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Labor + Employment

Employment matters are becoming increasingly complex, requiring businesses and individuals to retain competent and results-driven counsel to help navigate both state and federal employment laws. Our Employment Law Group understands that proactive guidance is crucial to building and maintaining a productive working environment. Our general counsel compliance services are proactive and help clients identify risks before they develop into costly and time-consuming litigation. In addition to helping clients with compliance issues, we handle a wide range of transactional matters, from policy and drafting to employee benefits plans and beyond.

If litigation ensues, we have extensive experience in both federal and state courts, as well as federal, state, and local fair employment practices agencies. In December 2015, we obtained a unanimous decision from the Indiana Supreme Court in a case involving a client’s decision to terminate a public employee. The case, , clarifies the due process standard for terminating a public employee.

In addition to employer services, and to the extent a conflict does not exist, we represent employees on a variety of issues, including severance package negotiations and discrimination, wage and hour, and wrongful termination litigation.

CCHA represents private sector and government employers, as well as individual employees, in a wide range of labor and employment issues, including the following:

  • Employment contracts
    • Confidentiality, non-competition, and non-solicitation agreements
    • Severance package negotiations
    • Last chance agreements
  • Employee discipline, discharge, and related litigation
  • Due process proceedings for public employees
  • Employer policy drafting and review, including employee handbooks and more:
    • Social media
    • Drug testing
    • Paid time off
  • Wage and hour compliance and related litigation
  • Employment litigation
    • Discrimination (Title VII, ADA, ADEA, etc.)
    • Violation of confidentiality, non-competition, and non-solicitation agreements
    • Wrongful termination (retaliatory discharge, just cause, etc.)
  • Tax-Qualified Employee Benefits Plans:
    • 403(b) Tax-Sheltered Annuity (TSA) Plan
    • 457(b) Deferred Compensation Plan
    • 401(a) Matching/Thrift Plan
  • Audit compliance and defense
    • Department of Labor wage and hour
    • IRS employee benefits
  • Health & Welfare Plans
    • Multiple Employer Welfare Arrangements (MEWAs)
    • Voluntary Employees Beneficiary Association Plan (VEBA)
  • COBRA Compliance and Eligibility
  • Affordable Care Act
  • Executive Compensation

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