Jeff Gilbreth is a partner in the Labor & Employment group. He represents employers of all sizes and across all industries.
What do you focus on?
Any employer, even those with just one employee, has employment law issues. I help clients with all aspects of employment law, but much of my work is focused on these areas:
Wage-hour laws are incredibly detailed and expose employers to significant potential liability (multiple damages, attorneys’ fees, class/collective claims). I work with companies proactively to ensure their policies and practices comply with all applicable wage-hour laws, and I defend them when something goes awry and they face a claim from a current or (more likely) former employee.
My experience runs the gamut from negotiating settlements for small start-ups with single employee disputes to litigating national class actions for publicly traded companies.
Layoffs/Reductions in Force
Unfortunately, with the economy being what it is, many employers have been forced to reorganize their workforces, which often results in a layoff or reduction in force. Whenever large numbers of employees are let go, employers face significant potential liability.
I work with clients of all sizes to navigate the pitfalls associated with restructurings and layoffs. I help my clients at every step of the process to help minimize exposure to discrimination and other wrongful termination claims, comply with the WARN Act and related state statutes, prepare separation agreements and to communicate effectively with the remaining workforce.
Employees are constantly posing challenges for their employers, and I help my clients navigate these challenges. My work in this area often involves advising clients on managing leaves of absence, disciplining problem employees, protecting trade secrets, enforcing non-compete and other post-employment restrictions and managing workplace investigations.
What do you see on the horizon?
Advances in technology means employees are always connected. While great for productivity, these developments mean employers face new and significant wage-hour exposure.