- Trade Secrets
- Wrongful TerminationFor more than 20 years, we have concentrated our work in five practice areas including employment advice, employment litigation, higher education compliance and litigation, and employee benefits. From employment matters such as sexual harassment, collective bargaining, and wrongful discharge (to name only a few), our attorneys are proficient in the legal complexities of our practice, and clients benefit from our efficiency and effectiveness both in the advice we give and in the litigation, negotiation, and mediation arenas.
- Employment ContractWhen faced with complex employment relationships, it is important for employers to seek careful guidance. Barran Liebman attorneys have experience drafting, reviewing, and enforcing employment contracts. Through in-depth analysis of contractual language and applicable local, state, and federal laws, our attorneys ensure that contracts provide clients with a foundation of protection against potential liability. Our attorneys can also assess potential risks for contracts employers plan to or already have signed.
- Employment LitigationEmployment disputes increasingly involve complex business issues such as bonus and stock plans, executive compensation programs, commission agreements, and noncompetition agreements. Our attorneys work with management to structure business arrangements that limit disputes and minimize risk. Should a dispute arise, we advise and assist clients in strategic decision-making and represent our clients in employment-related arbitrations and litigation, trying these cases before courts and juries.
- Non-compete AgreementIn this presentation, Stacie Damazo will cover the most recent employment law changes impacting Oregon employers. Topics will include compliance with changes to the Oregon Workplace Fairness Act, changes to federal protections for pregnant and nursing employees, Paid Leave Oregon administration, and more. She will also cover anticipated legislation such as the proposed independent contractor rule and the Federal Trade Commission’s proposed ban on non-compete agreements. With each legal development, Stacie will provide attendees with practical tools and advice on how to adapt to these changes and maximize compliance in their workplaces.
- Severance AgreementPrior to the decision unlawful. Furthermore, the GC’s position is that an employee being bound by an agreement containing such unlawful provisions is a continuing violation and will not be barred by the usual six-month statute of limitations for unfair labor practice charges. The memorandum even suggests that employers may be required to notify former employees who signed severance agreements containing unlawful provisions.
- Sexual HarassmentAt Barran Liebman, our clients consult with us regarding all forms of workplace harassment, including sexual harassment. We are well versed in conducting on-site investigations into harassment claims, and can guide management in unfamiliar territory when it comes to next steps and best practices. Further, we provide counsel regarding claims of harassment, including discipline and termination procedures. Barran Liebman also delivers in-depth, high-level harassment training, specific to your business and culture.
- ForeclosureThe Board found it necessary to clarify the previous standards for being made whole, ultimately holding that the remedies available to employees subjected to ULPs should be expanded. The Board explained that since the NLRA’s purpose is for employees to be “made fully whole,” in addition to loss of earnings and benefits, an employer should be liable for all directly related or foreseeable pecuniary harms an employee suffers as a result of a ULP. The Board held that damages for a ULP could include out-of-pocket medical expenses, credit card debt, and even damages related to an employee being unable to make car or mortgage payments and suffering a repossession or foreclosure. Rather than the specific type of expense, the critical inquiry under the NLRB’s new standard is whether those expenses are proven to be a direct or foreseeable result of the ULP.