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General Employment Litigation

Federal, state and local employment laws impose legal obligations and their attendant risks on every employer, creating the need for a well-informed management team with access to specialized workplace law resources and effective e-discovery strategies.

Overview

The majority of our attorneys devote their practice to defending management in employment-related lawsuits, the fastest growing area of civil litigation. Our employment litigators have developed the expertise to assess risk and evaluate settlement early in litigation.

Our ability to dispose of cases efficiently before trial through aggressive motion practice, and during trial to present cases in a manner persuasive to judges and juries, has earned us a reputation as a leader in the field of employment litigation on behalf of management. We are well-equipped to assist you with:

  • Litigating individual and class action employment cases in state and federal courts, including cases involving discrimination, harassment and retaliation allegations, defamation claims, whistleblower claims, employee privacy issues, qui tam actions, wage and hour violations and more;
  • Handling administrative charges before state and federal agencies;
  • Protecting employers' confidential and proprietary information, trade secrets and business relationships from misuse or interference;
  • Maintaining actions on behalf of employers arising from fraud, theft and other related misconduct; and
  • Conducting independent investigations of allegations of inappropriate employee behavior running the gamut of workplace issues including discrimination, harassment and improper business practices (such as issues arising under the Sarbanes-Oxley Act).

e-Discovery

Jackson Lewis has the expertise and personnel necessary to guide clients through all types of electronic discovery projects, including the most complex. At all times, we are focused on developing bottom-line driven best practices that serve the special discovery needs and burdens of employment litigation. We believe that effective planning, e-discovery budgeting and management are key components of the discovery process, and we work with clients to estimate and project costs and to develop proactive case strategies. Our goal is to satisfy all document retention and production obligations without imposing an undue burden on our clients.

We are a leader in the outsourcing of traditional internal e-discovery litigation support services. Our firm has developed a unique relationship with a large global vendor that leverages our size and economies of scale. As a result, we are able to provide clients with extremely competitive pricing and access to the latest software, data processing, hosting, security, forensics, production and project management services. Our innovative outsourcing program focuses on technology, cybersecurity and the protection of client data.

Our firm also invests in an extensive, ongoing training program for attorneys and paralegals in all offices with additional in-depth training for e-discovery attorney liaisons who supervise complex services for their respective offices and report to the firm’s National e-Discovery Counsel. Our e-discovery team has vast experience with best practices in all service areas, including the use of advanced technologies such as predictive coding to improve the quality of large scale document reviews and contain costs within proportionate limits.

In addition to assistance during the course of litigation, we help employers develop formalized litigation hold policies and procedures. Our plans take into account each client’s litigation history, organizational structure, data retention policies, IT structures, and overall technological capabilities and firm culture.

For more information, please download the e-Discovery brochure.

The Team

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Jul 27

Riverhead, NY
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SHRM Long Island Breakfast Series: The Inevitable Facts of Life for HR Professionals

July 27, 2017 - 8:00 AM to 10:00 AM EST
1830 Route 25 - Riverhead, NY
Credits: HRCI - 1.5, SHRM - 1.5
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Aug 17

San Diego, CA
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ACC San Diego Chapter’s August MCLE Program: CA Employers’ Top Areas on Which to Focus

August 17, 2017 - 7:30 AM to 9:00 AM PST
12400 High Bluff Drive - San Diego, CA
Credits: CLE - 1.0, HRCI - 1.0, SHRM - 1.0
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What Employers Need to Know About Washington’s New Minimum Wage and Paid Leave Law

November 30, 2016 - 9:00 AM to 10:00 AM PST
Credits: CLE - Pending*, HRCI - Pending, SHRM - Pending
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California Legal Update Webinar Series

October 26, 2016 - 1:30 PM to 2:30 PM PST
Credits: CLE - Pending, HRCI - Pending, SHRM - Pending
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October 13, 2016 - 1:30 PM to 2:30 PM PST
Credits: CLE - Pending, HRCI - Pending, SHRM - Pending
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July 19, 2017

U.S. Supreme Court Round Up – 2016-2017

July 19, 2017

The U.S. Supreme Court term that ended June 2017 included a number of decisions important to workplace law, as well as the confirmation of Justice Neil Gorsuch. Although functioning with only eight justices for most of the 2016-2017 term, the Court managed to achieve a strong consensus in each of its employment-related rulings.... Read More

July 14, 2017

Nurse’s Disability Discrimination Claims May Proceed to Trial, New Jersey Supreme Court Rules

July 14, 2017

A registered nurse employed by a New Jersey health care system for approximately 10 years may proceed to a jury trial with her disability and perceived disability claims under the New Jersey Law Against Discrimination, the Supreme Court of New Jersey has ruled. Grande v. Saint Clare’s Health Sys., 2017 N.J. LEXIS 746 (July 12, 2017).... Read More

July 6, 2017

Retail Industry Workplace Law Update - Summer 2017

July 6, 2017

U.S. Supreme Court: Plaintiffs May Not Voluntarily Dismiss Case to Appeal Class Certification Decision Curbing a litigation tactic used by class action plaintiffs, U.S. Supreme Court has ruled that such plaintiffs may not voluntarily dismiss their claims upon receiving an adverse class certification decision and subsequently invoke 28... Read More

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July 19, 2017
Kansas City Business Journal

Shelly Freeman Discusses Joining Jackson Lewis

July 19, 2017

Shelly Freeman discusses joining Jackson Lewis' Overland Park office as a Principal in "HR lawyer Freeman joins KC office of national firm," published by the Kansas City Business Journal.  Subscription may be required to view article Read More

July 14, 2017
Law 360

Jackson Lewis' Monmouth County Office is Spotlighted

July 14, 2017

Jackson Lewis' Monmouth County office is spotlighted in "NJ County A Magnet For Business, And Firms Take Note," published by Law360. Subscription may be required to view article   Read More

July 13, 2017
Jackson Lewis

Jackson Lewis Strengthens Employment Practice, Welcomes Shelly Freeman in Kansas

July 13, 2017

OVERLAND PARK, KS (July 13, 2017) Jackson Lewis P.C., one of the country’s preeminent workplace law firms, is pleased to announce Shelly Freeman has joined the firm’s Overland Park, KS office as a Principal.  Ms. Freeman, who joins the firm from Freeman & Fowler, LLC, brings more than 30 years of experience of workplace law to... Read More

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Workplace Bullying Costs State $3 Million
July 17, 2017

  A California state jury has handed down a $3 million award to a Caltrans (California Department of Transportation) employee in a case alleging harassment by supervisors.  John Barrie, a staff services analyst at Caltrans, alleged his supervisors harassed him by intentionally triggering his allergies through exposure to chemicals such as Read More

Nurse’s Disability Discrimination Claims May Proceed to Trial, New Jersey Supreme Court Rules
July 17, 2017

A registered nurse employed by a New Jersey health care system for approximately 10 years may proceed to a jury trial with her disability and perceived disability claims under the New Jersey Law Against Discrimination, the Supreme Court of New Jersey has ruled. Grande v. Saint Clare’s Health Sys., 2017 N.J. Read More

When Are Law Firm Partners Not Partners?
July 17, 2017

The issue of who is a “partner” and thus not an employee continues to vex professional firms.   Layers, doctors, dentists and other professionals often consider themselves non-employees, at least until they suffer an adverse workplace decision.  Then, they may choose to describe their situation as employees, not non-employee owners.  The Read More