A lawsuit is the last thing any employer wants— and when an organization requires legal counsel related to a labor dispute, RPNA attorneys stand ready to work. RPNA understands complex labor and employment litigation. Our Labor & Employment lawyers are dedicated to providing the best possible representation to our clients. Our litigators have defended lawsuits that run the gamut of contemporary employment litigation, including claims pertaining to:
- Wage and hour litigation
- Employment contracts
- Disability access and accommodation
- Drug and alcohol testing
- ERISA and employee benefits litigation
- Sexual harassment and discrimination
- OSHA and Workplace safety
- Leaves of absence
- Reductions In Force and WARN Act
- Unfair competition and trade secrets
- Unfair labor practice charges
- Wrongful termination and whistleblower actions
Too often, owners, managers and supervisors assume they have the upper hand and that the organization is not liable for a particular employment related claim. Because our attorneys handle a wide variety of single plaintiff, multi-plaintiff and class action claims every day, we are able to assist with an often quick assessment of the actual legal liability, as well as to anticipate potential threats to the overall resolution of the claim. This gives us a unique perspective on an overall strategy and approach when a client is faced with litigation.
RPNA attorneys routinely appear before state, federal and local agencies, such as the Equal Employment Opportunity Commission, National Labor Relations Board, Department of Labor, Wage and Hour Division, and the Occupational Safety and Health Administration. Our successful resolution of disputes before these agencies has allowed our clients to avoid claims filed through the courts.
The firm’s attorneys actively pursue a strategy of cost effective and swift results—we understand the bottom line and know how important it is to handle employment issues carefully and competently. RPNA works on a proactive and preventive basis with clients to make pivotal human resource decisions that are not only fair, but are also defensible in court.