Labor & Employment

Jeffer Mangels Butler & Mitchell LLP is a company with a true labor practice – not just litigators who try work cases. On a comparative basis for a company our size, we have among the largest employment and labor groups in California. Each of our attorneys works closely and personally with employer customers to develop proactive compliance and dispute resolution strategies. We believe this one-on-one counseling is far more efficient than an unwieldy group. We deal with clients to help them avoid work environment issues, however where debate is inevitable, we have actually managed literally numerous jury trials, administrative trials and appeals before courts and administrative companies nationwide.

JMBM is recognized as a Go-To Law Practice® & reg; for the leading 500 business in the United States in the locations of labor litigation and labor & work law, as figured out by American Lawyer Media’s (ALM) annual study of internal counsel at FORTUNE 500® & reg; business. Because labor and work issues frequently include high stakes and extreme time pressure, our legal representatives are committed to offering employers the most immediate service possible. We react promptly and without stop working, with simple advice from an experienced attorney who won’t pass your problem off to somebody else. Issues like unwanted sexual advances and work environment violence demand immediate attention- and we supply it.

Employers in the middle of a dispute over an organizing drive or an unjust labor practice grievance count on our aggressive and timely action. Accountability and availability are our watchwords, and you get to the person who can fix your issue or address your concern.

One of the strengths of our labor and employment group is the diversity of the employers we represent. Public and personal companies in business sectors varying from fundamental manufacturing to technology, clothing to aerospace and from health care to financial services all rely on JMBM labor lawyers, despite the problem. Many clients have actually been with us 10 to 20 years-in numerous cases dealing with the same skilled legal representative who totally understands their service.

Our industry-specific prevention and readiness methods can avoid or minimize pricey claims. We work closely with senior executives and internal counsel to craft tailored, efficient work policies – complete with an emphasis on appropriately training managers and HR personnel on legal rights and commitments. Our solutions work to ensure compliance with national and state labor laws, decrease disputes with workers, and maximize tactical benefit if litigation is necessary. We stress creative preparation and aggressive advocacy for each customer.

There are business sectors where we have unique skill in managing work matters. Many law companies count on us for counsel on problems including staff and lawyers, and we typically recommend broker-dealers on non-compete and disciplinary controversies. Our lawyers also efficiently represent many health care and hospitality market clients in collective bargaining and other labor and employment concerns.

Any secured class of employees-by age, race, gender, special needs, religion-could bring match versus an employer under the discrimination statues. We have actually effectively litigated and dealt with all types of discrimination matters brought under such employment laws as the:

– Americans with Disabilities Act

– Family Medical Leave Act

– Age Discrimination in Employment Act

– Fair Labor Standards Act

– Family and Medical Leave Act

The very best method to manage any claim is to avoid it from being submitted, and we give customers reliable guidance right from the start to deal with complaints appropriately and keep them from ending up being lawsuits. If litigation is required, our legal representatives investigate thoroughly and prepare a strong position that can negate complainant claims.

We supply strong defense in state and federal court, in administrative actions before the Federal Equal Job Opportunity Commission and before all the California state companies – the Department of Labor Standards Enforcement, the Department of Fair Employment and Housing, and the Employment Development Department.

Often overlapping with discrimination issues are claims for wrongful termination, retaliatory treatment and whistle blowing. We understand the need in such cases to show that a company’s actions were appropriate, and regardless of the prestige that is often involved, we have had significant success at showing that employer conduct was legitimate and dealt with properly.

Whether your business presently has third party representation or looks for to maintain an office complimentary of such involvement, referall.us our highly efficient labor relations counsel can be crucial to helping preserve a competitive work environment while reducing disputes and adremcareers.com making the most of management flexibility. Employers that deal with union arranging drives depend on our help to:

– Maintain a favorable working environment with open communication with all staff members

– Comply with NLRB election laws

– Counter aggressive unionizing efforts without creating a “union-busting” controversy

In unionized work environments, our company is an extremely proficient and responsive partner that works along with business human resources and labor relations personnel to:

– Participate in collective bargaining – consisting of multi-union, multi-location talks

– Respond to grievance and arbitration actions

– Manage reductions in force, drug screening, discipline procedures and strikes

– Provide representation in NLRB proceedings

Responsiveness, determination and focus are what set our labor relations counsel apart from that of other law companies. We provide immediate response, round-the-clock schedule in crisis situations and aggressive defense of all employers’ rights.

We safeguard lots of companies versus class action claims in which employees demand back overtime pay-and countless dollars in damages-claiming that under company policies the Fair Labor Standards Act (FLSA) overtime pay exemption no longer uses to them.

JMBM labor attorneys can assist employers prevent classification issues that result in claims by:

– Auditing existing salary policy and pay practices

– Reviewing the language of written work policies to make sure they adhere to FLSA requirements for exempt and non-exempt workers

– Making certain all exempt employee task descriptions involve management and supervision

If you as an employer are confronted with a wage and hour suit, whether under federal law or California wage and hour statutes, we install an energetic and somalibidders.com efficient defense. Your JMBM attorney will look for to deny class accreditation and work to secure an effective and effective settlement that dismisses unfounded claims and protects your interests.

Disputes over non-compete arrangements including trade secrets often pit companies versus each other – particularly in California, where the state’s Unfair Competition Law (Section 17200) makes it particularly difficult to implement non-compete terms. We’ve managed litigation representing both workers’ previous and current companies, and are skilled at protecting and resisting TROs and permanent injunctions to safeguard company interests in either kind of case.