Lewis Roca Rothgerber Christie’s labor and employment lawyers represent employers in employment litigation and arbitration, administrative proceedings, collective bargaining, and as counsel across the full range of the human resources spectrum. Our labor and employment lawyers regularly speak, write, and present on the full range of labor and employment law topics relevant to employers and frequently hold on-site seminars for client and industry groups on a variety of topics. Lawyers in our group have been recognized in Chambers and The Best Lawyers in America® and have been AV-rated for nearly two decades. Lewis Roca Rothgerber Christie’s labor and employment service areas include:
- Collective Bargaining
- Federal/State Employment Discrimination and Harassment Laws
- FMLA and FLSA Compliance
- Handbooks and Policies
- Human Resources Counseling
- Labor Relations
- OSHA Compliance
- Public Sector / Government Entity Representation
- Reductions in Force
- Restrictive Covenants & Confidentiality Agreements
- Wage and Hour Compliance
- Whistleblower/Retaliation Issues
- Workplace Investigations
- Wrongful Termination
Lewis Roca Rothgerber Christie is the exclusive Arizona and Southern Nevada representative of the Employment Law Alliance (ELA), the world’s largest network of labor and employment lawyers. Our national and international relationships with ELA member firms provide our clients access to a firm with truly global reach but at a fraction of the price of most large national firms. Lewis Roca Rothgerber Christie’s labor and employment practice is proud to offer exceptional and cost-effective legal service to clients across a variety of industries. For more information about our services, please contact a labor and employment lawyer featured on these pages.
Some of our representative cases include:
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Representation of a publicly traded national corporation in a sexual harassment case, which included extreme allegations of sexual misconduct, with fingers pointing all the way up to the President and Vice Presidents of the company. We conducted a quick and confidential internal investigation, and before plaintiff was able to conduct any major discovery, we persuaded opposing counsel to engage in a mediation session. The case, which could have been explosive from a public relations point of view, and could have resulted in punitive damages, settled for less than six figures, to the client’s extreme satisfaction.
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Representation of a national supplier of construction equipment employing nearly 10,000 workers, in a national claim by the Department of Labor that the company had misclassified hundreds of exempt workers. The exposure on the claim was in the millions. We were able to quickly persuade the DOL to allow the company to correct the errors prospectively, and arranged a small settlement for the affected workers.
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Representation of a local telecommunications company that lost three key people, who then formed their own competing business and lured away the company’s best workers. We sought and were awarded a TRO against the former workers, and negotiated a going-forward resolution to everyone’s satisfaction.
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Representation of a major, national airline in a sexual harassment and retaliation claim. The female pilot claimed that a captain made inappropriate sexual remarks, and that she was terminated for reporting them. However, we convinced the district court that, even if true, the comments were not severe or pervasive as a matter of law. We also convinced the court that no credible evidence existed to support the plaintiff’s claim of pretext. The court granted summary judgment on all claims.
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Representation of a municipality in a wrongful termination lawsuit by a former employee. The employee alleged that her termination resulted after she reported alleged illegal activity that her boss, the city judge, did nothing about. It was undisputed that after the report, the judge called the employee a “backstabber,” and eliminated her position shortly thereafter. We convinced the district court that the judge was entitled to legislative immunity in eliminating the position, and motive could not be considered. The court granted summary judgment on that basis.
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06/12/2018
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