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A Boutique Labor and Employment Defense Firm |
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DECADES OF EXPERIENCE REPRESENTING EMPLOYERS |
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With over 40 years of experience, Sobol Law Group has built a solid reputation based upon aggressive representation. We have established strong, longstanding relationships and possess unparalleled access. Our attorneys are licensed to practice in Pennsylvania and New Jersey. We counsel employers on compliance with federal, state and local employment laws in an effort to prevent litigation at its inception. For example, we assist in drafting employee handbooks and strategizing for employee discipline and termination. In the event litigation is unavoidable, we have extensive experience in defending discrimination claims under Title VII of the Civil Rights Act of 1964 (Title VII), Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), Worker Adjustment and Retraining Notification Act (WARN), and similar state and municipal laws. Additionally, we have extensive experience representing employers before administrative agencies such as the U.S. Equal Employment Opportunity Commission, the Pennsylvania Human Relations Commission, and other state and municipal agencies. We also represent clients in retaliation and wrongful discharge claims, wage and hour proceedings under the Fair Labor Standards Act (FLSA) and local laws, and in enforcing restrictive covenants. We represent management in all aspects of union relations, including aggressively countering union organizing campaigns in pro-employer campaigns, winning National Labor Relations Act elections, negotiating union contracts and collective bargaining agreements, and protecting clients during strikes and picketing. We routinely defend clients against unfair labor practice charges before the National Labor Relations Board and state agencies, and arbitrate grievances under existing collective bargaining agreements. We are experienced in counseling employers during major corporate changes, such as mergers, acquisitions, shutdowns or relocations, in an effort to limit withdrawal liability from multi-employer pension funds, and in dealing with successorship obligations.
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