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Manufacturing

Employers in the manufacturing industry face rising employer costs, high turnover, and unique safety and compliance concerns.

Overview

Jackson Lewis represents an assortment of manufacturers, including manufacturers of food products, office furniture, clothing and textiles, pipes and steel products, beauty and medical skincare products, airplane parts, auto parts, and military defense products. We also have extensive experience representing trucking companies, transportation companies and companies that have both a manufacturing and a transportation component, as well as distribution centers, giving us a deep understanding of the specific issues facing employers in the manufacturing and related industries.

We provide a full range of services to manufacturing industry employers with respect to all aspects of their labor and employment relationships, including litigation, labor and counseling, some of which are detailed below:

  • Litigating cases involving allegations of discrimination and retaliation under federal and state law, as well as related tort and contract claims;
  • Providing representation in labor disputes, including picketing and strikes, as well as in collective bargaining negotiations;
  • Defending wage and hour lawsuits, including class actions involving "donning and doffing" claims, and other off-the-clock work;
  • Advising on the range of disability and leave-related issues;
  • Providing representation in grievance and arbitration proceedings; and
  • Advising on all aspects of workplace safety and health.
We also provide routine advice and counsel on a wide range of matters including OFCCP compliance for federal contractors, wage and hour compliance reviews, drug testing, non-competes, data privacy, and immigration and benefits matters.
 

Automotive

Anticipating problems, identifying and implementing preventive measures and providing sensitive representation during litigation and labor relations requires knowledge of both the law and the nuances of the automotive industry. Jackson Lewis attorneys—consisting of former senior leaders and seasoned industry veterans—can assist clients with virtually every type of workplace law concern, including such specialized issues as data security and the protection of trade secrets, defending systemic class action claims and compliance with immigration laws and regulations.

Some of the specific services we provide to a number of automotive-related Fortune 50 companies, tier–two and tier-three suppliers, financial institutions and dealers include:

  • Advising on affirmative action plan (AAP) preparation and OFCCP audit defense;
  • Advising on union organizing, neutrality agreement requests and proceedings before the NLRB;
  • Defending and managing charges before the EEOC and all state agencies responsible for the processing of anti-discrimination claims;
  • Advising on executive and individual employment agreements, post-employment restrictive covenants and non-compete agreements;
  • Providing advice and representation during arbitration proceedings;
  • Advising on workforce restructuring and reductions-in-force;
  • Reviewing policies concerning leaves of absence, reasonable accommodation and related issues;
  • Prosecuting and defending lawsuits involving post-employment non-competition and non-solicitation agreement and other employment-related business torts;
  • Handling sensitive internal investigations related to potential Code of Conduct and FEP policy violations;
  • Advising on compliance with federal and state wage and hour laws, as well as privacy and data security mandates across the country; and
  • Providing diversity counseling as part of an overall corporate compliance strategy.

Food and Food Processing

Employers in the food and food processing industry face unique challenges such as stringent consumer and worker safety requirements and complex wage and hour compliance questions. At the same time, customer demands, including sustainability, GMO concerns, and related calls for heightened social responsibility, are abundant.

We understand that food and food processing businesses operate in a highly-regulated environment where negative publicity and lawsuits can have far-reaching consequences, including an immediate impact on a company’s reputation and bottom line. At all times, we strive to reduce workplace disputes and union issues through preventive measures and to reach optimal and timely solutions in the event of litigation or government action. Some of the services we provide include:

  • Representing clients during occupational safety and health enforcement actions and advising on OSHA and local safety and health requirements;
  • Advising on all aspects of wage and hour compliance and defending class and collective actions involving “donning and doffing” claims, and other off-the-clock work;
  • Assisting clients in working with federal government agencies and achieving their regulatory compliance goals;
  • Defending against discrimination, harassment, retaliation, whistleblower and other employment-related claims;
  • Advising on all aspects of labor relations, including union avoidance, elections, contract negotiations, labor arbitrations and Board charges;
  • Formulating employee benefit programs and providing full-service counseling on employee benefits issues including but not limited to issues arising out of multi-employer pension plans;
  • Counseling on legislative and regulatory developments as they relate to food processing employers;
  • Advising on workforce restructuring and reductions-in-force; and
  • Advising on crisis management, including immediate response, gathering evidence and communicating with the press.

The Team

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June 22, 2017

Beryllium Exposure Rule Going Through Changes, OSHA Admits

June 22, 2017

The rule to lower permissible workplace exposure to beryllium is undergoing changes in a White House review, Occupational Safety and Health Administration deputy director for standards and guidance Maureen Ruskin has told safety specialists, as reported by Bloomberg BNA. The final rule took effect on May 20, 2017, and employers must... Read More

June 21, 2017

Top Five Labor Law Developments in May 2017

June 21, 2017

Handbook rules requiring employees to obtain preapproval to use cameras and other recording devices at work are not per se unlawful, according to the National Labor Relations Board. Mercedes-Benz U.S. Int’l Inc., 365 NLRB No. 67 (May 16, 2017). The Board denied the Board General Counsel’s summary judgment motion in a case brought... Read More

June 15, 2017

Business Group Files Amended Complaint in Lawsuit Challenging Philadelphia Wage History Law

June 15, 2017

Philadelphia’s Wage History Ordinance, initially scheduled to take effect on May 23, 2017, remains on hold. The Ordinance has been subject to a federal court stay pending resolution of a lawsuit for a preliminary injunction brought by the Chamber of Commerce for Greater Philadelphia. The City of Philadelphia agreed to halt enforcement of... Read More

Showing 1-3 of 73