Frilot L.L.C.

  • Established in 1995
  • Firm Size 45
  • Peer Reviews

    4.7/5.0 (88)
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    • #1,888 in weekly profile views out of 299,964 total law firms Overall
Attorney Awards

Labor & Employment

Frilot L.L.C.’s Labor and Employment practice area offers expertise and representation to clients ranging from a Fortune 500 company to individual entrepreneurs. Our attorneys’ expertise is used to regularly advise our clients on how to deal with the myriad labor and employment laws and to build and maintain competent and loyal workforces. The firm’s client base includes healthcare facilities, financial and lending institutions, major oil and gas companies, oilfield support and construction firms, refineries, and retail establishments, among others.

We have a reputation as staunch advocates of management rights in the workplace and in the courtroom. We regularly handle and try cases around the country in state and federal courts involving Title VII, ADA, ADEA, wage and hour, FMLA, ERISA, USERRA, whistleblowing, retaliation, and various state and common law claims. We also represent our clients in matters before state and federal administrative agencies, including the Occupational Safety and Health Administration, the Department of Labor, the National Labor Relations Board, the Office of Federal Contract Compliance, and the Equal Employment Opportunity Commission. The firm is national employment counsel for a close up Fortune 500 retailer with 3,400 stores and 44,000 employees, and has successfully litigated discrimination cases in over 30 states.

Our lawyers have extensive experience in defending class actions and collective actions. The firm’s Labor and Employment section successfully defeated a class action certification on behalf of CITGO Petroleum Co., Inc. in Allison v. Citgo Petroleum Corp., 151 F.3d 402 (5th Cir. 1998) This ruling is the seminal decision in post-1991 Civil Rights Act discrimination cases involving class certification issues.

We also achieved success in a wage and hour collective action in U.S. District Court for the Southern District of Texas. The putative class consisted of approximately 100 present and former employees. The District Court agreed with the defense’s position that the case did not qualify for collective action status, and the case was settled as to the individual plaintiff’s claim for a nominal amount and the claims of the other individuals were dismissed.

Our attorneys also obtained a significant ERISA ruling in favor of employers who supplement their workforce with contractors. The federal District Court held that the defendant employer was not required to provide ERISA benefits to contractor employees, even if they otherwise qualified as the employer’s common-law employees in McLachlin v. Exxon Mobil Corporation et al., Case No. 00-2190 in the United States District Court for the Eastern District of Louisiana.

The Labor & Employment attorneys take an active approach in assisting clients with the many issues that arise in the workplace and aid in the development of employee handbooks, employee benefits plans, personnel policies and worker evaluation systems. To keep clients fully informed about the latest developments in this dynamic field of law, the attorneys of the group regularly publish articles and conduct training sessions for managers and supervisors. Whether assisting clients in preventing disputes or litigating on their behalf in a courtroom, members of the Labor & Employ

Representative Cases

REPRESENTATIVE MATTERS

While we strive to keep clients out of litigation, we recognize that some employment disputes can only be resolved through litigation. Members of the labor & employment group have represented employers in myriad employment matters for national, regional and local clients. We have tried numerous jury and non-jury employment cases in state and federal courts in jurisdictions throughout the country. We have also been very successful in achieving summary judgment. Following is a list of examples:

Allison v. CITGO Petroleum Corp.
Members of the firm’s labor and employment practice area represented CITGO Petroleum Company and defeated class action certification. This ruling is the seminal decision in post-1991 Civil Rights Act discrimination cases involving class certification issues. Congress expanded employees rights to seek compensatory and punitive damages and jury trials for unlawful intentional discrimination. In the class action context, these changes in the law are enormous. An article in the ABA Section of Labor and Employment Laws, The Labor Lawyer, the author called the Allison v. CITGO case 'a rallying cry' for the defense bar. The case is cited in most employment class certification opinions that follow it.

Castellanos-Contreras v. Decatur Hotels LLC
Representing Decatur Hotels, Frilot LLC obtained the dismissal of a post-Katrina lawsuit filed by foreign guest workers who contended Decatur violated the Fair Labor Standards Act (FLSA) when it refused to reimburse foreign workers for recruitment, transportation and visa expenses incurred before they relocated to the United States. In the this case of first impression, the United States Court of Appeals for the Fifth Circuit found that Decatur incurred no FLSA liability to reimburse its guest workers for the expenses since proper recruiting channels and procedures were followed. The U.S. Department of Labor has cited the case in their final rule on H-2B procedures. The Frilot team of attorneys working on this case included Leslie Ehret (lead attorney), Ellen Kovach (former Frilot attorney, now District Judge, 24th Judicial District Court) and Suzanne Risey.

Machlachlin v. Exxon Mobil Corporation et al.
The firm obtained a significant ERISA ruling in favor of employers who supplement their workforce with contractors. The Federal District Court held that the defendant employer was not required to provide ERISA benefits to contractor employees, even if they otherwise qualified as the employer’s common-law employees in Machlachlin v. Exxon Mobil Corporation et al., Case No. 00-2190 in the United States District Court for the Eastern District of Louisiana.

Gervis v. Sears, Roebuck and Company
The firm handled this case in the United States District Court for the Western District of Tennessee. The plaintiff alleged he was discriminated against and harassed in violation of Title VII and the ADA and asserted claims under the FMLA, the FLSA, ERISA, the Tennessee Handicap Act and Tennessee Common Law. We filed a motion to dismiss based on judicial estoppel, asserting that plaintiff failed to identify the suit as an unliquidated or contingent claim or as an asset in his Chapter 13 bankruptcy petition or any of his filings with the bankruptcy court. The District Court granted the motion and the 11th Circuit Court of Appeals affirmed the ruling. We were also awarded attorneys fees based on plaintiff’s failure to appear for the conclusion of his deposition.

Beasley v. Horizon Offshore
Members of the Labor and Employment Group achieved success in a wage and hour collective action in the U.S. District Court for the Southern District of Texas. George Beasley and other workers on offshore pipe laying and construction barges filed suit against Horizon Offshore in the United States District Court for the Southern District of Texas seeking to establish a collective action for nonpayment of overtime wages. The putative class consisted of approximately 100 present and former employees. The District Court rejected the collective action claims and the case was settled.

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Peer Reviews

4.7/5.0 (88 reviews)
  • Legal Knowledge

    4.7/5.0
  • Analytical Capability

    4.7/5.0
  • Judgment

    4.7/5.0
  • Communication

    4.7/5.0
  • Legal Experience

    4.7/5.0

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Documents (5)

Documents by this Organization on Martindale.com

Diversity

Commitment to Diversity

Frilot L.L.C. is committed to fostering a working environment that promotes diversity. The firm believes that diversity of experience, diversity in clients and diversity in the courtroom makes us a more powerful legal resource.  We recruit, retain and advance qualified individuals of all backgrounds and cultural influences. This diversity makes for a richer environment which promotes creative thinking and innovative client solutions.

While we are encouraged by what we have accomplished in our pursuit of diversity, the firm strives to strengthen and advance our commitment to attract and retain women and minorities.  Recognizing that recruitment is only one facet of our overall commitment to diversity, we are also focused in our efforts to develop and sustain a work environment that empowers all people, regardless of race, gender, sexual orientation or background, to perform to the best of their abilities.

 

  1. Matter Budgeting and Financial Management

    • Does the firm establish formal budgets for client engagements? Yes
    • Are bills submitted electronically? Yes
  2. Quality Management

    • Does the firm conduct end of matter reviews? Yes
  3. Litigation General Best Practices

    • Does the firm have a formalized new associate litigation training/mentoring program? Yes
    • Does the firm's litigation department have a structured approach to early case assessment? For example: Does your firm implement a standard approach to determine risks and strengths early in a case to assess trial or settlement options? Yes
    • Does the firm have an established records management team to assist clients with records retention, compliance and litigation preparedness? Yes
  4. Litigation eDiscovery Best Practices

    • Does the firm have an established eDiscovery Committee? No
    • Does your firm have any educational programs designed to address the changing federal rules of civil procedure? No
    • Does the firm have a standardized litigation hold program in place for its clients? No
    • Does your firm have a standardized protocol to guide client data collection? (i.e. Maintaining chain of custody, utilizing forensically sound procedures) No
    • Does the firm have a standardized protocol to guide processing clients' edata? (i.e. all data produced in PDF, meta data preserved?) Yes
    • Does the firm have a standardized approach for document reviews across practice groups (i.e. established protocol for eDiscovery review depending on the needs of the case) Yes
  5. Vendor Management

    • Does the firm have preferred vendor relationships? Yes
  6. Knowledge Management

    • Does the firm have a knowledge management program? Yes
  7. Disaster Recovery

    • Does the firm have a disaster recovery plan in place? Yes

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