Practices

Affirmative Action is more than just numbers. It is not enough to simply plug information into a preset formula and generate a generic plan. You need to be compliant, proactive and aware.

Representing employers before the various federal and state courts of appeals, all the way up to the United States Supreme Court, has always been an integral part of our practice. 

Employers frequently rely on background checks when making employment decisions. The type of background check used by an employer often depends on the nature of the industry, the needs of the business and the laws in the state which the employee or applicant reside.

California has become “ground zero” for many large-scale employment-related class actions, and cases in the state are, in general, more likely to go to trial. This is because more than any other state, California is known for frequent changes to its labor and employment laws, and for compliance requirements that are often much broader than what employers see at the federal level.

Our experienced attorneys help employers navigate the many layers of Cannabis Law, from businesses involved in the cannabis supply chain, transportation and logistic industries, to non-cannabis companies. 

Class actions, collective actions and multi-plaintiff actions are a regular part of life for employers throughout the United States. Plaintiffs’ attorneys and government agencies have revived interest in these complex actions in employment cases in recent years and have brought to the process a renewed vigor and resourcefulness.

Our experienced Cyber Team provides a suite of services to help you keep data private and secure, and to assist you with information privacy, accessibility, and security compliance.

Diversity, Equity, and Inclusion programs help employers attract talented candidates, retain their rock-star employees, and improve public perception. We guide clients with employment practices that reduce litigation exposure from state and federal employment statutes.

Well-drafted and administered benefit programs are effective recruitment and retention tools and enhance employee relations. They help keep your employees happy and productive, which can have a significant impact on your organization’s success. Conversely, problems in this arena can result in significant morale problems and litigation costs.

An employment lawsuit can disrupt your work environment and damage your reputation with your employees, your customers and the public. It’s also one of the few types of litigation in which the motives of your leaders and managers – and often your company’s overall culture – are at issue.

Our ERISA knowledge, combined with our litigation and trial experience, provides our ERISA Litigation practice with nationwide impact. This dynamic and ever-evolving practice group is comprised of lawyers possessing experience in a wide variety of litigation and administrative proceedings involving employee benefit plans. 

The need for flexible global operations and the demand for technical skills has created new challenges in creating and maintaining a workforce that will help your company stay competitive. With increased security challenges, tightened quotas and a maze of fast-changing laws, getting and keeping the foreign workers you need is increasingly difficult.

Labor relations has been our focus since 1946. And while the role of labor unions in today’s workplace is greatly diminished from its 20th century heyday, unions remain a strong voice in many industries, and today’s unions have become more innovative and aggressive in promoting membership

Contrary to popular belief, covenants not to compete and confidentiality agreements are enforceable – but employers must first properly draft and implement those agreements. In addition, employers may have remedies for trade secret misappropriation or other forms of unfair competition regardless of whether a written agreement exists.

Whether it be conducting due diligence of a possible acquisition target or engaging in a workplace audit to ensure that your company is positioned ideally for a private placement, IPO or acquisition, we can provide transactional solutions at a competitive price.

With the use of outsourced labor and contractors on the rise, and the growth of telecommuting and digital connectivity among employees, defining your traditional workday may be becoming increasingly difficult.

The Dodd-Frank Wall Street Reform and Consumer Protection Act, the Sarbanes-Oxley Act, the False Claims Act and many other federal and state statutes provide protections for employees who raise internal or external complaints regarding potential violations of the law. For employers, this new environment poses compliance and litigation challenges.

No matter how careful employers are, sometimes things do happen. When an employee is injured, a complex web of statutes, rules and formulas govern what is considered “defendable” or what otherwise constitutes fair compensation.

Responding quickly and effectively to workplace complaints, including allegations of harassment, discrimination, or misconduct, is crucial for maintaining a positive employee experience, identifying problem personnel or gaps in training and procedures, and protecting your organization from reputational harm.

Of course you don’t want anyone to get hurt on the job. No matter what type of business you are in, maintaining a safe and healthy workplace is not just a legal responsibility – it’s critical to maintaining worker productivity, your company’s reputation and a successful bottom line.