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We Represent Companies and Select Individuals in Litigation Arising Out of All Types of Employment-Related Disputes

When faced with the possibility of litigation, employers and employees need to make informed decisions. They need to ensure they have a clear understanding of their legal obligations and rights, and they need to have an equally clear understanding of the options and remedies available. At Stembridge Taylor, we handle litigation involving all types of employment-related disputes; and, while we always prepare for the possibility of seeking summary judgment or going to trial, we focus on avoiding needless legal action and resolving our clients’ disputes by the most efficient means possible.

Having litigated employment disputes on behalf of both employers and employees, we offer a unique perspective on employment-related litigation. This unique perspective allows us to evaluate cases from both sides, consider the risks facing each party, and develop litigation strategies that consider all relevant considerations. We take this same approach in single-plaintiff, multi-plaintiff, and class action cases in state and federal court and administrative and alternative dispute resolution (ADR) proceedings.

A Collaborative Approach that Emphasizes Our Client’s Specific Risks and Needs

When representing clients in employment litigation, we take a collaborative approach that emphasizes each client’s specific risks and needs. We work together with our clients to implement targeted litigation strategies that focus on settlement while also keeping an eye toward trial. By helping our clients understand the facts at hand, the laws that apply, and their unique risk exposure, we enable them to make informed decisions with their own best interests in mind.

Within our employment litigation practice, we represent employers and select employees in all types of disputes, including:

  • Discrimination and harassment claims
  • Employment contract disputes
  • Executive compensation disputes
  • Failure to provide leave or disability accommodations
  • Retaliation claims
  • Wage and hour disputes
  • Wrongful termination claims

For employers, when facing employment-related litigation, one of the first steps is typically to conduct an internal audit or investigation. This is true whether the company is being forced to defend against allegations or needs to take legal action to protect its assets. Conducting an internal audit or investigation affords a clear picture of the relevant circumstances, and it allows for informed decision-making with regard to both claims and defenses.

In employment-related litigation, an efficient out-of-court resolution will often be in the best interests of all parties involved. When this is the case, we leverage the available evidence to position our client for a favorable outcome in settlement negotiations. But, we also make clear that we are prepared to go to court if necessary—and we continue to apply pressure until the matter is fully and finally resolved.


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