Labor and Employment
Frost Brown Todd's Labor and Employment Group is the preeminent collection of attorneys counseling some of the nation’s leading companies with employee and union matters throughout the country. Our strengths have been recognized by U.S. News and World Report, Best Lawyers®, and Super Lawyers®. Chambers USA ranked Frost Brown Todd’s Labor and Employment Group a top-tier ranking and stated:
“This large and impressive team has the knowledge and experience to advise on a wide range of complex issues ranging from discrimination to class action litigation. Recently it has been counseling on reductions of force and has seen an increase in union-related matters. A strong position in the distribution market, representing clients such as Amazon.com, results in a steady stream of traditional labor and employment work. Sources say, ‘A strong group that provides an extremely high standard of service.’”
The group employs approximately 45 lawyers across seven states, as well as paralegals and support staff. We regularly handle a wide variety of employment relations matters that arise in the workplace, offering guided counsel and aggressive litigation if needed. Above all, our attorneys place client service as a priority; we are committed to collaborating with our clients in finding practical solutions to their employee matters.
FBT's Labor and Employment Group has a proven litigation track record, having handled thousands of cases over the past decades. Our team has developed a reputation of integrity and competency with our clients as well as the Equal Employment Opportunity Commission and various state civil rights agencies.
Our group has litigated on behalf of employers in nearly every state in the country. We have tried dozens of jury trials, bench trials, arbitrations, administrative hearings and preliminary injunctions. Some examples include the following:
- Obtaining a jury trial verdict on behalf of Cincinnati Children’s Hospital in multimillion-dollar case filed by a critical care physician against the Hospital.
- Obtaining jury trial verdict on behalf of Shelter Concepts in a sexual harassment and retaliation case filed by two former managers seeking more than $4 million in damages.
- Obtained a $4.4 million jury verdict against the Steelworkers for lockout-related damage.
While providing our clients with unparalleled service, it is our objective to avoid litigation. Should our clients require proceeding through the litigation process, however, our attorneys are prepared to represent our clients through trial and appeal.
We are experienced with Employment Practices Liability Insurance (EPLI) and committed to providing excellent service to our clients who have decided to insure the risk of employee lawsuits.
Lastly, we have handled numerous class actions, collective actions, and litigations filed by the EEOC. These cases generally require different tactics and resources that Frost Brown Todd is prepared and staffed to meet.
Employment Counseling and Training
The best way to decrease legal costs is to reduce legal disputes. We work every day with a variety of employers to help them with their “problem employees.” Our attorneys design unique programs for clients on such subjects as absenteeism, sexual harassment, effective discipline, and personnel file documentation. Amongst our programs, we have numerous speakers and publishers who address topical labor and employment law matters. Our labor and employment attorneys publish Legal Updates to inform clients of recent developments in the area of labor and employment law. We regularly host seminars and webinars for the benefit of our clients to keep them informed and up-to-date with the latest issues and trends.
Furthermore, the U.S. Supreme Court has specifically identified training as an effective means to avoid liability in the EEO area. Employers can limit their potential exposure to workplace harassment claims by developing an appropriate policies and conducting training. Our attorneys are nationally known for training employees, supervisors and management in this area. We regularly help our clients create progressive policies to help minimize or avoid liability.
As the number of unionized companies in America continues to shrink, labor unions are becoming more aggressive in their unionizing campaigns. Employers and industries that were once considered “safe” from unions are facing increasing pressure from unions determined to bring back the heyday of organized labor.
Our team helps our non-unionized clients stay union-free in three critical ways.
We offer comprehensive training and advice designed to ensure your company is an unattractive target for a union. Our attorneys will work with you to develop policies and procedures that fit the realities of your business, while also dampening your employees’ drive to unionize. Further, our group will work with you to implement policies and practices that make it easier to fight a union campaign. Often, by being proactive, employers can avoid a union election petition entirely.
Second, should a union file an election petition, our attorneys have a proven record of designing and implementing union-education campaigns that empower employees to vote “NO.” From top management to supervisors, we will train your first line of defense to blunt union propaganda. It is important to work with our clients to pinpoint critical issues, prepare targeted campaign materials, and deliver a consistent message to your employees. This includes training your management personnel in the proper use of campaign materials so they are effective and act with confidence as the company’s representatives and avoid the hidden pitfalls built into the nation’s labor laws.
Lastly, many of our attorneys previously worked for the National Labor Relations Board. We are experienced with the nuances of working with the NLRB and the National Mediation Board to resolve unfair labor practice charges, make and defend against election objections, negotiate settlements, and defend our client’s interests during an administrative or judicial review.
Labor Management Relations
For employers with organized employees, we have served as legal counsel and as spokespersons, when requested, in hundreds of collective bargaining negotiations. Members of the group have served as counsel in negotiating national contracts covering more than 100,000 employees. Our attorneys have experience in dealing with airline pilot and mechanic negotiations under the Railway Labor Act and considerable experience in negotiating public sector labor contracts, particularly in the fields of education and public safety.
We represent and advise clients on a daily basis regarding grievances under collective bargaining agreements and claims arbitrated under non-union employment agreements. Our labor and employment attorneys handle more than 200 arbitration cases per year.
Additionally, our labor attorneys are experienced litigators who have represented clients before the NLRB and the NMB and have litigated labor relations cases in federal and state courts, including claims under Sections 301 and 303 of the Labor Management Relations Act, appeals from arbitration awards, injunction actions related to strikes and picketing, and appeals from NLRB decisions.
Frost Brown Todd counsels and assists employers with a full range of issues and challenges arising in the employee-employer and independent contractor context. We assist employers with self-insurance, state workers’ compensation insurance, and private insurance needs. Our group counsels employers on management of premiums and ratings and interfaces with bureaucratic agencies on their behalf. Our skilled litigators defend employers at all levels of judicial proceedings, before administrative agencies, as well as trial and appellate courts. We work strategically with employers to decrease workers’ compensation costs through a variety of means, which range from defending claims to investigating suspected fraud and abuse to returning employees to transitional and full duty work to in-house training. Working collaboratively with employers, we develop pragmatic defensive strategies to reduce workplace injuries and claims, increase workplace safety, and reduce workers’ compensation costs.
Workplace Safety and OSHA
We regularly help employers dealing with the intricacies of the Occupational Safety and Health Act (OSHA). From compliance training to effective advice on how to act during an unannounced OSHA inspection, we will work with you to establish procedures that employers can rely upon when issues arise.
Specifically, our experience includes:
- Assisting clients through all stages of OSHA inspections, from the initial conference through the closing conference.
- Developing and revising general industry compliance programs.
- Reviewing OSHA’s Personal Protective Equipment (PPE) requirements.
- Reviewing OSHA recordkeeping and reporting requirements.
- Training employees and management on OSHA regulations and their requirements.
- Developing proper abatement methods for addressing OSHA citations.
- Handling Section 11(c) whistleblower complaints.
- Litigating OSHA enforcement actions from initial stages, in discovery, through the trial, and upon appeal.
Preparation is often the key to successful resolution of a workplace safety issue. Frost Brown Todd is prepared to advise and represent you in all your workplace safety issues and will work with you so you are prepared to be an effective advocate for yourself and your company.
Wage and Hour Law
Our attorneys are equipped to handle issues that may arise under the Fair Labor Standards Act and state wage and hour statutes and regulations. Additionally, we assist clients regarding prevailing wage issues that arise on federal and state construction projects.
Wage and hour law is one of the fastest growing sources of employment litigation in America. The number of multiplaintiff wage and hour claims that are filed each year has grown exponentially in the last decade and continues to outpace other employment claims. Wage and hour claims, whether pursued under state law or the federal Fair Labor Standards Act, also represent one of the costliest types of litigation for employers because the claims are most often pursued as class or collective actions.
Frost Brown Todd has the depth and breadth of knowledge amongst a wide-variety of experience to simultaneously defend a nationwide, multifacility collective action under the Fair Labor Standards and assist a small, family-owned business with developing its payroll policies and practices that may eliminate or lessen the risk of exposure to wage and hour claims. Our skilled lawyers have litigated complex class actions, collective actions, and “hybrid” class and collective actions in state and federal courts across the country and defended investigations by state and federal agencies for clients ranging from locally owned businesses to national, Fortune 500 companies. We have successfully defended the gamut of wage and hour claims, including:
- Misclassification of employees as independent contractors or as exempt from overtime or minimum wage requirements.
- Improper deductions from exempt employees’ salaries.
- “Off-the-clock” work, donning and doffing protective gear, and other types of pre- and post-shift work activities.
- Break or meal periods that should have been paid.
- Tip-pooling by employees in the restaurant industry.
- Prevailing wage claims by state agencies and interested parties.
In addition to defending wage and hour litigation, our lawyers can help employers avoid future litigation by developing proactive litigation avoidance initiatives.
Non-Competes and Trade Secrets
Frost Brown Todd has a subgroup, made up of lawyers from the Labor and Employment, Litigation, and Intellectual Property Groups, that focuses on unfair competition counseling and litigation. These attorneys are regularly involved in counseling and litigation regarding non-compete agreements and trade secrets.
Our attorneys have litigated dozens of injunction hearings to enforce and defeat non-compete agreements. We are the lawyers who helped establish the contours of a “trade secret” after the Uniform Trade Secrets Act was adopted. In addition, much of our practice is devoted to helping employers avoid litigation through drafting non-compete agreements and advising companies about how to protect their trade secrets.
Affirmative Action and Government Contractor Compliance
Frost Brown Todd has extensive experience assisting clients that have government contracts comply with the laws and regulations enforced by the Office of Federal Contract Compliance Programs. Our lawyers help clients determine whether an affirmative action program is required; assist in gathering and analyzing the necessary information and draft or review affirmative action programs. We have the resources and the experience to perform statistical analysis of hiring and compensation practices, and we can help an employer be proactive by auditing current policies and procedures. Our lawyers also have experience guiding employers through OFCCP compliance audits, from compliance checks to on-site visits.
Throughout periods of economic and labor market fluctuation, competition among employers to attract the best and the brightest talent remains a constant. Employees now place a premium on retirement, health and other benefits, and those packages are one of the most heavily regulated aspects of the employment relationship. In this competitive climate, employers need counsel with the background, resources, skills and savvy to develop successful benefit plans and to have answers when questions arise.
Frost Brown Todd lawyers maintain attractive, effective benefit and compensation plans for clients of every size and industry. Instead of placing clients in “one-size-fits-all” plans, we look at the needs of a particular business situation and then recommend and design plans accordingly. The result is a benefit or compensation plan that keeps talented employees and executives in place and promotes a more productive workplace.
ERISA litigation is a unique area that requires an in-depth knowledge of ERISA law and the particular nuances to ERISA litigation that separates it from normal trial court practice. Working with our transactional employee benefits team, our ERISA litigators have extensive experience in assisting clients facing benefits litigation, including ERISA class actions. We defend ERISA cases for Fortune 500 insurers, health care providers, self-insured employers and third-party claims administrators.
Our Employee Benefits practice provides counsel to clients related to the following areas:
- 401(k) Plans
- Employee Health and Welfare Programs
- Employee Stock Ownership Plans (ESOPs)
- Defined Benefit (Pension) Plans
- Incentives, Executive Compensation Programs and Equity Plans
- Plans for Nonprofit Employers
- Affordable Care Act (Health Reform)
- Retirement Plan Fiduciary Responsibilities
- Health and Wellness Plan Compliance
- HIPAA Privacy Rules for Self-funded Health Plans
- Correction of Retirement Plan Errors
- ERISA and Employee Benefits Litigation
While many government entities’ needs may be addressed by non-public sector attorneys, public sector employers face a range of issues that should be handled by seasoned public sector/governmental attorneys.
Frost Brown Todd assists employers from around the country in securing employment-based temporary visas and permanent resident status for their foreign national employees. We also work with Multilaw, a global network of law firms, to assist with outbound visas and work permits for employees being transferred abroad. Our attorneys provide our clients with guidance and training on employer compliance and workforce enforcement issues. We have also defended employers in I-9 audits. We leverage the latest technologies and interactive tools to assist clients in managing their immigration programs.
Alternative Dispute Resolution
We have been a leader in the field of Alternative Dispute Resolution for decades. We advise our clients on methods of effective negotiation, early case assessment, mediation, mini-trials, and advisory and binding arbitration. We also draft dispute resolution systems as a matter of forward-looking corporate policy and for commercial and employment agreements. Our attorneys have lectured extensively on navigating through complex disputes by the use of ADR and have published case studies for the Harvard Program on Negotiation and articles for The Ohio State Journal on Dispute Resolution, including Mediation Advocacy: Partnering with the Mediator and Collaborative Lawyering: A New Development in Conflict Resolution.
We view ADR (whether the process is the result of an internal plan design or is offered as an as-needed case-specific option) as a valuable tool for resolving employment disputes prior to and during litigation.
- Catherine Burgett is a presenter on Labor & Employment Law, The Abridged Version for LogisticsConnect (4/25/17)
- Matthew Wagner presented on immigration Law 101 / Immigration actions of the new administration to HR Partners International (3/2/17)
- Noel Shepard presented on Investigating Workers’ Compensation Claims for the Employers Resource Association Training (3/2/17)
- Catherine Burgett presented on The FLSA: You can’t get there from here for the Employers Resource Association Training (3/2/17)
- Matthew Wagner presented on Transgender Issues in the Workplace at FBT L&E Seminar (2/23/17)
- Matthew Wagner presented an Employment Law 101 presentation to Miami University MBA class (2/21/17)
Matthew Wagner presented on business immigration updates under the new administration to Cincinnati Bar Association Immigration Section (2/16/17)
- Matthew Wagner presented on Legal Issues for Entrepreneurs/Startups to Artworks CO.STARTERS class (business training program for creative entrepreneurs) (2/15/17)
- Matthew Wagner presented on Weapons in the Workplace for private company training day (2/3/17)
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- Internal Revenue Service Delays Implementation of ACA Employer Reporting and "Pay or Play" Taxes Until 2015
- New Fees Imposed on Health Plans Will Affect Employer Costs
- Two Clear Supreme Court Victories for Employers
- Supreme Court Helps Employers Combat FLSA Collective Actions
- Office of Federal Contract Compliance Programs Update
- FCRA Summary of Rights Form is Updated for 2013
- Ohio Supreme Court Clarifies Important Provision in Employer Intentional Tort Statute
- An Old Law Learns New Tricks: The NLRA's Application to Non-unionized Employers
- Employers Beware: Cyber-Bullying Could Wreak Havoc in Your Workplace
- Linkedin to Litigation: Social Media as a Growing Source of Valuable Evidence
- Seventh Circuit Reverses Itself on How Far an Employer Must Go in Assigning Disabled Employees
- Sixth Circuit Rules that Some Severance Benefits may not be Subject to FICA
- Ohio Appellate Court Upholds $4.5M Damages Award for Non-Competition Agreement
- An Employer Requiring Counseling Creates New Legal Risk
- All the World's a Stage: The Internet and Employment Law
- Is Obesity a Disability? The Effect of the 2008 Amendments to the ADA
- The “Ministerial Exception:” Where Employment Law & Religious Autonomy Collide
- Indiana Statewide Smoking Ban Effective July 1
- Federal Court Temporarily Suspends NLRB Notice Requirement
- Indiana Supreme Court Interprets--and Reinterprets--Indiana’s Blacklisting Statute
- Federal Court Upholds the NLRB Notice Requirement
- Participant-Level Fee and Investment Disclosures are Greatly Expanded
- Retirement Plan Service Providers Have New Fee and Service Disclosure Requirements (The "408b-2 Rule")
- NLRB Again Postpones Due Date for Unionization Rights Poster. Due Date is Now April 30, 2012.
- NLRB Finalizes “Ambush” Election Rules
- Preparing for “Ambush” Union Elections
- Hewitt v. L.E. Myers; Ohio Intentional Tort
- NLRB Postpones Due Date For Unionization Rights Poster Until January 31, 2012
- NLRB Creates New Organizing Opportunities for Unions
- NLRB Requires Posting of Unionization Rights
- Changes in Ohio's Prevailing Wage Law
- EPLI and Intentional Acts Exclusions
- High Court Strengthens Class Action Requirements and Eliminates Massive Nationwide Class Action
- New Pro Union Regulations Announced
- Silence or Waiver?
- The Supreme Retailer Challenges the Supreme Class in the Supreme Court
- Supreme Court Tweaks Gender Discrimination Law
- Supreme Court Rules the FLSA Prohibits Retaliation Against Employees who Make Oral Complaints
- Removing Class Actions to Federal Court: Beware of Opposition Based on Alleged One-Year Limitation
- "Cat's Paw" Theory: The U.S. Supreme Court Requires Greater Decision-Maker Diligence Before Disciplining Employees
- Silence or Waiver? What’s the Best Strategy For Employers With Arbitration Agreements To Avoid Class Actions
- Supreme Court Recognizes Retaliation Claim by Terminated Employee whose Fiancé Filed Discrimination Charge
- OSHA's Retraction of Proposed Noise Exposure Interpretation
- GINA Regulations Provide Safe Harbor for Employers
- Staying Union-Free in 2011
- OSHA Noise Exposure Proposed Interpretation
- The Ohio Military Family Leave Act
- Ohio Law Does Not Mandate Preferential Treatment of Pregnant Employees
- Supreme Court Rules on Searches of Employees' Messages
- U.S. Supreme Court Rules Two-Member NLRB Acted Illegally
- The Hardt decision and fee shifting in ERISA cases
- OSHA on the Prowl
- FLSA Amended To Accommodate Nursing Mothers
- Update on the Employment Non-Discrimination Act of 2009
- NDAA 2010 Expands Military Family Leave Benefits Afforded by FMLA
- EEOC Announces Over 45 Lawsuits in the Past Week
- EEOC Proposed Regulations Signal Broad Expansion of ADA
- Public Funding Does Not Necessarily Trigger Application of Ohio Prevailing Wage Law
- U.S. Supreme Court Eases Burden on Employers in ADEA Cases
- Ohio Supreme Court Limits Scope of Ohio Age-Discrimination Claims
- OSHA: Revisions to Field Operations Manual Signal Increased Enforcement of Recordkeeping, Documentation Requirements
- OSHA Regains Power to Cite General Contractors for Subcontractor Hazards
- New Developments Will Expand the Scope of Employee Lawsuits
- When Reducing Force, Remember Your Duty to WARN
- Immigration Issues with RIFs & Layoffs
- The ADA Amendments Act of 2008 and What it Means To Your Business
- Congressional Action Reverses U.S. Supreme Court Rulings on Americans with Disabilities Act (ADA)
- New Guidelines May Apply Ohio Prevailing Wage to More Projects
- Changes in Visa Issuance Procedures
- Take Care When Providing Proprietary or Confidential Information to the EEOC
- Supreme Court Decides Two Employment Retaliation Cases
- ALP: Does my company need to have a written affirmative action plan, or is its written EEO policy enough?
- ALP: How can employers prepare for the legal challenges of an economic downturn?
- ALP: One of my employees is not performing well, but I am afraid to address the performance issues...
- Ohio Supreme Court rules that memorization of information does not absolve former employee of trade secret misappropriation claim
- U.S. Government, Ohio Increase Protection For Active Duty Servicepersons and Their Families
- Proposed Sick Day Legislation Could Lead to Increased Costs For Ohio Businesses
- The Supreme Court of Ohio Upholds Cap on Non-Economic and Punitive Damages
- Employer Litigation Risk List©
- FMLA Protected Absence Analysis©
- Anti-Trust Law in the Work Place
- Contractors Face New Sexual Harassment Rules
- Employer v. Employer: Litigation over Non-Competes
- Making Smart Hiring Decisions
- New Union Strategies: How to Protect Yourself
- Preparing for Union Salts
- Sexual Harassment and Construction
- Sexual Harassment Response Guidelines
- Sexual Harassment: New Sinkholes and Safe Havens
- Surviving the New Union Threat
- Union Salting Defenses Upheld
- What to Do About the New Temp Voters in NLRB Elections
- What To Do When Workers Can't Work! Solving the FMLA, ADA, and Workers' Comp Puzzle
- OSHA Issues New Confined Space Standard for the Construction Industry
- Employers Must Pay For All Personal Protective Equipment – Changes to OSHA Standards
- Sixth Circuit Supports Arbitration Program
- Employers Can Oppose The Ohio Civil Rights Commission’s New Pregnancy Discrimination Regulations
- The Tennessee Supreme Court Expands Workers' Compensation Statute of Limitations
- Leininger v. Pioneer National Latex
- Military Leave Claims Can Be Subject To Arbitration Agreements
- ALP: Retaliation Claims
- The NLRB’s Glens Falls Decision Creates New Opportunities For Construction Firms
- ALP: My employee accidentally caused a serious injury to someone. What can I expect to happen and what effect will it have on my business?
- Ohio Civil Rights Commission Hears Testimony On Its Proposed Changes to Ohio’s Pregnancy Discrimination Regulation
- OSHA Conducting Weekend Inspections of Construction Sites
- Federal Appellate Courts Decide Compensability of Pre- and Post-Shift Activities
- EEOC Enforcement Guidance
- ALP: What is the H-1B “Cap” and how does it affect foreign nationals who are educated at U.S. universities?
- General Contractors No Longer Automatically On The Hook For OSHA Violations
- ALP: We have an employee who needs to lift patients and equipment in her job who has complained previously about a bad back. Can we send her out for a medical exam to make sure she can do her job?
- ALP: What should I do if an OSHA Compliance Officer asks to inspect my facility and what are the safety issues about which I should be most concerned?
- House Bill 305 Aims to Increase Kentucky’s Minimum Wage
- EEOC Issues Question-and-Answer Fact Sheet For Healthcare Employers
- Business Law Advisory
- DOL Seeks Input on the FMLA
- Business Law Advisory
- Recent Ohio Legislation: The SmokeFree Workplace Act and Minimum Wage Amendment
- NLRB Decision Clarifies the Definition of Supervisor
- Business Law Advisory
- ALP: I’m a local employer. Why do I need to be concerned about other states’ laws on trade secrets and employee non-compete agreements?
- Identifying Systemic Discrimination Through Compensation Analyses
- U.S. Supreme Court Expands the Scope of the Anti-Retaliation Provision of the Civil Rights Act: Revision Makes it Easier for Employees to Claim Unlawful Retaliation
- Kentucky’s Legislature Authorizes Concealed Weapons at Work
- ALP: How can employers curb the abuse of intermittent FMLA leave?
- ALP: I have employees who are absent because of military service. What are my legal obligations regarding the employment of those employees?
- Recent Opinions Interpret The FLSA Salary Requirements For Exempt Employees
- ALP: Are psychological or psychiatric conditions compensable under Ohio workers’ compensation law when they do not arise from a physical injury or occupational disease?
- An Ounce of Prevention: Training and Policies Can Help Stop Sexual Harassment Before It Starts and Could Limit Your Company’s Exposure If It Does Happen.
- Preparing for 2007: A Year of Change for the EEO 1 Report
- Department of Labor Issues New USERRA Regulations
- Ohio Supreme Court Provides Guidance on Compensability of Psychiatric and Psychological Conditions Under Workers’ Compensation System
- ALP: Does an Ohio Company have to obtain workers’ compensation coverage in multiple states if it also does business in Kentucky and Indiana?
- Supreme Court Provides Guidance on when Walking and Waiting to Work is Compensable
- OFCCP Publishes Final Rule on Internet Applicants
- Recent Decision Regarding FMLA
- Anti-Smoking Ordinance Creates Areas of Concern For Employers
- Health Law Newsletter
- Keeping Out of Trouble - Managing Your Employees
- Seven Steps Toward Low(er) Risk Terminations
- Smart Interviewing Can Prevent A Lawsuit Later: Concentrate on Job Candidate's Skills and Abilities
- ALP: Is it permissible to hire a third party to conduct background checks on applicants and employees?
- Electronic Data Preservation
- Kentucky Occupational Safety and Health Act Update
- Congress Further Regulates Consumer Credit
- Federal Judge Blocks EEOC Proposed Rule on Health Benefits for Medicare-Eligible Retirees
- Sixth Circuit Decisions Turn The Rules Concerning Sex Discrimination Inside Out
- U.S. Supreme Court Expands Reach of Age Discrimination in Employment Act
- ALP: How Can an Employer Get a Fair Trial Before a Jury?
- Department of Labor Releases USERRA Notice of Rights Poster
- The Uniformed Services Employment and Reemployment Rights Act of 1994
- ALP: I have employees currently serving on active duty in the military. What do I need to know about the recent changes to the Uniformed Services Employment and Reemployment Rights Act?
- USERRA Amendments Impose Two New Requirements On Employers of Employees On Active Duty in the Armed Forces
- Trade Remedies
- ALP: How can an employer protect itself from having to defend an employment lawsuit? How can an employer prevail in the event such a suit is filed?
- Regulations Governing Exemptions to the Overtime Standards of the Fair Labor Standards Act (FLSA)
- ALP: Can I tell other employees why I terminated one of their colleagues? What about potential employers who call for a reference on the former employee?
- NOW is the Time to Update your COBRA Notices and Procedures
- ALP: Do employees have a right to see their personnel files, and if so should I be concerned about what I put into employees’ personnel files?
- Supreme Court Rules Employers Are Not Strictly Liable In Constructive Discharge Cases
- Non-Union Employees Are Not Entitled To Have A Coworker Present During Investigations
- ALP: Are Non-Compete Agreements Valid in Ohio?
- FLSA Regulations Governing Exemptions from the Statute's Overtime Rules May Be Derailed
- Training Your Workforce
- New Department of Labor Regulations on Overtime
- ALP: Is there any specific statute in Ohio that requires my company to train managers on personnel topics such as workplace harassment or how to do performance appraisals?
- In Ohio, Continuing Employment Is Sufficient Consideration To Enforce A Non-Competition Agreement
- General Dynamics Land Systems, Inc. v. Cline
- Ohio’s New Concealed Carry Law
- ALP: We need to discharge an employee who is not doing a satisfactory job. How can we do this without ending up in court?
- Supreme Court Update
- It's About "Time": DOL Proposes Lond Needed Changest to the White Collar Overtime Exceptions
- Kentucky Supreme Court Decision-No Punitive Damages in Employment Discrimination Cases
- Wage and Hour Hot Topics and Recent Developments
- 2019 Labor & Employment Law Seminar
- The Employee Privacy - Do Employers Have a Duty to Protect Employees’ Personal Information?
- Checking the Rearview Mirror: 2018 Employment Law in Review
- Frost Brown Todd 2018 Traditional Labor Law Video Conference Seminar
- The Validity of Class and Collective Action Waivers in Light of the Supreme Court’s Epic Decision – Webinar
- Advanced Employment Law: What You Need to Know
- The New Workplace Imperative: Sexual Harassment in the #MeToo Era
- A Look Into the Crystal Ball
- Health Care Labor & Employment Breakfast Forum
- Staying Clock Wise Webinar
- 2016 Workers' Compensation Seminar
- Frost Brown Todd 2016 Labor & Employment Seminar
- Frost Brown Todd 2016 Labor & Employment Seminar
- 2016 Labor & Employment Law in West Chester, Ohio
- 2016 Labor & Employment Law Conference in Florence, Kentucky
- Labor & Employment Lunch Series
- 2016 Labor & Employment Law Conference in Cincinnati
- Preventing Employment Discrimination
- Frost Brown Todd - 2015 Labor & Employment Law Conference
- FBT Labor and Employment Breakfast Brief
- Employee Disputes Resolutions and Binding Arbitration Webinar
- CINCINNATI: 2015 Labor & Employment Law Conference
- Implementing and Managing Transitional Work Programs and Modified Duty Off Site Options
- Frost Brown Todd Annual Workers' Compensation Breakfast Seminar
- 2014 Frost Brown Todd - Sheakley Workers' Compensation Seminar
- HR Indiana
- Webinar: Protecting Your Assets
- Webinar: Who Is An Independent Contractor And What Happens If You Get It Wrong?
- 2014 Northern Kentucky University Labor-Management Conference
- Employment Law Essentials
- 54 Practical Issues, Tips and Traps for Employment Lawyers - Live Seminar
- WEST CHESTER: 2014 Labor & Employment Law Conference
- 50th Annual Human Resources Conference and Expo
- Practical, Workplace Solutions for Everyday Labor & Employment Issues
- MARCH 25: ERA Employment Law Update and Review
- CINCINNATI: 2014 Labor & Employment Law Conference
- MARCH 5: ERA Employment Law Update and Review
- An Indiana University Event: Practicing in Cincinnati
- Arbitration and Mediation Service Seminar: “Contract Interpretation Issues”
- FLORENCE: 2014 Labor & Employment Law Conference
- Positive Employee Relations: Remaining Union-Free in Today's Environment
- The Annual Convention of Meetings Professionals International
- Labor and Employment Law - What Employers Need to Know Now
- Workplace Investigations Made Fun and Easy
- Frost Brown Todd - 2013 Labor & Employment Law Conference
- Frost Brown Todd - 2013 Labor & Employment Law Conference
- Frost Brown Todd - 2013 Labor & Employment Law Conference
- Off the Clock Legal Savvy for Entrepreneurs, Start-ups and Small Business Owners
- Practical, Workplace Solutions for Everyday Labor & Employment Issues
- Frost Brown Todd CLE Program - CHUBB Specialty Claims Group
- Practical, Workplace Solutions for Everyday Labor & Employment Issues
- Practical, Workplace Solutions for Everyday Labor & Employment Issues
- Workers' Compensation Breakfasts: 2011
- 2011 Labor Law Conference for Unionized Employers
- Labor & Employment Breakfast Briefs
- 2010 Labor Law Conference for Employers: Best Practices For The Unionized Environment
FBT is pleased to announce that two of our labor and employment attorneys were recently named Best Lawyers® 2018 “Lawyer of the Year.” In each city, only one lawyer from each practice area is honored as the “Lawyer of the Year.”
David A. Skidmore, Jr., Cincinnati, Ohio and John T. Lovett, Louisville, Kentucky, have been named “Lawyer of the Year” for Employment Law – Management. They received the honor based on reviews by earning a high level of respect among their peers for their abilities, professionalism and integrity.
D. Patton Pelfrey was a featured speaker regarding Ethical Issues for the Employment Lawyer on Friday, June 10, 2016 during the upcoming 15th Biennial UK/CLE Employment Law Institute to be held at the Campbell House Hotel, Lexington, Kentucky.
David Skidmore recently testified before the Ohio Senate Civil Justice Committee regarding the proposed Employment Law Uniformity Act. The proposed revisions to the law would eliminate some of the differences between Ohio discrimination law and federal discrimination law. Skidmore testified about the practical problems for Ohio employers caused by these disparities in the law.
FBT recently prevailed on a motion to dismiss on behalf of its client Western & Southern Financial Group. Plaintiff alleged that she had been denied employment in retaliation for her previous “protected activity” under the Fair Housing Act and Ohio Civil Rights Act. The Court for the Southern District of Ohio dismissed her claims holding that “it is permissible for a company to employ persons who are suited for their job and to reject those whose past conduct has rendered them ineffective.” The Court agreed with W&SFG that Plaintiff’s reading of the Fair Housing Act and OCRA attempted to stretch the law too far.
Amy Wilson, member in the Indianapolis office, served as editor and one of the authors of "The Practitioner's Guide to Defense of EPL Claims," published by the American Bar Association. Catherine Burgett (Columbus office) is also an author of the book. For more information, click here.
David Skidmore and Jay Schoeny recently obtained a complete dismissal of a case in Ohio state court. In the case, a physician sued a local hospital for breach of an employment agreement. The physician was seeking hundreds of thousands of dollars. The Court dismissed the case a few days before a jury trial was scheduled to begin.
The Labor and Employment Practice Group is Distinguished as a National Band 1 Firm in Kentucky and Indiana. Click here to see what others are saying about Frost Brown Todd.
“This large and impressive [Frost Brown Todd Labor & Employment] team has the knowledge and experience to advise on a wide range of complex issues ranging from discrimination to class action litigation. Recently it has been counseling on reductions of force and has seen an increase in union-related matters. A strong position in the distribution market, representing clients such as Amazon.com, results in a steady stream of traditional labor and employment work. Sources say, ‘A strong group that provides an extremely high standard of service.’”
-Chambers and Partners