Labor & Employment

As the U.S. labor market continues to evolve over the coming decades, adapting to three major trends will be vital for employers. First, changing workforce demographics, size and focus will become a key issue in the provision of professional services – particularly as the baby boom generation continues to age. Second, increasing globalization means that national borders will become a greater challenge for companies to manage, in terms of both their immigration and international commerce requirements. Lastly, the rapid pace of technological change will continue to have a tremendous impact on both the workforce and the workplace.

Greenberg Traurig’s Labor & Employment Practice provides an array of workplace strategies and legal counsel, including practical and efficient consulting, technical assistance and litigation services. Our team understands the business impact of labor and employment issues. We have the varied experience needed to help organizations analyze options, make informed decisions and take effective action.

In addition, we offer clients the benefits of Greenberg Traurig's culture of collaboration, in which our attorneys frequently join forces, between offices and cities, in order to deliver the services you need. In this way, you can take advantage of Greenberg Traurig's national and international capabilities without having to travel beyond your local office.

Labor Relations, Collective Bargaining and Union Activities

Our attorneys offer a wide range of services, from initial counseling to National Labor Relations Board (NLRB) and National Mediation Board proceedings. We help employers maintain positive relations with their employees while avoiding the expense and disruption of litigation.

Federal and State Agency Practice

Our attorneys have experience representing management before the:

  • National Labor Relations Board
  • National Mediation Board
  • Equal Employment Opportunity Commission
  • U.S. Department of Labor
  • U.S. Department of Justice
  • Office of Federal Contract Compliance Programs
  • Division of Occupational Safety and Health
  • State fair employment practices agencies
  • Various other state and federal agencies enforcing employment laws

Employer Counseling, Training and Policy Development

We provide daily representation and advice to employers regarding compliance with federal, state and local employment laws, including:

  • Fair Labor Standards Act
  • State wage and hour laws
  • Federal Family and Medical Leave Act (FMLA) and state equivalents, Title VII, and state and local employment practices acts
  • Age Discrimination in Employment Act (ADEA) and the Workers Adjustment and Retraining Notification Act (WARN)
  • Federal and state workplace safety and environmental laws

We are also able to provide consultation regarding:

  • Other compliance issues, including those related to hiring and termination procedures and employee manuals
  • Drafting of policies, employment agreements, non-competition agreements and severance agreements
  • Training for employers and their managers on various issues, including sexual and other forms of harassment, workplace violence, diversity and unionization
  • Workplace environmental and safety laws
  • Discrimination and protected status laws
  • Employment and architectural barrier provisions of the ADA

Litigation

Greenberg Traurig provides effective workforce strategies through consulting and litigation. This gives us a unique perspective on strategies for public and private employers faced with litigation issues, including employment discrimination, sexual harassment, breach of contract and non-compete agreements, wrongful termination, lawsuits under Title III of the Americans with Disabilities Act and class action lawsuits.

We routinely appear before state, federal and local agencies, such as the Equal Employment Opportunity Commission, National Labor Relations Board, Department of Labor, Wage and Hour Division, and the Occupational Safety and Health Administration.

We also provide a complete range of services for labor relations, from initial counseling to NLRB hearings to appellate court practice, striving to assist employers in maintaining positive relations with their employees and avoiding the disruption of litigation.

Greenberg Traurig has broad ERISA experience. One of our attorneys was a principal designer and one of the drafters of the Employee Retirement Income Security Act (ERISA) and his publications have been cited on numerous occasions by the Supreme Court of the United States and other federal and state courts.

Defense Capabilities

  • Class Actions
  • Discriminations and harassment
  • Wage and hour
  • Trade secrets and unfair competition
  • ERISA
  • Workplace violence
  • Collective bargaining and related matters
  • Unfair labor practices
  • Union arbitrations
  • Workplace environmental and safety

Business Immigration

We can provide direction for corporate strategies regarding inbound and outbound immigration, including:

  • Temporary and permanent visas
  • Training and counseling on employer sanctions, compliance and I-9 requirements
  • Deemed export rule compliance
  • Also see Greenberg Traurig's Business Immigration & Compliance Practice

Representative Industry Experience

Our employment law attorneys have experience advising clients in a wide range of industries, including:

  • Building services
  • Computers/high-tech
  • Construction
  • Entertainment
  • Financial services
  • Health care
  • Hospitality
  • Insurance
  • Maritime
  • National trade associations
  • Professional services
  • Restaurant
  • Retail
  • Transportation

Labor and Employment Services

Greenberg Traurig’s experienced labor and employment lawyers can deliver consulting, technical assistance and litigation services in the following areas:

  • Age discrimination (ADEA)
  • Americans with Disabilities Act (ADA)
  • AIDS-related issues
  • Alternative Dispute Resolution
  • Affirmative Action compliance
  • Arbitration
  • Collective bargaining
  • Constitutional torts
  • Covenants not to compete
  • Domestic and workplace violence
  • Downsizing and rightsizing
  • Drug and alcohol abuse
  • Emergency planning
  • Employee benefits litigation (ERISA)
  • Employee discipline, evaluation, and discharge
  • Employee handbook preparation
  • Employment agreements
  • Executive compensation and incentive arrangements
  • Family and Medical Leave Act (FMLA)
  • Federal, state and local administrative charges
  • Foreign employment
  • Gender discrimination
  • Government contracting
  • Governmental entities (§1983 litigation)
  • Glass ceiling audits
  • Grievance arbitration
  • H-1b compliance investigations
  • Hiring and interviewing procedures
  • I-9 verification and INS investigations
  • Immigration-related discrimination
  • Intentional infliction of emotional distress
  • Internet policies
  • OCAHO employer sanctions and discrimination hearings
  • Labor relations counseling
  • Labor relations litigation
  • Leased/contingent work force matters
  • Management education and seminars
  • Mediation
  • Mergers and acquisitions
  • National Labor Relations Act matters (NLRA)
  • National Mediation Board proceedings (NMB)
  • Occupational safety and health requirements (OSHA)
  • OFCCP audit defense
  • OWBPA
  • Personnel policies and procedures
  • Privacy of employees
  • Public sector labor relations
  • Race discrimination
  • Railway Labor Act matters
  • Reductions-in-force, plant relocation and closing and mass layoff counseling and litigation (WARN)
  • Severance procedures
  • Settlement agreements
  • Sexual harassment
  • Strikes and lockouts
  • Supervisor training
  • Technology and employee rights
  • Telecommuting
  • Title VII
  • Trade secrets and competitive information
  • Training in the workplace
  • Unfair labor practice charges
  • Union avoidance
  • Visa processing
  • Wage and hour documentation, audits, compliance
  • Workplace violence
  • Workplace investigations
  • Wrongful discharge

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Peer Reviews

  • 4.8/5.0 (1007)
  • Legal Knowledge

    4.8/5.0
  • Analytical Capability

    4.8/5.0
  • Judgment

    4.8/5.0
  • Communication

    4.8/5.0
  • Legal Experience

    4.8/5.0

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Client Reviews

  • 4.6/5.0 (28)
  • 96% (27)
  • Communication

    4.6/5.0
  • Responsiveness

    4.6/5.0
  • Quality of Service

    4.7/5.0
  • Value for Money

    4.6/5.0

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Diversity

At Greenberg Traurig, we are committed to diversity and inclusion in the workplace. The individual attorneys at Greenberg Traurig are committed to nurturing diversity throughout the firm and creating an environment where differences are embraced and utilized creatively.

For us, diversity is about taking action - opening doors for lawyers.

That commitment is reflected by the fact that overall, 40 percent of Greenberg Traurig's attorneys worldwide are women or minorities as defined by the American Bar Association. As of Dec. 31, 2014, our U.S. employees, including attorneys and staff, who met the definition of minority persons reflected a total of 29 percent of our employment base. Approximately 32 percent of our U.S. attorneys and 52 percent of our U.S. employees are women.

Greenberg Traurig's commitment to diversity and inclusion goes beyond any single committee. Committees cannot nurture; they cannot mentor; they cannot create an environment where differences are embraced and utilized creatively. Committees do not lead. Our diverse attorneys however, can and do.


* We welcome and reflect the communities we represent better than any other major law firm in our markets.

* We do not simply rely on a "committee" to achieve this.

* We do so through a commitment to providing a fair opportunity for each of us to reach our full potential.

* We have the personal dedication of many at Greenberg Traurig who identify and bring into our firm this very special diversity.

* The Minority Law Journal 2014 Diversity Scorecard has recognized us as follows:
o No. 1 Ranking, African American Partners
o No. 1 Ranking, Hispanic American Non-Partners
o No. 2 Ranking, Hispanic American Partners


* The National Law Journal has previously recognized our attorneys as among:
o No. 2 Ranking, Female Partner Numbers, Female Scorecard (2013)
o "The 50 Most Influential Minority Lawyers in America" (Three) (2008)
o "The 50 Most Influential Women Attorneys" (Two) (2007)
o "The 100 Most Influential Attorneys in America"
(Two diverse attorneys; three total) (2006)


Diversity in Action: Fostering Diversity in the Profession and Preserving the Pipeline

Greenberg Traurig's Diversity Leadership Community has initiatives that focus on fostering an environment within the firm that supports and encourages diversity and inclusion, and increasing diversity in the profession by increasing access to a legal education for minority students. Helping today's law students and lawyers become tomorrow's business and legal leaders means a larger, more diverse marketplace and a greater pool of talented professionals. And that means more business opportunities for everyone - our firm, our colleagues and, most importantly, our clients.
 
In this way, our approach to diversity and inclusion mandates a high-level of personal responsibility with regard to the recruitment and retention of diverse attorneys. Attorneys in recruiting, hiring and supervisory roles are continuously made aware of the progress of our efforts. Our personal approach to diversity and inclusion means that Greenberg Traurig lawyers are active at their alma maters and at law schools local to their offices, participating in such programs as career panels; "Meet the Employer" days; and mock interviews, among others.

It has been, and continues to be, our goal to create a well-balanced workforce that contains a significant presence of minorities and women.

Greenberg Traurig creates and supports partner programs with women, minority, gay/lesbian or disability-focused bar associations. We attend and sponsor events at these organizations regularly throughout the United States. The firm works closely with national and local minority bars to address the fostering of diversity and inclusion in the profession on many levels. We support the work of several organizations, including MCCA, NAPABA, NASABA, NBA, NLGBTBA, HRC, HNBA and others.

Additionally, we provide funding through the Holly Skolnick Greenberg Traurig Fellowship Foundation for lawyers and law students to work with public interest groups. Through the Foundation, Greenberg Traurig serves as the largest sponsor of Equal Justice Works Fellowships in the United States and has invested approximately $8 million to support, in whole or in part, almost 127 Equal Justice Works Fellows since 1999.

We invite clients to join us as we work towards:

* Cultivating strategic partnerships with clients and potential clients to leverage our diversity platform to create and deepen relationships and cultivate business opportunities.

* Encouraging our lawyers to facilitate opportunities for our diverse and women lawyers to develop relationships with clients before and after new matters are received.

* Broadening the pipeline of diverse attorneys by expanding relationships with minority bar associations and other legal diversity organizations through our combined support of these networks.

* Focusing on strengthening mentoring programs for female and diverse attorneys at every level.

* Instituting a program that provides a variety of mentoring, rainmaking and training opportunities that can be accessed by a wide range of diverse attorneys across a variety of underserved communities.

* Engaging our Affinity Groups and their allies as a forum for professional development and business development opportunities, as well as for recruiting and retention assistance and as a social exchange to promote inclusion.

Diversity in Action: Employee Resource Networks

Greenberg Traurig's Employee Resource Networks (Affinity Groups) have the goal of addressing the needs of our attorneys and professionals who are diverse. We support Affinity Groups for our attorneys who are African American, Asian American, Hispanic American, LGBT and women, and we continue to gauge opportunities to expand those groups as our needs and demographics dictate.

The firm's Affinity Groups are as follows:

* African American Affinity Group

* Asian Pacific American Affinity Group

* Hispanic American Affinity Group

* Lesbian, Gay, Bisexual and Transgender (LGBT) Affinity Group

* South Asian American Affinity Group

* Women's Initiative

Our goals include:

* Mentoring of junior attorneys within the specific group;

* Recruitment and retention of diverse attorneys;

* Active participation in organizations addressing specific groups; and

* Serving as a forum for group members to discuss and explore issues and opportunities that will add value to client relationships.

Women's Initiative

As an example of our approach, Greenberg Traurig's firm-wide Women's Initiative focuses on retaining and supporting women attorneys through professional development and work/life balance initiatives, as well as through business development training programs and networking opportunities.

We work with like-minded organizations to address these issues on a broader scale in a variety of industries and communities.

Our program targets:

* Attracting and retaining talented women attorneys.

* Supporting business development for women attorneys.

* Serving as industry leaders.

* Impacting the community through leadership and service.

* Maintaining a culture that benefits women attorneys.

Diversity in Action: Suppliers

Greenberg Traurig is committed to the development of Disadvantaged Business Enterprises and Small Business Enterprises (DBE & SBE) suppliers.

As such:

* All business concerns, large and small, majority- or minority-owned, are afforded an equal opportunity to compete.

* A national director of procurement within the firm supports this practice.

* We are committed to diversity with respect to our vendors and suppliers.

* We are amenable to using diverse vendors and suppliers recommended by clients.

Diversity from the Top Down

Cesar L. Alvarez, Co-Chair of Greenberg Traurig, leads our diversity efforts. This is a matter of personal responsibility for him, having entered the U.S. as an immigrant with humble beginnings.

He has previously been honored as follows:

* "Lifetime Achievement Award," Hispanic National Bar Foundation

* "100 Most Influential Lawyers in America," The National Law Journal

* "50 Most Influential Minority Lawyers in America," The National Law Journal

* "Top Most Powerful Hispanics," The Black Book of Poder

* "25 Best Latinos in Business," Hispanic Magazine, The Power Issue

* "President's Award of Merit for Diversity Efforts," The Florida Bar

* "Spirit of Excellence Award," ABA Commission on Racial and Ethnic Diversity in the Profession

* "Lifetime Achievement Award," Chambers USA Awards for Excellence

* "CEO of the Year" award, Multicultural Law Magazine

* "Attorney of the Year Award," Hispanic National Bar Association

 

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