The employment law attorneys at Gombos Leyton primarily represent the interests of businesses and management. Our attorneys provide advice about labor, employment, and compliance with state and federal laws, regulations, and ordinances involving the work place. Our efforts involve defending claims in court and administrative proceedings but also include counseling and advice about issues our clients confront each day in the work place. The firm represents companies and key business executives negotiating employment or consulting agreements, separation agreements, and non-compete, confidentiality, non-disclosure, and trade secret agreements. Our attorneys regularly encounter these issues in the context of key-man contracts in connection with transactions. We also help clients evaluate the best course of action in business transactions and litigation.
In representing employers, Gombos Leyton’s attorneys provide advice and comment about existing and proposed revisions to personnel policies, wage and hour issues including worker classification and obligations to pay overtime under the Fair Labor Standards Act, hiring and firing decisions, leave issues including those involving the Family Medical Leave Act, compliance with Americans with Disabilities Act, immigration, and contractual requirements for government contracting clients. We defend employers and assist them in responding to claims such as sexual harassment, race, and other discrimination claims. Our clients request guidance and services to protect them from claims of wrongful termination, defamation, and other work-place torts (e.g., negligent hiring, negligent retention, negligent supervision, assault and battery).
Clients frequently seek the assistance of Gombos Leyton about work place investigations and training. Such investigations and training often involve claims of work place harassment, compliance with emerging laws and regulatory obligations, on-going compliance with specific requirements imposed by federal, state, and local agencies with responsibility over work place policies and procedures including, but not limited to, the EEOC and local human rights commissions. In conducting internal investigations, we often conduct face-to-face interviews of employees and management in litigation but also in non-litigation settings for purposes of assessing on-going compliance and early detection of emerging work place issues.
Given the proliferation of electronically stored information, our firm is staffed to handle our client’s needs involving the collection, analysis, and production of work-place communications in the context of litigation, data protection and privacy compliance, regulatory compliance, and internal investigations.