The Labor and Employment Group works in all areas of traditional labor and employment law and related litigation. The Group's lawyers interact with counsel in other departments and are readily available to provide support with respect to labor and employment laws and regulatory practices in many states.

Lawyers in our Labor and Employment Group have experience representing management in all areas of traditional labor law:

• Practice before the National Labor Relations Board, including unfair labor practice charges and litigation before administrative law judges and Federal Appeals Courts;
• All aspects of collective bargaining negotiations and contract administration;
• Arbitrations, representation in union organizing campaigns and advice regarding maintenance of nonunion status;
• Strike and boycott related litigation;
• Counseling with respect to the labor aspects of mergers and acquisitions; and
• Defense of claims under the Private Attorneys General Act.

Lawyers practicing in the employment area have experience in counseling, document preparation, preventative training and in all types of employment litigation matters:

• Defense of claims relating to age, race, sex, national origin, disability discrimination and sexual harassment claims;
• Defense of class action claims under the state and federal wage and hour laws;
• Defense of claims under Section 301 of the Labor Management Relations Act for breach of contract and violation of the duty of fair representation;
• Breach of contract actions, including employment, non-compete and confidentiality agreements;
• Drafting of separation and release agreements, including covenants not to compete;
• Defense of various state tort claims such as defamation, tortious interference with business and wrongful discharge;
• Actions to vacate and enforce arbitration awards;
• Review and preparation of employment policies and employee handbooks;
• General advice and training on employment issues, such as discipline, discharge and harassment;
• Development of policies and procedures for plant relocation and shutdown, reductions-in-force, drug testing and polygraph testing, development of affirmative actions plans, and compliance with federal and state statutes and regulations, including OSHA and WARN; and
• Resolution of claims through alternative dispute resolution ("ADR"), both mini-trials and mediation.