Fisher & Phillips has decades of experience representing every type of retailer -- from the largest multi-unit retailers to smaller, local retailers; from "big box" chain stores to individual convenience stores. Attorneys in our Retail Practice understand the issues that are unique to retailing, such as retail wage-and-hour issues, Americans with Disabilities Act accessibility issues, and the challenges that multi-unit companies face in training and monitoring high-turnover workforces, addressing developments in state and federal laws, and quickly responding to employee and customer complaints. Retailers benefit from our attorneys’ familiarity with retail industry employment issues that allows them to address problems quickly and effectively.
The Retail Industry Practice contains skilled trial lawyers with years of experience handling employment discrimination, retaliation, harassment and wrongful termination lawsuits, customer discrimination claims, wage-and-hour lawsuits, OSHA matters, and unionization issues. In addition to our extensive litigation practice, we regularly defend retail employers in administrative matters before local, state and federal agencies.
5.0/5.0 Review for Matthew David Westerman by a Partner on 09/03/13 in Employment Law
Mr. Westerman is an exceptional attorney. He displays a vast knowledge of labor and employment law and articulates difficult issues well.
5.0/5.0 Review for Amy Lynn Lessa by a Partner on 04/09/13 in Employment Litigation
Ms. Lessa is my absolute go to person for referrals for employment matters from the employer's prospective.
Ms. Lessa is my absolute go to person for referrals for employment matters from the employer's prospective. Read lessRead less
Law firm response:
Our Firm's commitment to diversity is nearly a half-century old. Our first woman partner was Margie Pitt Hames, hired in 1962. She was soon joined by Dorothy Toth Beasley, now a judge on the Georgia Court of Appeals. In 1973, Ms. Hames and Judge Beasley made legal history by being the first women attorneys to argue both sides of a case in the U.S. Supreme Court. The case was Doe v. Bolton, a companion case to Roe v. Wade. Although both were at different firms at the time, Ike Fisher, one of our founders, referred to the historic argument as one of the proudest moments of his career.
Our goal today is to continue that tradition of inclusion, and expand upon it. We strive to recruit, hire, develop, retain and promote diverse attorneys and staff at all levels.
While this spirit of openness is engrained in our spirits, we have also formalized our efforts. We have established a Diversity Committee, composed of partners, of counsel, and associates from across the country, all of whom represent differences in ethnicity, race, gender, religion, lifestyles, backgrounds, and viewpoints. The Diversity Committee's goals can be summarized in five key initiatives:
We actively participate in diversity job fairs, including the Southeastern Minority Job Fair, which has led to our hiring several attorneys of diverse backgrounds. We also participate in the Council on Legal Education Opportunity (CLEO) job fair, and regularly interview at law schools which boast a large number of minority law students. In addition, our network of recruiters specializes in finding attorneys of color.
Aggressively recruiting qualified women and minority candidates is just a start: we also make every effort to retain them. Our firm-wide mentoring system pairs each associate with a partner-mentor. In addition, each member of the firm's Diversity Committee serves as a liaison to one or more of the firm's offices to provide additional support and resources. The Committee members are also available to help associates with their questions or concerns.
We've developed comprehensive training programs that address not only specialized legal skills in the Labor & Employment law practice, but also general skills such as client communications and marketing – core skills for preparing associates to fulfill roles as partners and leaders.
We're proud that we have a long-standing part-time policy that is tailored to fit the needs of each attorney who requires a reduced schedule. We recognize and appreciate the importance of enabling all attorneys to continue their careers while balancing the demands of professional and family life. Our benefits cover domestic-partner relationships as part of our overall effort to value, respect, and assure equal treatment to all employees regardless of sexual orientation.
We also regularly sponsor and participate in a number of diversity initiatives in our communities and host in-office events for law students and young attorneys from diverse backgrounds. These events are designed to help young attorneys learn how to succeed as associates.
Finally, many of our lawyers are members of, and serve in leadership positions in local and national organizations that help promote diversity in the legal profession, including: the Corporate Counsel Women of Color; the Georgia Association of Black Women Attorneys; the annual Lavender Law Conference; the National Asian-Pacific American Bar Association; the National Bar Association; and the National Employment Law Council.