Search form

Public Sector

The basics of employment law are universal, but public sector employers are governed by a set of laws, regulations, requirements and practices that are unique.

Overview

Our attorneys have vast experience working with public employers, from large to small cities, counties, public safety and public service authorities, government agencies, school districts, park and recreation districts and related public employer management. Our exclusive focus on workplace law makes Jackson Lewis particularly well suited to represent public sector clients requiring regular assistance across a broad spectrum of labor and employment matters, including contract negotiations and administration, interest arbitrations, disciplinary proceedings, employment arbitrations, litigation, administrative hearings, appellate proceedings and all legal matters related to the administration of personnel policies and managerial decisions.

Employment Litigation

We defend individual, collective and class action lawsuits alleging discrimination, harassment, wage and hour violations, wrongful discharge, defamation, breach of contract, intentional torts and other serious workplace issues in federal and state trial and appellate courts. From early assessment onward, our model is to work with clients to develop appropriately aggressive defense strategies, explore early resolution options, conduct meaningful discovery, employ effective motion practice and present the case at trial in the most effective and efficient manner. Our representation of public sector employers includes:

  • Defending First and Fourteenth Amendment litigation alleging retaliatory or discriminatory conduct in violation of constitutional rights;
  • Defending Fourth Amendment litigation alleging unconstitutional search and seizure;
  • Defending police-related litigation;
  • Defending litigation involving breach of contract for failure to hire, wrongful termination and failure to reinstate allegations;
  • Defending Title VII litigation alleging retaliation or discrimination; and
  • Advising on compliance with the FLSA and other wage and hour issues.

Labor Relations

Our labor attorneys have represented public sector management clients in collective bargaining, grievances before arbitrators, mediators, state labor boards, government agencies and, when necessary, litigation before state and federal courts. We provide legal advice and counsel to public sector employers regarding local personnel and employer/employee relations policies, drafting applicable Board resolutions, union certification and election procedures, unit clarification and placement proceedings, management and confidential employee designations, disability hearings, contract negotiations, civil service proceedings and counseling, grievance and arbitration hearings, interest arbitrations, responding to FOIA-type requests, unfair labor practices before state public employment relations boards, traditional and third party economic activity pressures (such as picketing, bannering or hand billing) and public appeals, including social media sites, work stoppages, workforce reductions and reorganizations, as well as the entire range of pre- and post-hire employee relations issues.

Training, and Advice and Counsel

Jackson Lewis is known nationwide for training programs that provide preventive solutions for our clients. Our attorneys are experienced and effective trainers on all personnel topics. We also provide advice and counsel services directly tailored to the operations and nuances of the particular public employer, including departmental and human resources audits for best practice solutions.

For more information, download the Public Sector Representation brochure.

The Team

See All
Showing 1-8 of 42
Advanced Filtering
All A-Z
A
B
C
D
E
F
G
H
I
J
K
L
M
N
O
P
Q
R
S
T
U
V
W
X
Y
Z
Ashley Bryan Abel

Ashley Bryan Abel
Principal
Greenville

864-232-7000
AbelA@jacksonlewis.com

Nadine C. Abrahams

Nadine C. Abrahams
Principal
Chicago

312-803-2512
AbrahamsN@jacksonlewis.com

David S. Allen

David S. Allen
Principal
Los Angeles

213-689-0404
AllenD@jacksonlewis.com

Jeffrey A. Bernick

Jeffrey A. Bernick
Office Managing Principal
Phoenix

602-714-7070
Jeffrey.Bernick@jacksonlewis.com

Ian B. Bogaty

Ian B. Bogaty
Principal
Long Island

631-247-4615
BogatyI@jacksonlewis.com

James F. Botana

James F. Botana
Office Managing Principal
Chicago

312-803-2506
BotanaJ@jacksonlewis.com

Jared L. Bryan

Jared L. Bryan
Principal
Orange County

949-885-1360
Jared.Bryan@jacksonlewis.com

Deverie J. Christensen

Deverie J. Christensen
Office Managing Principal and Office Litigation Manager
Las Vegas

702-921-2466
christensend@jacksonlewis.com

See All
Showing 1-8 of 42

See AllPublications

Advanced Filtering
Showing 1-3 of 30
Newest
Most Read
March 27, 2017

New Jersey Bill Will Make Whistleblower Settlement Agreements with Public Entities Public Records

March 27, 2017

Proposed legislation that would make whistleblower settlement agreements involving public entities available to the public has been approved unanimously by the New Jersey Assembly on March 23, 2017. The New Jersey Assembly Bill (A-4243) would bar public entities and public employees from entering into confidential settlements of... Read More

March 27, 2017

Port Authority Not Subject to Worker-Friendly New Jersey Whistleblower Law, State Court Rules

March 27, 2017

The Port Authority of New York and New Jersey is not subject to suit under New Jersey’s expansive whistleblower statute, the Conscientious Employee Protection Act, the New Jersey Appellate Division has held. Sullivan v. Port Auth. of N.Y. & N.J., 2017 N.J. Super. LEXIS 33 (App. Div. Mar. 15, 2017). Often called the most... Read More

March 27, 2017

Jackson Lewis Files Comments on EEOC’s Proposed Guidance on Unlawful Harassment

March 27, 2017

Jackson Lewis has submitted comments to the Equal Employment Opportunity Commission on the Proposed Enforcement Guidance on Unlawful Harassment. The Proposed Guidance sets out to define what constitutes harassment, examine when a basis for employer liability exists if harassment is proven, and offer suggestions for preventive practices... Read More

Showing 1-3 of 30