Robinson+Cole’s employment litigators serve regional, national, and international organizations, from start-ups to Fortune 500 companies, and represent corporate, governmental, and nonprofit entities.  If your organization has employees, we can help you.

Although proactive counseling, training, and policy development can help minimize litigation and legal risks, management decisions are frequently challenged in court or in administrative actions. While our lawyers regularly seek to achieve results for our clients through dispositive motions and favorable settlements, we are equally ready to bring cases to trial.

Our Services + Our Team

Robinson+Cole defends employers in employment claims before federal and state trial and appellate courts, administrative agencies, and in arbitrations and mediations. Our broad trial experience enables us to handle virtually any claim filed against our clients. We partner with our clients to avoid litigation exposure or to help them achieve a resolution in step with their business goals. Our employment litigation services including the following:

• Defending discrimination and retaliation claims based on Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Connecticut Fair Employment Practices Act (CFEPA), and other federal, state, and local equal employment opportunity laws in federal and state court and before administrative agencies
• Defending single plaintiff and multiplaintiff lawsuits, including collective actions and hybrid class actions, under the Fair Labor Standards Act (FLSA) and state and local wage and hour laws, including exempt/nonexempt misclassification overtime claims and independent contractor misclassification claims in federal and state court and before the Department of Labor (DOL)
• Defending common law claims based on public policy, contract, or tort, including the covenant of good faith and fair dealing, infliction of emotional distress, fraud, defamation, invasion of privacy, and negligent hiring and supervision in federal and state court
• Defending free speech, whistleblower retaliation, and similar claims by single and multiple plaintiffs in federal and state court and before government agencies
• Defending claims before federal, state, and local agencies, including the Equal Employment Opportunity Commission (EEOC), the Occupational Safety and Health Administration (OSHA), the National Labor Relations Board (NLRB), the Connecticut Commission on Human Rights and Opportunities (CHRO), the Massachusetts Commission Against Discrimination (MCAD), the New York Department of Human Rights (NYDHR), the United States Department of Labor (USDOL), the Connecticut Department of Labor (CTDOL), and many others
• Enforcing, or preventing enforcement of, noncompetition, nondisclosure, nonsolicitation, and confidentiality agreements; protection of trade secrets; prosecution of misappropriation of trade secret claims; and other intellectual property disputes
• Coordinating or managing counsel to oversee litigation in multiple forums to achieve cost-savings and minimize risks of inconsistent positions in strategy, discovery, and outcomes