Thompson Coe represents employers before many federal, state and local administrative agencies, including the EEOC, the National Labor Relations Board, the Occupational Safety and Health Administration, Immigration and Customs Enforcement, the Department of Labor, the Texas Workforce Commission, and various local fair employment practices agencies. We represent both private and public sector management in connection with all employment-related matters, including compliance with the Fair Labor Standards Act, Title VII, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Family and Medical Leave Act, the Worker Adjustment and Retraining Notification Act, the National Labor Relations Act, OSHA, the Fair Credit Reporting Act, and other federal, state and local laws regulating employment.
When litigation is necessary, our lawyers thoroughly investigate and aggressively defend the litigation while at the same time understanding the importance and cost-effectiveness of early case analysis and risk assessment in order to quickly identify those cases which should be settled versus those which have little merit or damage exposure.
- Discrimination/Harassment Litigation
Based on the increased stakes in defense of discrimination-related claims, employers must be more vigilant and proactive than ever when it comes to their employment decisions. Thompson Coe’s Labor & Employment Group has significant experience in assisting employers in their compliance activities as well as representing employers in handling individual and class-type investigations and related lawsuits involving all types of discrimination cases, including age, race, gender, sexual orientation, religion and national origin, along with issues involving disability and reasonable accommodations, equal pay, harassment and retaliation.
- Wage and Hour Litigation
Thompson Coe attorneys have a deep understanding of the wage and hour landscape, from unpaid overtime and off-the-clock work, to employee misclassification and improper paycheck deductions, we understand compliance can be confusing and complex. Our attorneys help your business balance the demands of being competitive in your marketplace, while staying compliant and managing risk.
These lawsuits run the gamut and include claims of failure to correctly determine an employee’s eligibility for FMLA, failure to properly designate and approve leave, and failure to reinstate the employee following leave.
- Contracts, Non-Compete/Non-Solicit Covenants
Litigation surrounding non-competition, non-solicitation, and other employment agreements requires quick action, well-drafted documents, and an intricate knowledge of this area of the law. Thompson Coe both assists with drafting enforceable employment agreements and with enforcing them at the courthouse when required.
- Workers’ Compensation Retaliation
We represent a wide range of clients from large, publicly traded corporations to “mom and pop” local businesses, from colleges and school districts to cities, police and fire departments, municipal utility districts and other public entities. We routinely advise employers in workers’ compensation settlements, a process that involves complying with state workers’ compensation requirements, Medicare reporting and set-aside regulations. We also guide employers through the process of obtaining enforceable releases and waivers of non-workers’ compensation claims.
From Sarbanes-Oxley to Dodd Frank, lawmakers are making it easier for employees to make claims against their employers, causing the number of whistleblower suits to soar. To help companies respond to the challenges they face in this new climate, Thompson Coe attorneys assist employers at every stage – developing effective compliance and reporting programs to reduce the risk of claims, assisting in sensitive investigations, dealing with whistleblowers in the workplace to avoid retaliation claims, and defending employers if a retaliation claim ensues.
- Employment-Related Tort Claims
Employment lawsuits can include claims such as assault, defamation, invasion of privacy, and fraud, either against the employer or against management or Human Resources.