Ogletree Deakins' labor and employment practice counsels management clients in every area of labor and employment law. Ogletree Deakins is considered to be one of the premier law firms when it comes to labor and employment matters. In the area of "traditional" labor relations, we have worked with clients across the country in literally thousands of union organizing drives. Our clients have called upon us to handle some of the largest and most significant union organizing drives in the United States involving airlines, hospitals and freight deliverers, among many others. If a petition for union representation or decertification is filed with the NLRB, Ogletree Deakins attorneys work closely on or off-site with our client’s management team throughout the election process to ensure compliance with applicable law. Our lawyers also represent clients in unfair labor practice proceedings before the NLRB, labor contract negotiations and arbitrations.

In addition to traditional labor work, the firm has extensive experience in all aspects of employment litigation, including trial work, in cases arising under Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, the Equal Pay Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act of 1990, the Family and Medical Leave Act of 1993, the Fair Labor Standards Act, the WARN Act and other federal and state laws regulating the workplace. Many of the attorneys also have extensive experience defending clients against breach of contract claims, wrongful discharge claims, and the ever-growing list of employment tort claims.

Our labor and employment practice includes preventive counseling. We conduct comprehensive employment audits to expose problem areas before they become legal nightmares. Our management training seminars equip supervisors to handle tough workplace issues. Often, our attorneys are called upon to prepare and review employment policies and procedures manuals to ensure compliance with federal and state laws. This combination of educating supervisors on employment issues and giving employees notice of company expectations results in very real cost savings, as well as intangible personnel benefits.

Areas of Expertise

Affirmative Action Age Discrimination in Employment Act Alternative Dispute Resolution Americans with Disabilities Act Arbitration Background Investigations Civil Rights Litigation Class Action Defense COBRA Collective Bargaining Compensation Disabilities Discrimination Cases Diversity in the Workplace Drugs and Alcohol in the Workplace Employee Benefits Employee Privacy Rights Employment Contracts Equal Employment Opportunity ERISA Family and Medical Leave Act Government Contractors Handbooks Harassment Claims and Investigations Immigration Law Internet-Based Training Independent Contractor Issues

International Employment Labor - Management Relations Litigation Live Training Programs Management Training Seminars Mediation National Labor Relations Board Negotiations Non-Compete Agreements Occupational Safety and Health Law OFCCP Matters Personnel Policies Plant Closings and Reductions in Force Railway Labor Act Retaliation Claims Sexual Harassment Temporary Employees and Employee Leasing Unfair Labor Practices Unemployment Claims Unemployment and Disability Benefits Unfair Competition and Non-Compete Litigation Union Avoidance Training Union Election Campaigns Wage and Hour WARN Compliance Workers' Compensation Workplace Violence Control Plans Wrongful Discharge Claims