Employment Litigation & Counseling

News & Insights
Although workers are a business’s most valuable assets, they also present the greatest challenges for employers. Subject to a complex array of regulatory restrictions and heightened government scrutiny, businesses must comply with federal and state labor and employment laws, assuring workplace safety and a harassment-free environment. Employers must properly classify employees, address social media use, establish and enforce workplace policies, manage employee relations, compensation and disabilities issues, proactively avoid risk and still find time to be profitable.

Faced with all of these challenges, businesses and their managers turn to Segal McCambridge for day-to-day employee management advice, regulatory guidance and dispute resolution services.

Comprehensive Service

Segal McCambridge employment lawyers provide comprehensive service to U.S. companies and foreign companies with U.S. operations, advising on and litigating a wide variety of employment and labor-related matters, including:

  • Collective bargaining agreements
  • Data protection and employee privacy
  • Disability, health management and leave issue
  • Discrimination, harassment, and hostile work environment claims
  • Employee classification
  • Employee compensation and benefits
  • Employee training
  • Employment and labor litigation
  • Employment handbooks, practices and procedures
  • Hiring, firing, and severance arrangements
  • Immigration concerns
  • Labor relations
  • Noncompete agreements, unfair competition, and trade secret protection
  • Religious and disability accommodations
  • Social media issues
  • Wage, hour, and overtime issues
  • Whistleblowing and retaliation
  • Wrongful termination
  • Workers’ Compensation claims

We are well-versed in the complicated web of employment regulations, and regularly advise on and assure compliance with the many laws and regulations impacting businesses, including:

  • Age Discrimination in Employment Act (ADEA)
  • Americans with Disabilities Act (ADA/ADAAA)
  • State and Federal Civil Rights Acts, including Title VII and Section 1983
  • Employee Free Choice Act
  • The Equal Pay Act of 1963
  • Fair Labor Standards Act (FLSA)
  • Family and Medical Leave Act (FMLA)
  • Immigration Reform and Control Act of 1986 (IRCA)
  • Occupational Safety and Health Act (OSHA)
  • HIPAA and the HITech Act
  • OFCCP & affirmative action compliance

Our lawyers frequently represent clients before regulatory bodies, including the U.S. Department of Labor, the EEOC, the NLRB, U.S. Citizenship and Immigration Services (USCIS), U.S. Immigration and Customs Enforcement , U.S. Department of Homeland Security and OSHA. We conduct internal audits and represent clients in government investigations and enforcement actions.

From single plaintiff to multidistrict, multiparty cases, and class actions, we have an impressive record of success litigating employment and labor-related disputes in federal and state courts at all levels throughout the United States, and are also highly skilled at resolving disputes through alternative methods, including arbitration, mediation, and negotiated settlement. Whether in court or at the negotiating table, we have the ability, knowledge, and experience to protect our clients at every stage of a dispute.

Proactive Advice

Segal McCambridge employment attorneys help clients devise, implement and enforce policies, procedures and best practices to assure regulatory compliance, minimize liability exposure and promote employee satisfaction. We are particularly adept at advising highly regulated businesses such as those in the transportation, healthcare, pharmaceutical, and medical device industries. As a value-added, we offer our clients’ managers and employees training programs on a variety of employment law issues impacting their operations and advice on emerging trends and risk mitigation.

We work proactively with clients to reduce the likelihood of litigation, whenever possible. At the same time, we are well prepared to litigate when going to court is in our clients’ best interests.