A statewide and regional leader in the area of employment law, Hirst Applegate has been providing employment law services to its employer clients for many decades. Hirst Applegate attorneys counsel employer clients on a variety of issues, including the “at-will” doctrine, employee handbooks, personnel policies, disclaimers, employment contracts, hiring, disciplinary actions, terminations, workplace safety, and corporate structuring.
The firm has also represented employer clients in a wide variety of employment litigation in both state and federal courts, including cases involving claims for sexual harassment, gender discrimination, age discrimination, disability discrimination, retaliation, breach of contract, wrongful discharge, promissory estoppel, and the covenant of good faith and fair dealing.
The firm also has extensive experience in cases involving state employment agencies and, when necessary, the EEOC. The firm’s employer clients include school districts, municipalities, service organizations, and private corporations, ranging from large publicly traded companies to small family-owned businesses.
Attorneys Practicing in This Area
Related Legal Updates
By Tyson R. Woodford On June 15, 2020 the Supreme Court of the United States published a landmark decision finding that the 1964 Civil Rights Act protects gay, lesbian, and transgender employees from discrimination. The case, Bostock v. Clayton County, 2020 U.S. LEXIS...read more
Attorneys Rob Jarosh and Erin Berry recently co-authored The Current Status of Sexual Harassment in the Legal Profession, published in the April 2019 edition of the Wyoming Lawyer. The article examines the status of sexual harassment in the legal profession and the...read more
by: Amanda Good The Department of Labor has announced a proposed rule that it anticipates would make more than one million more American workers eligible for overtime pay. Certain salaried employees are exempt from the Fair Labor Standards Act’s minimum wage and...read more
The Department of Labor Wage and Hour Division recently issued an opinion confirming that an employer cannot delay designating FMLA-qualifying leave as FMLA leave and cannot designate more than 12 weeks of leave (or 26 weeks of military caregiver leave) as FMLA leave....read more
Teachers, like any other employees eligible for FMLA leave, are typically entitled to up to 12 weeks of FMLA leave in a 12-month period. Employers can choose the method for counting the 12-month period within which the 12-weeks of leave may occur (e.g., fiscal year,...read more