Practice Contact(s)
- Richard (Dick) F. Kane
(Charlotte) - Karin M. McGinnis
(Charlotte) - Bruce E. Miller
(Charleston) - Paul J. Peralta
(Charlotte) - John A. Zaloom
(Research Triangle)
Practice Group
- Employment & Labor
- Employment & Noncompetition Agreements & Trade Secrets Protection
- Employment Discrimination & Retaliation Law
- FMLA, ADA, & Employee Leave
- General Workplace Issues
- Government Contractors/ Affirmative Action
- Labor Relations
- Layoffs, Terminations, & Reductions in Force
- Sarbanes-Oxley, Whistleblower, & Internal Investigations
- Wage & Hour Compliance & Litigation
- Workers Compensation & Workplace Safety
Labor Relations
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Moore & Van Allen’s labor relations attorneys have considerable experience representing management during all phases of union organizational activity from pre-petition identification of issues to advising on campaign communications. In situations where management is unsuccessful during a campaign, we have spearheaded post-election bargaining to successful conclusions. We have provided pre-organizing training for supervisors as well.
For companies expanding into geographic regions of high union representation, we have provided collective bargaining services to eliminate non-competitive contract provisions and negotiate retention of greater management discretion.
We have represented clients before the National Labor Relations Board and in federal courts throughout the country in unfair labor practice cases and in contract disputes.
news
- Litigator Gwaltney Speaks About Defendant Class Actions
- McGinnis Published in Labor & Employment Book
- Employment Seminar Covers Hot Topics
Publications
- Workplace Violence Prevention Act
An employee receives an actual threat of workplace violence—what do you do? Effective December 1, 2004, North Carolina employers have another tool to help prevent workplace violence. The recently enacted Workplace Violence Prevention Act allows employers to seek a civil no-contact order on behalf of an employee who has been threatened with or actually suffered physical harm as a result of an individual’s action.
- Fair Credit Reporting Act and Third Party Investigations
An employee commits an alleged act of misconduct. You, the employer, decide to have an outside firm investigate. The investigation should be conducted in accordance with the safe harbor provisions of the Fair Credit Reporting Act (FCRA) to avoid the advance consent and disclosure requirements of FCRA.