LABOR & EMPLOYMENT
Representation of Employers
Employers face an ever-growing list of federal, state, and local laws, rules, and regulations concerning employment activities. In addition to providing representation to employers in litigated matters, we will advise you on how to avoid costly employment-related litigation. We work closely with human-resources personnel to review employment policies and evaluate the need for updating and revising existing policies. We can also represent you through all aspects of labor management relations, including labor agreement negotiation and labor arbitration. We will help you negotiate the employment law labyrinth, including the following areas:
- Discrimination, retaliation, and harassment
- Wage and hour issues under the Fair Labor Standards Act
- Family and medical leave
- Disability issues
- Employment restrictive covenants, including non-compete, non-solicitation, non-disclosure, and no-hire agreements
- Employee benefit issues
- Charges of discrimination filed with the Equal Employment Opportunity Commission (EEOC) and State agencies
- Employment contracts, employee handbooks, manuals, application forms and employment policies and procedures
Representation of Employees
Employees who have lost their jobs, or who are subjected to unlawful acts of discrimination, retaliation or harassment in the course of employment need immediate legal assistance in order to protect their rights. Losing a job or having to tolerate illegal working conditions is highly stressful. We will work with employees who are experiencing these problems to stop unlawful workplace conduct before it causes additional economic or emotional harm. For those who have already lost a job, we will pursue all remedies to compensate the employee for the losses they have sustained. We have successfully represented employees in the following areas of employment law:
- Discrimination, retaliation and harassment
- Wage and hour issues
- Disability issues
- Employee benefit issues
- Family and Medical Leave
- Employment contracts
- Contracts not to compete or engage in competitive activity
Back to all Practice Areas
EXPERIENCED ATTORNEYS
John M. Lawhorn
Attorney
Mary Elizabeth Maddox
Attorney
Richard T. Scrugham, Jr.
Attorney
Jamey M. Minnihan
Attorney
Related Blogs
UPDATE: U.S. Department of Labor Provides Guidance On Whether Parents of Minor Children Who Choose To Attend Remote K-12 Classes Are Entitled To Paid Leave Under The FFCRA
On August 18, 2020, I posted a blog entitled “Are Parents of Minor Children Who Choose To Attend Remote K-12 Classes Entitled To Paid Leave Under The FFCRA?” At that time, I commented that the United States Department of Labor (DOL) had not yet to addressed the question and provided my prediction of how the […]
Are Parents of Minor Children Who Choose To Attend Remote K-12 Classes Entitled To Paid Leave Under The FFCRA?
When the Families First Coronavirus Response Act (“FFCRA”) was passed in late March 2020, the nation was confronted with a fairly uniform new reality in terms of K-12 education. Both public and private schools across the United States closed their doors and quickly attempted to reopen in an online setting. This presented one of the […]
Supreme Court finds that Title VII employment protections of the Civil Rights Act of 1964 extend to gender identity and sexual orientation
Following the United States Supreme Court’s decision in Obergefell–granting same-sex couples the constitutional right to marry—a related question remained: would gender identity and/or sexual orientation later receive protection from discrimination in employment under the Civil Rights Act? On June 15, 2020, in a 6-3 opinion authored by recently appointed Justice Neil M. Gorsuch, the Court […]
On-the-job injuries while working from home? Considerations for employers and employees relying on workers’ compensation in Tennessee
In 2000, the United States Census reported that 3.3% of Americans exclusively worked from home (or “telecommuted”) for their employer.[i] In 2016, that number increased to 5%.[ii] Now, with safer-at-home orders, non-essential business shutdowns, and companies of all sizes telling their employees to stay home, that number is expected to grow exponentially—and is here to […]
EEOC and CDC Resources for Employers Addressing the Coronavirus
As the Coronavirus continues to spread throughout the United States employers are having to address a number of questions about managing and protecting their workforce. Included on the ever-growing list of items keeping managers up at night are concerns about compliance with the federal Americans with Disabilities Act (ADA) and state disability discrimination statutes when […]
Employers Should Exercise Caution In How They Treat FMLA Leave Under Attendance Policies
Employers subject to the Family and Medical Leave Act (FMLA) must allow covered employees up to 12 weeks of leave per year for certain needs, including the employees’ own “serious health condition.” The FMLA and its implementing regulations further provide that an employer subject to the FMLA cannot interfere with an employee’s exercise of rights […]
U.S. Supreme Court to Decide Whether Title VII Applies to Sexual Orientation Discrimination
John LawhornJohn M. Lawhorn of Frantz, McConnell & Seymour, LLP practices extensively in the field of Labor and Employment law and regularly advises clients concerning federal and state laws pertaining to employment discrimination, retaliation and harassment, workplace policies, OSHA/TOSHA compliance, wage and hour compliance, labor/management relations, employment contracts and in many other aspects of the […]
Tennessee Healthcare Employers Must Now Report Positive Drug Test Results For Its Licensed Healthcare Employees
John LawhornJohn M. Lawhorn of Frantz, McConnell & Seymour, LLP practices extensively in the field of Labor and Employment law and regularly advises clients concerning federal and state laws pertaining to employment discrimination, retaliation and harassment, workplace policies, OSHA/TOSHA compliance, wage and hour compliance, labor/management relations, employment contracts and in many other aspects of the […]
The Growing Danger in Using Prior Income to Perpetuate Wage Distinctions
Many of us have been in a job interview on one side of the table or the other during which this very common question is asked – “what are you currently making?” There is now, however, a growing movement questioning the legitimacy of inquiries regarding an applicant’s prior wages for the purpose of setting her […]