Peter L. Frattarelli

Partner

Overview

As Chair of Archer’s Labor & Employment Group, Peter is known for his tireless advocacy on behalf of his clients. Representing management and employers in labor and employment litigation and proceedings, he takes on his clients' needs and causes as if they were his own and dedicates himself to their goals and desired outcome. A tenacious litigator, Peter has extensive experience defending employers and individuals against harassment and discrimination lawsuits, including claims for race, gender, sex, disability, national origin and age discrimination.

In all cases, Peter puts his clients first, solving problems and removing obstacles so they can accomplish their objectives. His management defense experience has been in a wide variety of contexts, including unlawful discipline, wrongful termination, and retaliation and “whistleblower” claims. He has wide-ranging experience defending employers against claims of failure to accommodate the needs of disabled persons, as well as several cases that sought to extend the disability protection laws against employers and places of public accommodation.

Peter welcomes the opportunity to face and resolve conflicts. With an extensive labor law background, he represents and provides advice to employers on matters ranging from day-to-day wage and salary issues to actions and proceedings involving labor organizations. This includes the defense and prosecution of unfair labor practice charges before the National Labor Relations Board, as well as representing employers involved in union election campaigns. He has also successfully represented employers in proceedings in state and federal court seeking to enjoin union picketing. In addition, Peter defends individual employee grievances filed before neutral arbitration panels. He also has negotiated for, and counseled, management during union collective bargaining agreements for private and public sector employers.

Representative Experience

Received defense verdict in New Jersey state court for employer and owner in disability harassment and discrimination case against medical practice.
Received defense verdict in federal court for District of New Jersey in whistleblowing case brought by employee of energy subsidiary of Fortune 500 electrical and energy utility company.
Received defense jury verdict in New Jersey state court in three-week whistleblower case filed against Fortune 500 laboratory testing company.

Credentials

Education

Delaware Law School, Widener University, JD, magna cum laude
Drexel University, BS, Phi Beta Kappa

Admissions

Delaware
New Jersey
Pennsylvania
U.S. Court of Appeals for the Third Circuit
U.S. District Court for the District of Delaware
U.S. District Court for the District of New Jersey
U.S. District Court for the Eastern District of Pennsylvania
U.S. Supreme Court

Offices

Areas of Focus

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News & Insights

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03.11.2025

Speaking Engagements & Seminars

CIANJ and Archer & Greiner HR Bootcamp

Join CIANJ and Archer attorneys Peter Frattarelli and Douglas Diaz for an HR Bootcamp. This event is designed to sharpen your skills, deepen your knowledge, and prepare you for success in the fast-evolving world of Human Resources....

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Archer Annual Labor & Employment Seminar

12.06.2024

Speaking Engagements & Seminars

Archer Annual Labor & Employment Seminar

Join us for a complimentary Labor & Employment Breakfast Seminar. This course will cover the major state and federal laws affecting labor and employment law. For registration and the full agenda and program description, visit our event website. ...

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Harassment and Discrimination in the Workplace

12.05.2024

In the News

Harassment and Discrimination in the Workplace

In speaking to New Jersey Business Magazine about predictive measures every employer must have regarding harassment and discrimination in the workplace, partner Peter L. Frattarelli spoke about formal procedures. Chair of Archer's Labor & Employment Group, Peter said, "Employers need to lay out a complaint procedure that employees can use to the extent they feel that they’re a witness to a harasser and/or they are a victim of harassment. Employees should be allowed to complain to pretty much anybody in the organization who’s in a position of authority."...

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