We Represent Georgia Employers in Litigation and Help Them Take Steps to Avoid Future Disputes with Their Employees
The employment relationship is fraught with legal issues. From anti-discrimination and harassment compliance to the threat of employees stealing valuable intellectual property, employers of all sizes must effectively address a broad range of concerns in order to mitigate their risk of employment-related litigation.
But, even despite employers’ best efforts, in some cases employment litigation is simply unavoidable. When employees file EEOC complaints and lawsuits, and when companies need to take legal action against employees that have engaged in egregious misconduct, a swift response is almost always best. By addressing issues before they get worse, employers can reduce their costs, mitigate their risk, and preserve both their internal morale and their public reputation.
We represent Georgia employers of all sizes in all types of employment litigation. This includes litigation involving complaints against the company as well as litigation involving efforts to enforce the company’s contractual and intellectual property rights. Representative matters include:
- Breach of employment contracts
- Breach of confidentiality, non-competition and non-solicitation covenants
- Discrimination claims based on age, race, sex, gender, disability and other protected characteristics
- Sexual harassment claims (including quid pro quo and hostile work environment claims)
- Employee Retirement Income Security Act (ERISA) litigation
- Intellectual property infringement and misappropriation claims
- Employee violations of the Georgia Trade Secrets Act
- Severance and wrongful termination disputes
In employment litigation matters, we work closely with our clients at all stages of the process to ensure that we have the information we need to secure favorable outcomes. In most cases, this starts with conducting an internal investigation—whether to assess the validity of an employee’s allegations or to gather the evidence needed to prove employee misconduct. We then consult with our clients regarding strategy and potential outcomes, and we remain in close communication with our clients as we work toward resolving their employment-related disputes as efficiently as possible.
In addition to representing companies in employment litigation, we also provide employment counseling services focused on keeping our clients out of employment-related disputes. This includes assisting with matters such as:
Litigation Avoidance Counseling
There are several steps companies can take to reduce their employment-related litigation risk. We help our clients understand the steps they need to take, and we provide counseling on an as-needed basis when potential issues arise.
Employment Policies and Procedures
We draft custom-tailored employment policies and procedures that take into account our clients’ size, culture, organizational structure, operations and other relevant factors.
We also draft employee handbooks that provide clear guidance on anti-discrimination compliance and other issues that have the potential to lead to litigation.
Once our clients have the necessary policies, procedures and handbooks, we provide assistance with conducting training programs—and, just as importantly, documenting employees’ completion of these programs.
Employment Contract Drafting and Negotiations
We draft employment contracts with a deep understanding of the issues that tend to lead to litigation. We also represent employers in contract negotiations, placing particular emphasis on litigation avoidance and ensuring that our clients have access to appropriate remedies if needed.