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Labor & Employment

Jeffer Mangels Butler & Mitchell LLP is a firm with a true labor practice – not simply litigators who attempt work cases. On a relative basis for a company our size, we have among the biggest employment and labor groups in California. Each of our legal representatives works carefully and personally with employer customers to develop proactive compliance and disagreement resolution techniques. We believe this individually therapy is much more effective than an unwieldy group. We work with customers to help them avoid workplace problems, but where debate is inevitable, we have actually dealt with literally numerous jury trials, administrative trials and employment appeals before courts and administrative firms nationwide.

JMBM is acknowledged as a Go-To Law Office® & reg; for the top 500 companies in the United States in the areas of labor litigation and labor & employment law, as identified by American Lawyer Media’s (ALM) annual study of in-house counsel at FORTUNE 500® & reg; companies. Because labor and employment problems often involve high stakes and extreme time pressure, our attorneys are devoted to offering employers the most immediate service possible. We respond immediately and without stop working, with straightforward guidance from a skilled legal representative who won’t pass your problem off to someone else. Issues like unwanted sexual advances and workplace violence demand instant attention- and we provide it.

Employers in the middle of a dispute over an arranging drive or an unreasonable labor practice problem depend on our aggressive and timely action. Accountability and accessibility are our watchwords, and you get direct access to the person who can resolve your problem or address your concern.

One of the strengths of our labor and employment group is the diversity of the companies we . Public and private business in organization sectors varying from basic production to innovation, apparel to aerospace and from health care to monetary services all depend on JMBM labor legal representatives, regardless of the issue. Many clients have been with us 10 to 20 years-in numerous cases dealing with the very same knowledgeable lawyer who intimately understands their business.

Our industry-specific avoidance and employment preparedness strategies can avoid or minimize pricey claims. We work closely with senior employment executives and internal counsel to craft customized, effective employment policies – total with an emphasis on properly training managers and HR personnel on legal rights and responsibilities. Our options work to make sure compliance with national and state labor laws, decrease disagreements with workers, and optimize strategic benefit if lawsuits is required. We worry creative planning and aggressive advocacy for every client.

There are service sectors where we have unique skill in managing employment matters. Many law firms rely on us for counsel on concerns involving personnel and attorneys, and we typically recommend broker-dealers on non-compete and disciplinary debates. Our attorneys likewise successfully represent many healthcare and hospitality industry clients in cumulative bargaining and other labor and work issues.

Any protected class of employees-by age, race, gender, impairment, religion-could bring suit against a company under the discrimination statues. We have actually effectively prosecuted and fixed all kinds of discrimination matters brought under such work 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 finest way to manage any claim is to avoid it from being filed, and we give clients efficient assistance right from the start to handle complaints properly and keep them from ending up being claims. If litigation is necessary, our attorneys investigate completely 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 agencies – the Department of Labor Standards Enforcement, the Department of Fair Employment and Housing, and the Employment Development Department.

Often overlapping with discrimination problems are claims for wrongful termination, vindictive treatment and whistle blowing. We understand the need in such cases to demonstrate that a company’s actions appertained, and in spite of the prestige that is sometimes involved, we have had considerable success at showing that employer conduct was genuine and managed properly.

Whether your business presently has 3rd celebration representation or looks for to maintain an office without such participation, our extremely efficient labor relations counsel can be crucial to helping maintain a competitive office while decreasing conflicts and maximizing management versatility. Employers that face union arranging drives count on our assistance to:

– Maintain a positive working environment with open interaction with all employees

– Abide by NLRB election laws

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

In unionized offices, our firm is a highly proficient and responsive partner that works along with business human resources and labor relations workers to:

– Engage in cumulative bargaining – consisting of multi-union, multi-location talks

– Respond to grievance and arbitration actions

– Manage decreases in force, drug testing, discipline procedures and strikes

– Provide representation in NLRB procedures

Responsiveness, determination and focus are what set our labor relations counsel apart from that of other law office. We offer instant reaction, round-the-clock accessibility in crisis scenarios and aggressive defense of all companies’ rights.

We defend lots of employers versus class action claims in which workers sue for back overtime pay-and employment millions of dollars in damages-claiming that under business policies the Fair Labor Standards Act (FLSA) overtime pay exemption no longer applies to them.

JMBM labor attorneys can assist companies prevent classification problems that result in suits by:

– Auditing existing income policy and pay practices

– Reviewing the language of composed employment policies to ensure they comply with FLSA requirements for exempt and non-exempt employees

– Making certain all exempt worker task descriptions include management and supervision

If you as an employer are faced with a wage and hour suit, whether under federal law or California wage and hour statutes, we mount an energetic and effective defense. Your JMBM lawyer will seek to deny class certification and work to protect an effective and effective settlement that dismisses unproven claims and safeguards your interests.

Disputes over non-compete contracts involving trade tricks typically pit companies against each other – especially in California, where the state’s Unfair Competition Law (Section 17200) makes it particularly tough to enforce non-compete terms. We’ve handled lawsuits representing both employees’ previous and existing employers, and are competent at protecting and withstanding TROs and long-term injunctions to secure company interests in either kind of case.

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  • Company Size 200 ~ 500 employees
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