In an article titled “Increase Responses to Disability Self-Identification Form,” Debra Friedman, a member of Cozen O’Connor’s Labor & Employment Department, discusses the new affirmative action regulations under Section 503 of the Rehabilitation Act that took effect in 2014. They require that contractors invite applicants to self-identify as individuals with disabilities at both the pre-offer and post-offer phases of the application process, using language prescribed by the Office of Federal Contract Compliance Programs. The regulations also require that contractors invite their employees to self-identify as individuals with disabilities every five years. The disability self-identification form gives employees an opportunity to start conversations about needed reasonable accommodations without fear of retaliation, observed Debra. More
Cozen O’Connor’s employment litigation team represents foreign and domestic corporations, small businesses, individuals, nonprofits, trade associations and governments in all types of employment litigation. We defend clients in wage-and-hour, discrimination, sexual harassment, defamation, ERISA, employment benefits, trade secrets, noncompetition, and duty-of-loyalty claims. We appear frequently before federal and state courts, agencies and departments (including the EEOC, DOL, IRS, OSHA, and ICE), and arbitration panels.
Because labor and employment matters are governed by interrelated federal, state, and local laws, every case requires a tailored approach. Cozen O’Connor attorneys investigate the specifics of each matter, determine how the legal issues connect to the business issues, and develop a strategy to achieve success as it is defined by the client. Employment litigation often involves sensitive personal matters and typically occurs in the context of an ongoing employment relationship. Achieving good outcomes requires technical, legal, and interpersonal skill. Our attorneys bring all of those capabilities to their work.
When an investigation or lawsuit is launched, clients need counsel who can help them determine the best strategic approach—not counsel who automatically push to take every litigation to the bitter end. Cozen O’Connor attorneys are known for providing clients with clear and candid advice about all their options and for resolving matters quickly and amicably. In the event that a situation does become irretrievably adversarial, our team of litigators is fully prepared to go to the mat. We have a track record of success in complex negotiations, mediations, and trials.
Investigate employee claims and government inquiries
Defend clients against individual and class (collective) action lawsuits
Represent employers in suits alleging discrimination and harassment on the basis of age, race, religion, national origin, gender, sexual orientation, disability, and other areas protected under federal, state, and local law
Handle cases involving defamation; invasion of privacy; noncompetition agreements; trade secrets; duty-of-loyalty; equal pay; employment benefits; pension and benefit plan fiduciary liability; wage and hour; whistle-blower; retaliation; and wrongful-discharge claims