Today, employers must operate in a highly regulated, litigious business climate. The firm prides itself on helping employers minimize the legal risks involved in making employment decisions without compromising business needs. In this regard, our employment law attorneys develop strong relationships with our clients' Human Resource professionals, so that they always know that help on any employment law issue is only a telephone call or email away. Because of the depth of C&B's labor and employment team, we are able to provide assistance on even the most urgent of matters. When dealing with a particular employment law matter, our attorneys quickly gather all relevant information regarding the needs of the business unit and the circumstances of all employees who might be affected by the client's decision, and outline with the client all potential options and the risks and benefits associated with each option. Although not common in many law firms, C&B employment attorneys will also provide a recommendation to the client as to how we would handle the matter if we were the employer. Our attorneys then work with the client to minimize risks associated with whichever option the client chooses.

Although we could fill page after page with the many things our employment attorneys do to assist clients on a daily basis, the following is a brief description of some of the many things we do for our clients. Specifically we:

• Design policies and practices that minimize the risk of successful claims of discrimination, equal pay violations, breach of employment contract, wrongful or retaliatory discharge.
• Advise clients on the changes in federal and state employment laws such as Title VII, wage/hour laws, Family Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA).
• Evaluate employment vulnerabilities through review of personnel policies or handbooks, and management training.
• Assist employers in conducting internal investigations into employee complaints of harassment, discrimination, violence in the workplace and other matters.
• Draft employment agreements, non-competition agreements, confidentiality agreements and policies, invention agreements and other documents, which protect clients’ trade secrets and other confidential information.
• Help clients plan and implement individual terminations of employment and group reductions in force that comply with federal and state WARN statutes and minimize the risk of discrimination claims, including the drafting of appropriate severance agreements and communications to affected employees.
• Assist clients on how to implement pro-active strategies for remaining union free and how to respond to first signs of card signing activity.
• Advise clients on how to comply with the Occupational Safety and Health Act (OSHA) violations and represent clients accused of OSHA violations.
Sometimes, our clients come to us after they have been charged with discrimination or after they have been sued for wrongful discharge, sexual harassment or the like. C&B has decades of experience in employment litigation including: litigation of wrongful discharge cases and discrimination cases; litigation involving breaches of employment agreements, and non-competition and non-disclosure agreements; defense of unemployment benefits claims and workers compensation claims; and representation of employers before the Equal Employment Opportunity Commission, Occupational Safety and Health Administration, and other federal, Ohio and Kentucky agencies.

The firm also has a long, rich history of assisting clients with traditional labor law issues, a rare find in the Greater Cincinnati legal community. In this regard, we have assisted countless clients in the following: negotiation and administration of collective bargaining agreements in the private and public sectors, arbitrating contractual labor disputes, resisting organization attempts, and representing clients in proceedings before the National Labor Relations Board. The firm advises and assists clients in the planning, development and implementation of both defined benefit and defined contribution plans. Experienced attorneys draft employee benefit program documents, submit the program for qualification by the Internal Revenue Service and other regulatory agencies, and advise on the termination of plans that no longer serve the client’s goals. They also assist clients in the development of non-qualified plans for key employees. All employee benefit plans are developed to fit specific needs while integrating employee benefit matters within the overall estate planning, tax and business goals.

Labor and Employment Attorneys:
David L. Barth
Susan R. Bell
Joseph S. Burns
Curtis L. Cornett
Hal F. Franke
Jeffrey J. Harmon
Jack B. Harrison
Robert J. Hollingsworth
R. Scott Hughes
Alexis L. McDaniel
Teresa R. Wade
Sara Straight Wolf