Labor & Employment
LABOR & EMPLOYMENT
Our full service L&E practice delivers creative, specialized and real-world solutions to keep your business moving forward.
Tomorrow’s workplace presents new challenges, but also immense opportunity.
The pace of workplace change is astounding. There is a global war for talent. Robotics in the workplace is a new reality. Employee owners and cooperatives now outnumber unions. And rapid advances in technology will transform everything yet again.
At the same time, new and ever more complex employment laws and regulations go into effect all the time, creating new compliance challenges and litigation risks.
We are constantly tracking evolving employment laws, market trends and technological advances to spot what’s next.
Our diverse team of more than 70 labor and employment attorneys covers every angle of the workplace: from complex ERISA matters, to safety regulations, to employee use of social media. Whether it’s a routine hire gone awry, wage and hour class action, a health care reform question or a precedent-setting labor dispute, we’ve got it covered.
We know every workplace is unique, which is why we take the time to understand your culture and goals and minimize workplace disruptions that stand in the way of your business potential.
Who we work with
- All employers—large and small, private and public
- Why Amazon is nervous about Supreme Court case
CBS Moneywatch | October 10, 2014
San Francisco Labor & Employment partner Ossie Cousins provides commentary on the U.S. Supreme Court’s Integrity Staffing Solutions Inc. v. Busk, a case centered upon contract workers.
- Pregnancy and the Workplace
WFXT-TV (Boston FOX affiliate) | October 3, 2014
Boston Labor & Employment partner Jeff Gilbreth discusses claims of pregnancy discrimination in the workplace and what employers can do to avoid such claims.
- Wearable Wellness
HR Executive | October 1, 2014
San Francisco Labor & Employment associate Alexandra Devendra is quoted in this feature story on personal health information confidentiality and HIPAA’s nondiscrimination provision concerning employee use of wearable devices.