Strategic Planning

A critical element of the Firm's methodology in employment law matters is the development of strategic plans to minimize exposure to such claims.

The firm has appeared in numerous Federal and State courts as well as before various administrative tribunals and successfully advocated its clients' positions on these matters. Additionally, CLPWG has represented clients in investigations of alleged employer misconduct asserted by the Ohio Civil Rights Commission, the Equal Employment Opportunity Commission and the National Labor Relations Board.

The firm also has a substantial practice devoted to the representation in matters related to injuries in the work place, including Workers' Compensation. As a result of its experience in health care matters, the firm has been intimately involved with cost saving measures now available to Ohio employers as a result of recent changes to the State's Workers' Compensation laws. Included in this category are issues related to Managed Health Care Plans, Health Partnership Plans and Qualified Health Plans.

Outside the context of civil service, contractual and collective bargaining relationships, the common-law doctrine of employment at will generally governs employment relationships in Ohio. Under this doctrine, a general or indefinite hiring is terminable at the will of either the employee or the employer; thus, a discharge without cause does not give rise to an action for damages.

However, there are exceptions to this rule that all employers and employees should know to protect their interests. These exceptions have been inferred by courts from principles as indefinite as "public policy." This area of the law continues to evolve and further complicates the employment relationship. CLPWG attorneys are experienced in representing both employees and employers in this area in both state and federal courts.