Employment Litigation & Class Actions Measured Approach
Every employment dispute presents its own challenges. Our team draws upon decades of experience to determine the right course of action, assessing whether litigation is the proper approach or if mediation, arbitration, or settlement will produce the best results for our clients. When litigation is the only path, we continuously communicate with our client to define best outcomes and effectively monitor costs, as well as legal and reputational risks. Across the country, we have defended more than 100 employment-related class actions, as well as many hundreds of single plaintiff suits.
Our attorneys won one of the earliest wrongful discharge cases in the U.S. and continue to successfully defend clients in cases involving various types of alleged employer misconduct, including defamation, retaliation, and harassment. We have defended against both classwide and individual claims of discrimination based on race, sex, national origin, disabilities, and age, as well as claimed violations of state and federal laws regarding the payment of wages and benefits to employees and allegedly misclassified independent contractors.
We have defended class action cases brought under Title VII, the Age Discrimination in Employment Act, ERISA, the Americans with Disabilities Act, the Workers Adjustment and Retraining Notification Act (WARN), and the employment discrimination laws of many states. We have also represented employers in numerous actions filed under the Fair Labor Standards Act (FLSA) and state wage and hour statutes by plaintiffs seeking to represent a class of employees and against single plaintiffs alleging employment-related claims in federal and state courts in virtually every one of the lower 48 states. In many of these cases, we defeated, limited, or avoided class certification, removing most if not all of the potential defense costs and liability from the civil action.
Second Circuit Becomes the Second Federal Appeals Court to Hold That Title VII Prohibits Sexual Orientation Discrimination
Kilpatrick Townsend Once Again Achieves Recognition for 2018 Georgia Super Lawyers
Kilpatrick Townsend Counsel to Leaders
The Seventh Circuit Holds That Title VII Prohibits Sexual Orientation Discrimination: Key Takeaways for Employers
California Prohibits Employers from Requiring Out-of-State Litigation and Arbitration
Supreme Court’s Ruling on Same-Sex Marriage Will Affect Employers
Meet The Team View All
While we are pleased to have you contact us by telephone, surface mail, electronic mail, or by facsimile transmission, contacting Kilpatrick Townsend & Stockton LLP or any of its attorneys does not create an attorney-client relationship. The formation of an attorney-client relationship requires consideration of multiple factors, including possible conflicts of interest. An attorney-client relationship is formed only when both you and the Firm have agreed to proceed with a defined engagement.
DO NOT CONVEY TO US ANY INFORMATION YOU REGARD AS CONFIDENTIAL UNTIL A FORMAL CLIENT-ATTORNEY RELATIONSHIP HAS BEEN ESTABLISHED.
If you do convey information, you recognize that we may review and disclose the information, and you agree that even if you regard the information as highly confidential and even if it is transmitted in a good faith effort to retain us, such a review does not preclude us from representing another client directly adverse to you, even in a matter where that information could be used against you.