Jed M. Weiss is a partner in the Litigation Practice Group at Mandelbaum Barrett PC. With a focus on corporate disputes, Jed specializes in resolving complex matters involving owners, joint venture partners, investors, and developers in the New York City market.

Jed is recognized for his ability to be both an assertive advocate and a skilled negotiator, seeking practical and expeditious solutions to disputes that align with his clients’ goals and objectives. Jed has extensive experience handling cases in various areas, including state, federal, and appellate courts, as well as in arbitration. He specializes in providing legal counsel to businesses and individuals entangled in a wide array of legal issues, such as business and partnership disputes, lender liability, real estate litigation, construction litigation, employment matters, contract disputes, business torts, and commercial foreclosure.  Jed also has extensive experience defending owners, construction managers, and contractors in high exposure complex labor law and injury cases.

Jed is an active member of the New York City Bar Association Litigation Committee, further demonstrating his commitment to the legal profession.

These stories are successful case results from our attorneys. Please note that results may vary depending on your particular facts and legal circumstances.

Throughout his career, Jed has achieved positive outcomes in a variety of matters, including:

  • Representing a real estate private equity firm and asset management company in acquisitions, financing of an office building in New York, and related litigation.
  • Advocating for a hedge fund in a lawsuit against its former investment manager and auditor.
  • Resolving a dispute for a real estate opportunity fund involving member entities.
  • Representing a major New York investment bank in seeking remuneration from a client for services rendered.
  • Defending a New York-based transportation company in a dispute with its employees’ union over delinquent contributions.
  • Handling a multimillion-dollar shareholder dispute that involved derivative and multidistrict litigation.
  • Representing a real estate developer embroiled in a dispute with lenders and subsequent foreclosure.
  • Advocating for a construction company involved in a dispute with prime and subcontractors.
  • Representing a national producer and distributor of raw materials in multistate litigation.
  • Resolving a dispute for a foreign clothing manufacturer in conflict with its distributor.
  • Representing a prominent hedge fund founder in a contractual dispute with his partners, also involving allegations of violations of New York’s labor laws.


New York

U.S. Court of Appeals for the Second Circuit

U.S. District Court, Southern District of New York

U.S. District Court, Eastern District of New York

Bachelor of Arts (B.A.) from Wheaton College

Juris Doctor (J.D.), cum laude, from the American University – Washington College of Law

Restricting Employer Access to Employee Social Media

April 11, 2024

In their recent piece for the New York Law Journal, Joshua Bauchner and Jed Weiss of Mandelbaum Barrett PC dive into the complexities surrounding a fresh New York Statute aimed at curtailing employer intrusion into employee social media and introducing notification mandates. This legal development arises from alarming accounts of employers soliciting social media credentials, such as usernames and passwords, from job seekers, effectively making it a prerequisite for employment and, in certain cases, leading to employee dismissal.

Mandelbaum Barrett PC Partners Spotlighted in New York Journal of Law for Insights on Landmark Social Media Privacy Legislation

February 27, 2024

On September 14, 2023, Governor Kathy Hochul signed Senate Bill S2518A into law, introducing significant changes to New York's Labor Law with the addition of Section 201-i, set to take effect on March 12, 2024. This legislation prohibits employers from requiring job applicants or employees to provide access to their private, personal social media accounts. Aimed at protecting individual privacy and preventing discriminatory hiring practices, the law outlines specific prohibitions, including the demand for usernames, passwords, or other authentication means for personal social media accounts, while also detailing exceptions for business-related accounts and devices financed by the employer.