Employment

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Employer/employee relationships are frequently governed by complex laws and agreements. The lawyers at Miner, Barnhill & Galland have many years of experience assisting individual clients with employment-related issues, such as:

  • Wage, Hour and Overtime Litigation

    Workers’ rights on issues like minimum wage, overtime and off-the-clock work are protected by state and federal laws, such as the Fair Labor Standards Act. MBG attorneys have successfully sued to enforce these laws on behalf of workers in many industries, including agriculture and food processing.

  • Employee Benefits – ERISA, FMLA

    Employee benefits are governed by a network of laws, such as ERISA (pension plans) and the FMLA (family and medical leave). MBG attorneys have successfully represented clients in ERISA litigation who were fighting employer efforts to reduce or eliminate employee benefits, and have handled disputes for hospital clients involving welfare benefit-plan coverage and practices.

  • Employment Contract and Severance Disputes

    MBG has extensive experience representing professionals and executives in contract and severance negotiations (including non-compete and non-solicitation disputes). The firm’s attorneys have represented doctors, attorneys, CEOs, professors and clergy, among others, in contract matters.

The firm also assists its not-for-profit and other corporate clients with employment-related representation and counseling.  The firm’s attorneys are experienced in drafting employment manuals and handbooks; drafting policies against sexual harassment and workplace discrimination, and training clients in their administration; counseling on reductions-in-force; and responding to EEOC and other fair employment agency charges.


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Using the form below, please contact MBG for an initial, no-cost consultation.

Please note, Miner, Barnhill & Galland, P.C., maintains its website as a way to deliver important information about the firm’s lawyers and their expertise. Use of the website, including any communications with the firm through the contact form associated with it, neither establishes an attorney-client relationship nor obligates the firm to take any action on your behalf. Confidential information or matters that are in any way time sensitive should not be sent through the contact form.

Courtney HudsonEmployment