Employment disputes hit your business and your culture at the same time, and the right answer is rarely just winning the motion. We defend employers in discrimination, wage and hour, and executive matters, from the first agency charge through trial. We push hard where the facts support it and counsel an early exit where they do not, because the goal is protecting the company, not running up the fight.
Discrimination And Harassment Defense
We defend claims under Title VII, the ADA, the ADEA, and parallel state statutes, starting at the EEOC or state agency stage and carrying through litigation and trial. That means building the factual record early, testing the plaintiff's causation theory, and positioning summary judgment where the evidence allows. We also help you fix the underlying practice so the same claim does not arrive again from a different employee.
Wage And Hour Class Claims
Wage and hour exposure scales fast once it becomes collective or class litigation over overtime, misclassification, or off-the-clock work. We defend FLSA collective actions and state-law class claims, challenging conditional certification, attacking the commonality the plaintiffs need, and pressing the individualized questions that defeat class treatment. We also review the pay and classification practices behind the suit so you are not just defending this case but preventing the next one.
Executive And Departure Disputes
Fights over departing executives mix compensation claims, equity disputes, non-compete enforcement, and trade secret risk into a single high-stakes matter. We litigate these on either side of the separation, enforcing restrictive covenants and protecting confidential information, or defending against overreaching ones. Because these disputes often turn on what an executive took on the way out, we move quickly to lock down evidence and seek injunctive relief when the facts warrant it.
Agency Charges And Investigations
Many employment matters begin at an agency rather than a courthouse. We represent employers before the EEOC, the Department of Labor, and state agencies investigating pay, leave, and discrimination practices, drafting position statements, managing document requests, and steering toward a resolution before litigation. Handling the agency stage well often resolves the dispute entirely or sets up a far stronger position if it does proceed to court.