Our labor and employment law practice encompasses the representation of employers exclusively in the full range of litigation matters that can arise out of the employer-employee relationship, including issues involving Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1866 (Section 1981), the Equal Pay Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), Executive Order 11246 (the Contract Compliance Program), the Rehabilitation Act of 1973, the Fair Labor Standards Act (FLSA), the Occupational Safety and Health Act (OSHA), the Employee Retirement Income Security Act, the Employee Retirement Income Security Act (ERISA), the Family and Medical Leave Act (FMLA), the Uniformed Services Employment and Reemployment Rights Act (USERRA), the Worker Adjustment Retraining and Notification Act (WARN), and the Immigration Reform and Control Act of 1986 (IRCA), as well as the full panoply of state and local laws which regulate the workplace.

Given the breadth of our national employment litigation practice, our firm has done regional and national counsel work for numerous Fortune 500 companies. In most instances, in addition to doing single plaintiff employment work, we would do all employment litigation work as well as providing general advice and counsel, class action defense, and litigation avoidance and training services.

Our litigators defend individual and class action cases in judicial, administrative and arbitral forums. We have litigated cases successfully throughout the country with respect to complaints alleging wrongful discharge, breach of employment contract, misclassification of individuals as independent contractors, trade secrets, confidentiality and non-compete agreements, workplace violence, negligent hiring and retention, product and consumer boycotts, and discrimination on the basis of age, sex, race, color, religion, national origin, disability/handicap, sexual orientation, marital status, veteran status, compensation and benefits, and virtually any other matter relating to the relationship between employers and their applicants, employees and former employees. We also have extensive experience successfully litigating cases of libel, slander, defamation, assault and battery, false arrest, and any other matter that arises out of or relates to the employment relationship.

All EBG offices are managed by partners who have experience with jury and non-jury trial litigation, most of whom have come to us from the Office of the U.S. Attorneys or other departments within the U.S. Justice and Labor Departments, Equal Employment Opportunity Commission ("EEOC"), or National Labor Relations Board, or have otherwise garnered substantial experience in litigation matters.

EBG has an extraordinarily long history and high volume of employment-related litigation experience in each of its offices. We pride ourselves on the efficiency of our efforts in this regard. There are few types of employment claims we have not seen and, as all of our offices are interconnected by database and word and data processing systems, all of our attorneys take advantage of our collective experience. We have research and forms for most litigation situations, which can be tailored economically to our clients' needs in particular circumstances.

The number of highly experienced labor and employment attorneys in EBG offices around the country enables us to provide our clients with assistance in virtually every aspect of labor, employment and ERISA law or litigation at a moment's notice. Client teams are designed to create geographic coverage and an assurance of normal availability on nearly a 24-hour basis. Moreover, team partners and the resources of their offices are available in the event of an "overload" staffing situation in another office.

Because we are well-established as employment litigators nationwide, we have relationships with counsel across the country prominent in the employment law area representing employers, which have taken many years to develop. Our clients reap immediate and substantial benefits from these relationships. Likewise, we are familiar on a nationwide basis with counsel representing employees and our other adversaries, and our experience and track record are well known to them. This often proves helpful in effecting expeditious resolution of matters that can be adjudicated amicably. We deal with local counsel and opposing counsel by telephone wherever possible and, where not, by the briefest correspondence appropriate under the circumstances. This results in the most efficient service possible to our national clients.

EBG has developed "model" responses to EEOC/state and local human rights deferral agency charges and complaints, which are easily adaptable for use in virtually every jurisdiction. If our clients so desire, we can provide these models so that they may utilize internal resources to fashion a draft response using the model format. We will then edit and refine the draft, as appropriate, into a final form. We pride ourselves on the efficiency of our efforts in this regard.