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Sports and Entertainment

While workplace situations in the sports and entertainment world can mirror labor and employment issues faced by employers in other industries, effective solutions often require familiarity with the industry-specific culture.

Overview

With a dedicated Collegiate and Professional Sports Practice Group and a team of attorneys across the country with interdisciplinary experience representing entertainment industry clients, we are uniquely situated to serve the diverse needs of sports and entertainment employers. Whether we are advising colleges and universities, professional sports franchises, agents, coaches, large convention centers, theaters or media entities, we combine our industry knowledge with our focus on compliance and preventive counseling. Where prevention is not enough, our attorneys vigorously defend sports and entertainment industry clients in cases of alleged non-compliance and in numerous areas of civil litigation.

Some of our specific services for Sports and Entertainment industry employers include:

  • Providing timely, cost-effective immigration solutions;
  • Advising on the entire range of Title III ADA accessibility and accommodation issues, as well as disability and leave management for employees; 
  • Providing representation with respect to contract and compensation matters; 
  • Advising on drug testing policies and procedures; 
  • Conducting sports franchise acquisition due diligence; 
  • Providing crisis management counseling;
  • Providing representation in collective bargaining and with respect to the entire range of labor-related matters;
  • Advising on Title IX compliance, civil rights and diversity issues; 
  • Counseling on effective compliance with athlete-agent laws and regulations; and
  • Providing representation during salary arbitrations, as well as grievance advice and arbitration.

We also counsel industry employers on the entire range of wage and hour, safety and health, benefits and privacy-related issues, and provide representation in individual and class action employment litigation.

The Team

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Brooks R. Amiot

Brooks R. Amiot
Office Managing Principal
Baltimore

410-415-2005
Brooks.Amiot@jacksonlewis.com

Mark R. Attwood

Mark R. Attwood
Principal
Los Angeles

213-689-0404
AttwoodM@jacksonlewis.com

Steven D. Baderian

Steven D. Baderian
Principal
White Plains

914-872-6867
baderians@jacksonlewis.com

Dylan B. Carp

Dylan B. Carp
Principal
San Francisco

415-796-5425
CarpD@jacksonlewis.com

Brian J. Christensen

Brian J. Christensen
Office Managing Principal and Office Litigation Manager
Overland Park

913-981-1018
Brian.Christensen@jacksonlewis.com

Deverie J. Christensen

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

702-921-2466
christensend@jacksonlewis.com

Gregg E. Clifton

Gregg E. Clifton
Principal
Phoenix

602-714-7044
Gregg.Clifton@jacksonlewis.com

Mia Farber

Mia Farber
Office Managing Principal
Los Angeles

213-630-8284
FarberM@jacksonlewis.com

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May 25, 2017

Employer’s Refusal to Hire Medical Marijuana User Violates State Law, Rhode Island State Court Holds

May 25, 2017

Employers cannot refuse to hire a medical marijuana cardholder, even if the individual admittedly would not pass the employer’s pre-employment drug test required of all applicants, a Rhode Island state court has held under the state medical marijuana law. Callaghan v. Darlington Fabrics Corp., et al., No. PC-2014-5680 (R.I. Super. Ct.,... Read More

May 24, 2017

Trump Nominates Sullivan for Last Vacant Seat on Occupational Safety and Health Review Commission

May 24, 2017

President Donald Trump has nominated attorney James Sullivan to the U.S. Occupational Safety and Health Review Commission (OSHRC) to fill the remaining vacancy on the three-member commission. OSHRC is an independent agency that adjudicates contested citations between employers and the Occupational Safety and Health Administration... Read More

May 23, 2017

New Puerto Rico Labor Department Religious Accommodation Regulations Effective May 25

May 23, 2017

The Employment Law Reform enacted earlier this year in Puerto Rico introduced a local requirement to accommodate an employee’s observance of religious practices or beliefs. (See our article, Top 20 Things You Should Know About the Proposed Puerto Rico Employment Law Reform.) The law directed the Secretary of the Puerto Rico Department of... Read More

Showing 1-3 of 63