Jersey’s Central Role in the Fight for Women's Suffrage

Women were not “given” the vote, but fought for it for generations. Lillian Feickert, president of the N.J. Woman Suffrage Association from 1912-1920, explores the overlooked role of Ne w Jersey in the long frustrating fight for women’s suffrage. She shares stories about how suffrage Advocates Lucy Stone and Elizabeth Cady Stanton staged tax and voting protests in the state. She describes how Alice Paul became the dynamo who re-energized the push for a federal amendment and how Dr. Florence Spearing Randolph brought black women into the movement. 

Come Join Us for a non-partisan training for Get-Out The-Vote and Community Organizing

Saturday, February 22, 2020 | 9:00 am to 2:00 pm

Shiloh Baptist Church in Vineland


Leadership training for voter engagement and mobilization in South Jersey

The Voice to the Voiceless Project will train leaders as community organizers and promote expanded electoral participation in the 2nd Congressional District of New Jersey.

Got to: to register.

The 2nd District is one of the most competitive in the nation, won twice by Barack Obama and once by Donald Trump, it’s current member of Congress, Jeff Van Drew, recently switched parties, and there are now a half dozen contenders for that office.

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856.751.5505 | 609.788.3595

Fax: 856.751.5516


Marlton Office

Northfield Office

8000 Sagemore Dr., Suite 8303
Marlton, NJ 08053

450 Tilton Road, Suite 200B

Northfield, NJ 08225

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Licensed in New Jersey + Pennsylvania + D.C. + Virginia + North Carolina

Admitted to practice in the New Jersey, Pennsylvania, Washington D.C., Virginia and North Carolina State and Federal Circuit Courts, Administrative Courts and the United States Supreme Court.

Burnham Douglass provides legal advice, representation, litigation, trial skills and services to people from all walks of life.

Burnham Douglass is not a partnership, it is an independent organization consisting of a limited liability company doing business as Burnham Douglass, Business Registration documents on file with the State of New Jersey.