Overview
As the issues facing workforces continue to evolve and become more difficult to navigate, even the most sophisticated of employers are under pressure to develop new approaches both to prevent employment disputes and, when they arise, to resolve them in the most effective manner. Katten's Employment Litigation and Counseling group is on the forefront of developing strategies that fit both of these objectives, advising clients on procedures and strategies to minimize legal exposure while vigorously defending them against claims whether brought in court, in arbitration or before an administrative agency.
Integrated strategies for prevention and defense
Our attorneys practice a hybrid of employment law counseling and litigation that covers all issues employers might encounter, from single-plaintiff wage and hour or discrimination and harassment claims to nationwide class actions. We combine a total command of the constantly changing federal and state employment laws with a deep understanding of our clients' business operations. We partner with our clients to design and implement compliance strategies that minimize the risk of liability from employee claims. We use our knowledge of our clients' operations to tailor a strategy that will work for them, understanding that not every potential solution works for every employer and that the more nuanced the approach, the higher the likelihood of success.
High-risk litigation experience
When, despite these efforts, litigation proves inevitable, we have the knowledge and experience to litigate high-stakes matters to conclusion, constantly evaluating and steering toward the most advantageous outcome for the lawsuit at hand. From massive class actions to single-plaintiff claims, our attorneys defend employers in the lawsuits that mean the most to them and have the greatest potential impact on their business.
Critical investigations
We are often engaged to conduct independent, third-party investigations of sexual harassment, embezzlement, fraud, theft and other employee misconduct. We work closely with human resources departments — reporting to boards, C-suite executives or executive committees — to assess what occurred and reduce litigation exposure. These investigations have become increasingly important in light of the #MeToo movement and the highly charged legal and public scrutiny to which employers are now increasingly subject.
Experience
Insights
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Publication | November 2024
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Publication | November 1, 2024
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Publication | October 2024
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News | October 31, 2024
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Publication | October 2024