Labor & Employment

McGuireWoods’ clients include local, national and multinational employers ranging from Fortune 500 companies to small businesses and nonprofits. With more than 70 lawyers in the United States and Europe, our labor and employment team handles upwards of 4,000 employment-related matters each year. We counsel employers in every aspect of the employer/employee relationship, including federal, state and international law compliance; traditional labor issues; internal investigations; federal contracting; and executive compensation.

Our depth and experience crosses key areas of employment law, including wage and hour class and collective actions; large portfolios ranging from single-plaintiff statutory claims to systemic class actions across the country; traditional labor work; and OFCCP audits and counseling.

McGuireWoods’ L&E lawyers work with clients proactively to prevent, triage, defend and resolve internal and external workplace disputes, claims and litigation. We collaborate with clients to deliver tailored employment services in the most flexible, efficient manner possible, which includes the use of alternative fee arrangements, value-added billing and retainers.

If litigation proves inevitable, our team is ready to defend clients from federal and state civil rights and antidiscrimination claims, trade secret and employee raiding actions, wage and hour class and collective actions, and whistle-blower and other suits. We also represent employers in a range of administrative proceedings involving charges of discrimination filed with the EEOC and state and local human rights agencies, Department of Labor compliance checks and audits, and administrative wage claims.

Experience

  • CASE STUDY

    Labor and employment team bars plaintiff from recovering on judicial estoppel grounds

    A team of McGuireWoods attorneys successfully barred a plaintiff from recovering in a disability discrimination case against our client, a leading independent national distributor of natural, organic and specialty foods. The plaintiff, a forklift operator, alleged disability discrimination after he claimed that asthma prevented him from working in freezers or coolers and was subsequently terminated. Although the EEOC (Equal Employment Opportunity Commission) found probable cause that he had been the victim of discrimination, prompting an investigation of the accommodation policies in place at our client’s facility, the plaintiff did not fare as well in federal court after McGuireWoods discovered that he had filed for bankruptcy without disclosing his pending charge and claims to the Bankruptcy Court. Our client filed a motion to dismiss and asked the Court to find plaintiff judicially estopped from any recovery. In an attempt at salvaging his claims, plaintiff reopened the bankruptcy proceedings. The Judge found this attempt unavailing and ruled that the failure to timely disclose the claim precluded the plaintiff from any recovery.

Team Leaders

Full Team
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