Mr. Vela conducts a diverse civil litigation, regulatory and risk management practice with an emphasis in defending employers against employment lawsuits, including those alleging discrimination and harassment and complaints before equal employment opportunity commissions. Mr. Vela also has experience defending state wage and hour claims and assists clients with day-to-day employment law advice. In addition to employment litigation, Mr. Vela has experience reviewing and drafting employee handbooks and employment policies. Mr. Vela also advises management and employers on immigration matters and has experience with nonimmigrant visas, labor certification and employer-sponsored green cards.
Mr. Vela graduatedcum laudefrom the Creighton University School of Law in 2009 and received his Bachelor of Arts degree from Creighton University in 2005.
March 13, 2013Kutak Rock Renews its Pledge for Diversity in Nebraska
March 16, 2012Omaha Employers: LGBT Ordinance Effective March 30
On Tuesday, March 13, 2012, the Omaha City Council narrowly passed an amendment to the current equal employment opportunity ordinances prohibiting employers, employment agencies and labor organizations in the City of Omaha from discriminating against an individual on the basis of sexual orientation and gender identity.
October 10, 2011NLRA Posting Mandate Postponed Until January 2012
Confusion and controversy prompted the National Labor Relations Board (the Board) to issue a statement on October 5, 2011 delaying its posting mandate until January 31, 2012.
January 24, 2011Kutak Rock Named Mentoring Advocate Of The Year
March 14, 2014Whistleblowing in Public, Liability in Private
On March 4, 2014 the United States Supreme Court held that whistleblower protection under the Sarbanes-Oxley Act of 2002 extends to the employees of a public company's private contractors and subcontractors. Client Alert
October 1, 2013E-Verify Is Unavailable Due to the Government Shutdown
July 1, 2013Two Recent U.S. Supreme Court Decisions Weaken Discrimination and Retaliation Suits for Employees
On Monday, June 24, 2013, a sharply divided Supreme Court made it harder for employees to win discrimination and retaliation suits against their employers. In a pair of 5-4 decisions, the Court limited how juries can decide retaliation lawsuits, requiring victims to prove employers would not have taken action against them but-for their intention to retaliate. The Court also held a person must be able to hire and fire someone to be considered a supervisor in discrimination lawsuits. Client Alert
May 10, 2013NLRB Advice and Rulings Provide Guidance on Employer Policies
May 10, 2013SCOTUS: At Class Certification Stage, Plaintiffs Must Prove Damages Are Capable of Measurement Through Class-Wide Proof
On March 27, 2013, in a 5-4 decision of a very divided bench, the U.S. Supreme Court held plaintiffs in a class action must demonstrate damages attributable to a class-wide injury may be measured on a class-wide basis to qualify for certification. Client Alert
May 10, 2013NE Supreme Court: PTO Is Like Vacation and Must Be Paid Upon Termination, Despite Employer's Contrary Written Policies
In a 4-3 split decision, on May 3, 2013 the Nebraska Supreme Court inFisher v. Payflex Systems USA, Inc. held that paid time off (PTO) is the same as accrued but unused vacation that must be paid upon separation of employment under the Nebraska Wage Payment and Collection Act (the Act). Client Alert
October 18, 2012Wage & Hour Considerations: Smartphones: Changing the Workplace One App at a Time
As more employees choose to use smartphones for work, the landscape has once again shifted for employers. Several new mobile applications, or apps, for smartphones have given employees increased autonomy and abilities at work. Client Alert
October 4, 2012Noncompete Agreements in the Health Care Industry: An Rx for Restricting Competition?
The high demand for health care professionals and increased physician mobility has heightened the need for employers in the health care industry to protect their confidential information, trade secrets and competitive position. Client Alert
June 22, 2012FLSA: Pharma Reps Qualify as Exempt
On June 18, 2012, the United States Supreme Court resolved a split between the Second and Ninth Circuits, finding a pharmaceutical sales representative qualifies as an exempt outside salesperson under the Fair Labor Standards Act (FLSA). Client Alert
November 6, 2013Employment Law CLE 2013
November 8, 2012Employment Law CLE 2012
November 17, 2011Employment Law CLE 2011