Employment Defense Litigation
We represent businesses and municipalities in the defense of employment claims and provide counseling to employers as to employment decisions and employment compliance as well. At Harrington Law, P.C., our attorneys have successfully defended employers at the Massachusetts Commission Against Discrimination (MCAD), the Equal Employment Opportunity Commission (EEOC), and in federal and state court from claims of discrimination, retaliation, and sexual harassment and a variety of wage claims.
We also represent employers seeking enforcement of their contractual rights against their former employers and provide counseling to employers, and draft policies and agreements.
Defense Of Discrimination And Other Claims
We regularly represent employers defending claims of discrimination, sexual harassment, wrongful termination and retaliation, both before the Massachusetts Commission Against Discrimination (MCAD) and the federal Equal Employment Opportunity Commission (EEOC), and in state and federal court.
We have defended discrimination and retaliation claims brought under the Massachusetts Fair Employment Practices Act, G.L. c. 151B; Title VII of the Civil Rights Act of 1964; the Americans with Disabilities Act (ADA); the Age Discrimination in Employment Act (ADEA), the Family and Medical Leave Act (FMLA), and the Massachusetts Health Care Workers Whistleblower Law.
We also frequently defend employers against claims brought under various wage statutes, such as the Massachusetts Wage Act, the Massachusetts Independent Contractor Law, the Massachusetts Tips law, the Massachusetts overtime law, the federal Equal Pay Act; the Massachusetts Equal Pay Act, and the Fair Labor Standards Act (FLSA). We also have experience representing employers in investigations of wage pay practices conducted by the federal Department of Labor and the Massachusetts Attorney General’s Office.
Enforcement Of Noncompetition/Nondisclosure Agreements
I represent employers in enforcing noncompetition and nondisclosure agreements and provide advice on whether, as a practical matter, such a claim is worthwhile. Often these disputes can be resolved by a carefully crafted cease and desist letter to a departed employee and his or her new employer. However, when litigation ensures, these claims can be very time-intensive and typically involve a request for preliminary injunctive relief.
Employment Litigation Counseling
We Understand Both Sides Of The Issue
Often employment attorneys only represent one side, employees or management. Our attorneys have represented both employees and management in various employment law situations. This experience allows us to bring a fuller understanding of the potential arguments that may be raised and better enables us to develop possible responses to those arguments. With this broader experience, we can accurately assess a claim and protect our clients’ interests.
Base Your Decision On An Experienced Assessment
We work to fully investigate every matter at the beginning and then provide our client with a frank assessment of the merits of the claim and the expected costs in defending/pursuing the matter. Our goal is to provide you, at the beginning of our representation, with a thorough assessment of the claim and the expected costs so that you will be in the best position to decide how to proceed, e.g., defend aggressively, seek a quick trial date or to attempt a settlement.