EMPLOYMENT & LABOR LAW2020-07-29T12:30:40-05:00

Employment & Labor Law

Riess LeMieux’s employment and labor practice covers the full spectrum of issues affecting the employment relationship, employer training, handbook drafting, and litigation federal and state discrimination claims, wage/hour issues, and disputes arising from the ADA, ADEA, FMLA, FLSA, and Title VII.  We help navigate complex workforce issues on a regular basis to instill a proactive approach for our clients and avoid potential claims.

Some of the employment and labor law areas we handle include:

  • Title VII—race, gender, national origin,  and religion discrimination
  • ADA compliance (disability discrimination)
  • ADEA compliance (age discrimination)
  • ERISA (pension, health insurance, life insurance, and ADD insurance benefits)
  • Union collective bargaining agreement issues
  • State wage & hour laws, blacklisting statutes, and wrongful discharge issues
  • Workers’ compensation disputes (employer-side only)
  • Employment contract issues, including hiring, non-compete agreements, termination, severance, collective bargaining, intellectual property rights, protection of confidential/proprietary information, distribution rights, independent contractor vs. employee, agency principles, entitlement to commissions or performance bonuses, and other terms and conditions of employment

Recent News

Riess LeMieux Welcomes M. Ali Barnes to the Firm

Riess LeMieux is pleased to welcome Ali Barnes to the firm.  Ali brings to the firm experience in construction law, commercial litigation, employment and labor law, transactional law, and insurance law.  She has previously served as a prosecutor and as an Assistant City Attorney in Mobile, Alabama.  She also has worked for a family business on complex estate, trust, and insurance matters.

Legal Update: Proposed Department of Labor Rule

The Department of Labor recently issued a proposed rule to determine whether workers are considered employees or independent contractors.  If adopted, the new five-factor test will implement an updated standard by which companies must classify workers as either employees or independent contractors for the purpose of workers’ compensation and labor laws.

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