Photo of Matthew A. Ciarleglio

As an associate in the Litigation Department, Matthew Ciarleglio represents clients in a wide variety of commercial and business litigation matters. His experience includes contract disputes, municipal litigation, bankruptcy and creditors’ rights, foreclosure matters, and collection actions.

Matthew has significant courtroom experience and he has successfully handled prejudgment remedy hearings, courtside trials, and hearings in damages. In addition, he has regularly appeared on behalf of clients at short calendar arguments, evidentiary hearings, pretrial conferences, examinations of judgment debtors, and foreclosure mediations.

Prior to joining Murtha Cullina, Matthew was an associate at two prominent law firms in Bridgeport, Connecticut and New Haven, Connecticut.  Matthew received his J.D., cum laude, from Quinnipiac University School of Law.  While in law school, he was a member of the Quinnipiac Law Review and the Quinnipiac Moot Court Society.  Matthew received his B.A., summa cum laude, from the University of Connecticut, where he was a member of the Honors Program and was elected to Phi Beta Kappa.

On September 30, 2020, section 196-b of the New York State Labor Law went into effect.  The legislation, which provides for the immediate accrual of employer-provided sick leave, permits sick leave to be taken beginning on January 1, 2021.  We wrote about the New York State Paid Sick Leave law previously, and have outlined the situations under which it must be provided to employees.  Like New York City’s paid sick leave entitlements, the law applies to absences related to an employee’s status as a victim of domestic violence, family offense, sexual offense, stalking, or human trafficking.  For a complete list of reasons and more detail about the accrual of sick leave, take a look at our prior blog.
Continue Reading New York State Paid Sick Leave Law Now in Effect

The Families First Coronavirus Response Act (“FFCRA”) became law on March 18, 2020 in response to the COVID-19 pandemic.  As we previously blogged on several (okay, numerous) occasions, the FFCRA comprises the Emergency Paid Sick Leave Act (“EPSLA”) and Emergency Family and Medical Leave Expansion Act (“EFMLA”), which provide paid leave in connection with certain COVID-19 related absences from work. Rather than go into each of those circumstances, you can click on any of the above links to our previous blogs.  Although most employers are required to offer EPSLA and EFMLA leave to employees, employers are not required to extend leave eligibility to a “health care provider.” 
Continue Reading Department of Labor Revises “Health Care Provider” Exemption to COVID-19-Related Paid Sick Leave and Enhanced Family Medical Leave