Dedicated Hartford Employment Litigation Lawyers
Siegel O’Connor has earned its reputation as one of Connecticut’s preeminent employment law firms by aggressively advocating for employer interests in and out of court. Our team has the experience, resources, and legal knowledge to litigate high-stakes employment disputes in any forum while protecting our clients’ bottom line.
Our experienced Hartford employment litigation lawyers are familiar with every aspect of management-side employment law and litigation. Not only do we try cases in state and federal courts and in administrative hearings, but we frequently teach substantive and procedural labor and employment law and litigation seminars to fellow lawyers.
Our skilled employment litigation lawyers are renowned for their efficient, cost-effective, practical handling of client matters
Whether you have a question about FMLA eligibility or have been named as a defendant in a class action lawsuit, we are there to serve the best interests of management. Our Hartford employment litigation lawyers are skilled in business formation, hiring practices, day-to-day counseling and regulatory compliance, disciplinary matters, employee termination, separation agreements, dispute resolution, litigation, grievance arbitration, court and jury trials and appeals.
Our experience extends to defending every type of employment-related claim involving a protected status: race, color, sex, age, religion, national origin, ancestry, marital status, and gender We are also experienced in cases involving disability discrimination, sexual harassment, wage and hour law, wrongful discharge, breach of contract, employment torts (including defamation), interference with contract rights, and intentional or negligent infliction of emotional distress.
We litigate injunction and enforcement proceedings for confidentiality, and noncompetition agreements to protect our clients’ trade secrets from theft or misuse by employees and competitors.
Our Hartford employment litigation attorneys are well-versed in the arbitration and mediation of workplace disputes and are called upon by fellow practitioners to serve as mediators.
Siegel O’Connor handles the following
- Age Discrimination in Employment Act
- Alternative Dispute Resolution
- Americans with Disabilities Act
- Civil Rights Litigation
- CHRO & EEOC Compliance
- Drugs and Alcohol in the Workplace
- Employee Benefits/ERISA
- Employee Handbooks
- Employment at Will
- Employment Contracts and Severance Agreements
- Family and Medical Leave Act (State and Federal)
- Harassment Claims and Investigations
- Independent Contractor Issues
- Supervisory Training
- Personnel Policies
- Restrictive Covenants and Trade Secret Agreements
- Retaliation Claims
- Sexual Harassment
- WARN Compliance
- Whistle Blower
- Workplace Diversity
- Workplace Violence
- Wrongful Discharge
Employment Litigation Frequently Asked Questions
How can my company avoid a sexual harassment lawsuit?
These type of lawsuits are commonplace and can cause serious expense and disruption of your business. Especially in a large company, there is no fool-proof method to avoid such claims. However, the best way to minimize the risk is to draft and implement a sexual harassment policy. The experienced employment attorneys at Siegel O’Connor can assist your company in creating and putting into practice a policy that is both comprehensive and up-to-date, reducing your risk of costly legal battles in the future.
Can a union member sue for wrongful termination?
Typically, union members must exhaust all remedies contemplated in their union agreement before taking their employer to court. However, certain wrongful termination lawsuits, such as those alleging discrimination or retaliation, may be filed despite the employee belonging to a union.
Is my company subject to the Americans with Disabilities Act (ADA)?
The ADA only applies to employers with 15 or more employees as well as labor organizations and employment agencies.
What are the notice requirements for leave taken under the FMLA?
For unforeseeable events such as an illness or injury, and employee need only provide as much notice as is practicable. However, for foreseeable leave such as scheduled surgery or maternity leave, the employee is required to give 30 days notice.
What is the cost of employment litigation?
As in any lawsuit, the costs of litigating an employment dispute can escalate rapidly. The labor and employment law fields can also give rise to class action and other large-scale lawsuits. The enormous expense of these lawsuits can threaten the very existence of the defendant companies.
The experienced employment attorneys at Siegel O’Connor provide thoughtful legal counsel to employers in order to avoid costly litigation whenever possible. However, some disputes are unavoidable. In these situations, our team is prepared to step in to defend your company at the first sign of trouble in order to keep your business running smoothly.
Our attorneys have the resources and experience to protect your company from employment disputes
At Siegel O’Connor, we understand that the employer-employee relationship can be a hotbed for disagreement. We bring over 50 years of exclusive labor and employment law experience to the table when handling our clients’ employment-related disputes. We are sensitive to the unique needs of each client and approach each case with an eye towards allowing the business to continue running smoothly.
Our Hartford Employment litigation attorneys aggressively defend management against employment law claims and are determined to obtain favorable results whether in negotiations, at trial, or working at the appellate level.
For more information about how we can help defend your company, contact one of our experienced Hartford employment litigation lawyers today!