Related Service Areas
- Teresa Rider Bult Co-Chairs ABA Committee
- It’s All Over But the Shouting! What Do Employers Do Now That Gay Marriage Is Effectively Legal Everywhere?
- Job Descriptions Have FLSA, NLRA, ADA Implications
- Justices Likely To Side With EEOC In Abercrombie Hijab Case
- WEBINAR SERIES - The "Supremes" Issue Significant Decisions During The 2013-2014 Term
- Employment Law Lunch-and-Learn: FLSA - New Developments and Old Problems
- Webinar: Top 12 Harassment Landmines and How to Avoid Them
- Employment Law Lunch and Learn: Employment Contracts - the Good, the Bad & the Ugly
- St. Louis e-Law Workshop - Bits, Bytes and Tweets: Decoding the legal and ethical implications of the electronic workplace
- Employment Law Lunch-and-Learn: 7 Important HR Policies
Newsletters & Bulletins
- Client Bulletins, It's Unanimous! EEOC Conciliation is subject to Judicial Review
- Client Bulletins, EEOC Proposed Rule on Wellness and the Americans with Disabilities Act – What Employers Need to Know
- Client Bulletins, THANKS, FORD! Hard-fought win against EEOC in ADA-telecommuting case is welcome news for all employers
- e-Law Link, FACEBOOK ON TRIAL: Part II of the Social Media Series
- Client Bulletins, Pregnancy: Employers’ newest “accommodation obligation”
- Client Bulletins, Missouri Appellate Court Strikes Down Another Arbitration Agreement
- Client Bulletins, An In-Depth Look at the EEOC's New Enforcement Guidance on Pregnancy Discrimination
- Client Bulletins, Same-Sex Marriage and the FMLA: What Employers Need to Know
- Executive Labor Summary, Executive Labor Summary - May/June 2014
- Executive Labor Summary, Executive Labor Summary - March/April 2014
- Client Bulletins, "Potential" Qualification for FMLA Leave Doesn't Cut It, Appeals Court Says
- Client Bulletins, Think Sarbanes-Oxley Whistleblower Protection Doesn't Apply to Your Company? Think Again.
- Client Bulletins, BYOD Requires BYOB: How to Handle the Challenges Inherent in a "Bring Your Own Device" Program
- Client Bulletins, Can Your Severance Agreement Survive the EEOC?
- Client Bulletins, Mandatory Sick Leave Imminent for New York City Employers
- Client Bulletins, Electronic Signatures: What Every Employer Needs to Know
- Client Bulletins, Changes to Law Require Timely and Complete Responses to Unemployment Claims
- Client Bulletins, Three Strikes and You're Out! Georgia's New Law on Employer Responses to Unemployment Insurance Claim Notices
- Client Bulletins, Biometric Hand Scanner Causes "Mark of the Beast" Lawsuit
- Client Bulletins, Reasonable Accommodations for Pregnancy: Is the Big Apple Leading the Way?
- Client Bulletins, In Missouri, Don't Wait To Raise That Timeliness Issue
Employment litigation is different from other types of commercial disputes. An employment lawsuit can disrupt your work environment and damage your reputation with your employees, your customers and the public. It’s also one of the few types of litigation in which the motives of your leaders and managers – and often your company’s overall culture – are at issue.
The last two decades have seen a significant rise in the number of class, collective and multi-plaintiff actions filed against employers. Plaintiffs’ attorneys and government agencies have significant interest in these forms of action in employment cases and have brought to the process a vigor and resourcefulness that makes defending them increasingly expensive for employers.
Our litigation team can defend you vigorously – in the courts and before government agencies – when doing so is consistent with your internal business objections. But as valued business partners, we recognize that an early resolution is often more desirable and we have a proven track record of evaluating and using alternative methods of dispute resolution to achieve those favored results. Equally as important, we can help you find solutions to issues in your workplace that may keep you out of court altogether. In addition to providing advice and counsel on difficult employment decisions to evaluate and minimize risk, we have a bank of management- and employee-training programs that are available at fixed fees to help make sure your programs are compliant with applicable laws and regulations – minimizing risk and avoiding litigation before it happens.
What Sets Us Apart
What we don’t do is offer a pre-packaged solution. We view you as a partner, not just our client – we get to know your organization and tailor our approaches to align with your business needs, your company culture, and the particulars of your case.
Constangy’s litigation practice has more than 100 attorneys covering a broad geographical area who regularly work across office lines to assemble teams tailored to achieving superior results. Our depth and expertise allows us to efficiently handle the full range of litigation issues – from routine charges of discrimination to highly complex class action lawsuits. Our attorneys come to the firm with backgrounds at the Equal Employment Opportunity Commission and other governmental entities, judicial clerkships, and private practice from firms of all sizes.
We bring to the defense of complex, multi-plaintiff lawsuits an unparalleled depth of experience and sensitivity to workplace issues gleaned from representing employers exclusively for more than 65 years. Our particular strengths in defending these types of cases includes:
Containing the impact of high-profile, multi-plaintiff litigation
Designing and implementing creative defense strategies to defeat the class aspects of the case
Incorporating key defense experts (statisticians, labor market economists, industrial psychologists, selection tool validation experts) into the defense plan
Exploring suitable means for resolving complex cases on terms acceptable to our clients through the use of mediation and other forms of alternative dispute resolution, as well as early Rule 68 offers of judgment and other creative litigation strategies
Planning and operating within a litigation budget
What We Do
We regularly defend claims brought by the government and private litigants throughout the United States under Title VII of the Civil Rights Act of 1964 (Title VII); the Fair Labor Standards Act (FLSA); the Family and Medical Leave Act (FMLA); the Age Discrimination in Employment Act (ADEA); the Employee Retirement Income Security Act (ERISA); the Americans With Disabilities Act (ADA); the Worker Adjustment and Retraining Notification Act (WARN); the Fair Credit Reporting Act (FCRA); the Pregnancy Discrimination Act (PDA); the Equal Pay Act (EPA); and the Racketeer Influenced and Corrupt Organizations Act ("RICO"), as well as their state and local law counterparts. In addition, the last five to ten years have seen an increasing number of state laws that extend employee protections beyond their federal counterpart or in areas in which there is no federal law. Constangy attorneys are well-versed on these state law nuances, as well.
Constangy offers policy development, employee relations, employee and management training, defense of administrative charges, and litigation defense, in all areas of the employment relationship, including:
Business ethics/employee conflict-of-interest issues
Equal employment opportunity
Protected class discrimination
Workers’ compensation retaliation
Harassment based on protected class, including sexual harassment
Family and medical leave
Covenants not to compete
Unfair trade practices
Misappropriation of trade secrets
All areas of pay practices, including minimum wage, overtime, and child labor compliance
Severance agreements and exit packages
Our Employment Litigation Prevention and Defense team publishes a bimonthly periodical, Labor & Employment Insights.
If you need assistance from our Employment Litigation Prevention and Defense team, please contact Maureen Knight at MKnight@constangy.com, Randy Loftis at email@example.com or any Constangy attorney.