Labor & Employment

The labor and employment law attorneys represent a number of employers in the Southeastern United States in negotiations with organized labor and a wide variety of other employment matters. The attorneys working in this practice area are experienced in a wide range of labor and employment matters, including the representation of employer collective bargaining groups in labor negotiations and governmental compliance issues.  For more information about EPRA’s areas of expertise in Labor and Employment law, please click on the topics below.

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Policy and Procedure Drafting

The labor and employment law attorneys assist small employers, as well as regional and national employers, in the drafting and implementation of policies and procedures to keep their businesses in compliance with applicable labor and employment laws.  These policies and procedures are crucial not only in the prevention of employment issues, but also limiting potential liability in the event of litigation.

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EEOC Charges

The labor and employment law attorneys have handled and resolved charges of discrimination, harassment, and retaliation filed against employers with the Equal Employment Opportunity Commission. Our attorneys have drafted position statements on behalf of employers resulting in many findings of “no cause,” and have also successfully negotiated agreeable settlements on behalf of employers through the EEOC’s mediation service.

Internal Investigations

The labor and employment law attorneys are experienced in handling the investigation of sensitive complaints with a goal not only to diffuse sensitive internal matters, but also to limit potential liability. Our attorneys have investigated allegations of sexual harassment, hostile work environment, discrimination, Fair Labor Standards Act violations, and Family and Medical Leave Act violations.

Employee Harassment Prevention and Diversity Training

The labor and employment law attorneys are experienced in providing training to front-line supervisors and employees in the areas of prevention of harassment, discrimination and retaliation, as well as diversity. This training has been specifically tailored to each particular industry and workplace environment involved.

Unemployment Claims

The labor and employment law attorneys are experienced in defending claims of unemployment with the Georgia Department of Labor. Our attorneys have successfully defended these claims at all levels: Depart of Labor Administrative Hearing Officer, Board of Review, and appeal to the Superior Court of Georgia.

FMLA, FLSA, and Title VII Suits

The firm represents clients in disputes arising under Title VII of the Civil Rights Act of 1964, the Family and Medical Leave Act, the Fair Labor Standards Act.

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Employment Agreements

The labor and employment law attorneys are experienced in drafting and negotiating employment agreements from front-line managers to corporate officers. These employment agreements often contain restrictive covenants which must be carefully drafted under Georgia law. (See Restrictive Covenant Agreements)

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Restrictive Covenant Agreements

The labor and employment law attorneys are experienced in drafting, negotiating, and litigating the terms and conditions of restrictive covenant agreements relating to employment relationships. These restrictive covenants, which may include non-compete, non-solicitation, and confidentiality provisions, are strictly construed by the courts and are governed by ever-changing case law.

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Separation Agreements

As part of representing our business and corporate clients, our attorneys are often called upon to draft and negotiate agreements governing in individual’s separation from employment. These separation and release agreements are instrumental in achieving a mutually agreeable separation from employment with a goal to limiting potential liability, maintaining confidential information and trade secrets, as well as ensuring the enforceability of non-compete and non-solicitation provisions.

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Reductions in Force

The labor and employment law attorneys have counseled small and large employers in the planning and implementation of reductions in force to ensure compliance with laws such as the Worker Adjustment and Retraining Notification Act (WARN), as well as to avoid disparate impact claims and limit potential liability.

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