Timothy (“Tim”) D. Loudon is a Principal in the Omaha, Nebraska, office of Jackson Lewis P.C. Mr. Loudon’s practice encompasses virtually every aspect of labor and employment law.
As a former investigator for the Nebraska Equal Opportunity Commission, Mr. Loudon investigated hundreds of discrimination charges and evaluated cases for litigation worthiness. Since leaving that agency in 1985, Mr. Loudon has successfully defended management in excess of 1, 000 discrimination charges, appearing before numerous EEOC, state, county, and municipal FEP agencies throughout the United States. He has also successfully defended management in countless administrative audits before the OFCCP and the Wage and Hour Division, and counsels employers on a daily basis involving complex issues arising under the ADA, the FMLA and other state and federal legislation regulating the workplace.
Mr. Loudon has counseled and advised employers in numerous union organizing, election, and decertification campaigns, representing employers who have a variety of industries throughout the United States. He also has election experience with almost every major labor union, including SEIU, UFCW, USW, AFSCME, Teamsters, UAW, LIUNA, and IAM. Mr. Loudon has negotiated hundreds of collective bargaining agreements, with an emphasis on the health care industry.
Mr. Loudon also has extensive experience arbitrating grievances in both the union and non-union context. He has successfully handled discharge arbitrations involving drug testing, sleeping on the job, insubordination, patient abuse, theft, falsification of records, making terroristic threats, and absenteeism. Mr. Loudon has also successfully defended employers in numerous contract interpretation cases, including various time study, past practice, seniority, and “act of God” disputes.
Mr. Loudon has appeared before the NLRB in various administrative proceedings involving unfair labor practice charges, unit determination hearings, ballot challenges, and objections to elections.
NOTICE TO THE PUBLIC
The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. This disclosure is required by rule of the Supreme Court of Iowa. Memberships and offices in legal fraternities and legal societies, technical and professional licenses, and memberships in scientific, technical and professional associations and societies of law or field of practice does not mean that a lawyer is a specialist or expert in a field of law, nor does it mean that such lawyer is necessarily any more expert or competent than any other lawyer. All potential clients are urged to make their own independent investigation and evaluation of any lawyer being considered. This notice is required by rule of the Supreme Court of Iowa.
Honors and Recognitions
•The Best Lawyers in America and U.S. News and World Report, 2015 Lawyer of the Year in Employment Law-Management, Omaha metropolitan area
•The Best Lawyers in America and U.S. News and World Report, 2014 Lawyer of the Year in Labor Law-Management, Omaha metropolitan area
•Omaha's Top Lawyers
Pro Bono and Community Involvement
•Regular participant at the Douglas County Courthouse self-help desk
•“Nebraska to Require Reasonable Accommodations for Pregnant Workers, ” www.natlawreview.com (May 12, 2015) [Author]
•“Paid Time Off Accruals are ‘Wages Due’ Terminating Employee under State Wage Payment Act, Nebraska High Court Rules, ” www.lexology.com (May 6, 2013) [Author]
• Military Leave (USERRA) with a Glance at the Family Military Leave Act of Nebraska, The Nebraska Lawyer (November 2007) [Author]
•Employment Discrimination Law 3 (January 2002) [Contributing Author]
• Employment Discrimination, Nebraska How to Practice Manual 2 (June 1998) [Author]
• The 1993 Amendments to the Federal Rules of Civil Procedure: Their Anticipated Impact on Employment Litigation, Creighton Law Review 28.4 (June 1995) [Co-Author]
• The Civil Rights Act of 1991: What Does it Mean and What Is Its Likely Impact? Nebraska Law Review 71.1 (July 1992) [Author]
• Applying Disparate Impact to Title VII Comparable Worth Claims: An Incomparable Task, Indiana Law Journal 61.2 (May 1986) [Co-Author]
• L.B. 324: Codification of the Public Policy Exception to the Employment-At-Will Doctrine in Nebraska, Creighton Law Review 19.3 (January 1985) [Author]
In the News
August 17, 2015
Jackson Lewis Attorneys Recognized in The Best Lawyers in America 2016
August 17, 2015
WHITE PLAINS, NY (August 17, 2015) Jackson Lewis P.C., one of the country’s preeminent workplace law firms, is pleased to announce 137 of the firm’s attorneys have been named to the 2016 edition of Best Lawyers. In addition, 10 attorneys were named “Lawyer of the Year” in their respective...
May 19, 2015
Chambers & Partners
Jackson Lewis Attorneys Ranked in 2015 Chambers USA Guide
May 19, 2015
WHITE PLAINS, N.Y. (May 19, 2015) Jackson Lewis P.C., one of the country’s largest and fastest-growing workplace law firms, is pleased to announce the firm and 62 of its attorneys have been recognized in the 2015 edition of Chambers USA: America’s Leading Lawyers for Business, a prestigious annual guide ranking...
May 12, 2015
Nebraska to Require Reasonable Accommodations for Pregnant Workers
May 12, 2015
Aligning Nebraska with a small, but growing, number of states that have legislated additional protections for pregnant individuals in the workplace, Nebraska Governor Pete Ricketts has signed an amendment (L.B. 627) to the Nebraska Fair Employment Practice Act (“NFEPA”) requiring reasonable accommodations for pregnant...