- Alternative Dispute Resolution
- Class Actions and Complex Litigation
- Leave and Health Management
- Labor and Preventive Practices
- Wage and Hour
- General Employment Litigation
- Management and Employee Training
- Reductions in Force
- WARN Act
- Non-Competes and Protection Against Unfair Competition
|University ||University of Nebraska-Omaha, B.B.A., Business Marketing, 1996|
|Law School||Creighton University School of Law, J.D., cum laude, 2000|
|Admitted||2010, Missouri - E.D. Mo.; 2000, Nebraska - D. Neb.; 2000, Nebraska; 2009, Missouri; 2014, Kansas|
bar & professional association memberships
American Bar Association
American Teleservices Association
Human Resource Association of the Midlands
Nebraska State Bar Association
Omaha Bar Association
Society for Human Resource Management
Chad Richter is a Shareholder in the Omaha, Nebraska office of Jackson Lewis P.C.
Mr. Richter s practice is divided into three areas: (1) preventative counseling and training; (2) traditional labor law; and (3) workplace litigation. With regard to Mr. Richter s preventative practice, he routinely provides day-to-day advice and counseling to management on a variety of employment law matters including human resource management, traditional labor relations, employment discrimination, wage and hour, privacy, disability leave management, and reductions in force. Mr. Richter routinely assists management in workplace audits, preparing contracts and workplace policies, complex employment investigations and developing and presenting training curriculums on numerous employment and labor law topics. Mr. Richter has developed a host of training models designed to educate all levels of management from front-line supervisors to the most senior executives and board members in the organization. Mr. Richter develops training that is highly interactive, engaging, and educational.
Mr. Richter also assists organizations during labor organizing campaigns, labor negotiations and routinely represents management in labor arbitration proceedings nationally. Provided litigation arises, Mr. Richter also defends management before federal and state administrative agencies and before federal and state courts throughout Nebraska, Missouri and Iowa.
Mr. Richter is “AV Rated” by Martindale Hubbell and currently serves on numerous Boards both locally and nationally. Among Mr. Richter s affiliations, he serves on the board of directors for the Midwest Chapter of the American Teleservices Association since 2010; Advisory Council to the U.S. Commission on Civil Rights since 2010; selected to serve on the National Expertise Panel for the Society of Human Resource Management in 2011 and 2012; Co-Chair of the Human Resources Association of the Midlands Governmental Affairs Chapter in 2010 and 2011; Board of Directors for Eastern Nebraska Community Action Partnership in 2010 and 2011; and recent graduate of Leadership Omaha- Class 34.
Mr. Richter routinely presents both locally and nationally to business and civic organizations on a variety of employment and labor related topics. For example, recently Mr. Richter spoke at the annual Corporate Counsel Conference in Los Angeles, California in October 2013 and in Washington DC in 2012; the national convention of the Society of Human Resource Management in Las Vegas, Nevada in 2011; the American Teleservices Association national convention in Washington, DC in 2011; presented numerous times to the Association of Corporate Counsel nationally; and presented at the Nebraska Chapter of the Society of Human Resource Management annual convention in Omaha, Nebraska in September, 2013.
Honors, Awards and Pro Bono Activity
•Appointed to the Nebraska Advisory Committee by the US Commission on Civil Rights - 2014
•Seclected for inclusion to the 2013 Great Plains Super Lawyers list.
Documents by this lawyer on Martindale.com
Labor Board Declines to Overrule Favorable Union Beck Notice Precedent
Howard M. Bloom,Chad P. Richter,Philip B. Rosen, September 25, 2014
A union fulfilled its “Beck” notice obligations to a new employee even though it failed to disclose the “reduced fees and dues” for which the employee would be responsible by refusing to become a member under a union security clause at the same time it first informed the...
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