At Plunkett Cooney, we believe that the best way to represent our clients in labor and employment matters is to advise and protect them before any charge is filed or any complaint is made:

• This includes providing clients with the most up-to-date advice on issues and problems they experience every day involving complicated and sometimes conflicting employment laws.
• This includes being available on short notice to assist clients with difficult discipline and termination decisions.
• This includes working with clients to determine if an employee’s physical condition will trigger the ADA’s requirement to offer a “reasonable accommodation;” and assistance in determining what that accommodation should be.
• Most of all, this includes making our client’s problems our own, responding quickly, and finding a solution that fits their needs. 

However, even in the best of circumstances, our clients sometimes receive charges from the EEOC or the MDCR, or are named as a defendant in a lawsuit.  When that happens, we provide the best, most aggressive, and most reasonably priced defense.

Our Labor and Employment Group’s more than 25 attorneys defend our clients in labor and employment matters before the National Labor Relations Board, the Equal Employment Opportunity Commission, the Michigan Department of Civil Rights, the Michigan Employment Relations Commission, and other labor and employment agencies. They represent management in negotiating labor agreements, dealing with unfair labor practice charges, strikes and arbitrations. Additionally, our attorneys have a strong trial orientation and aggressively defend employers in all types of employment claims in state and federal court.

Case Studies

• Firm tackles international issues with assistance from law firm network

News

• Plunkett Cooney attorneys among Michigan ‘Super Lawyers’
• Plunkett Cooney attorneys named among ‘Best’ in America
• Plunkett Cooney Board of Directors re-elects Rusciano Chairman
• Plunkett Cooney helps build Michigan’s green energy future
• Plunkett Cooney elects four to firm’s board of directors
• Five Plunkett Cooney attorneys named industry ‘Rising Stars’
• Murphy, Francis join Plunkett Cooney
• Plunkett Cooney attorneys among ‘Best’ in America
• Plunkett Cooney attorneys among Michigan 'Super Lawyers'
• Bumbaugh brings healthcare, business litigation expertise to firm
• Lewis elected chair of City Connect Detroit’s board
• Plunkett Cooney Board of Directors re-elects Chairman, Secretary/Treasurer
• Three shareholders elected to Plunkett Cooney’s Board of Directors
• Plunkett Cooney attorneys among ‘Best’ in America
• Hoffman Elected to State Bar Healthcare Leadership Council
• Plunkett Cooney Attorneys Named 2007 Michigan 'Super Lawyers'

Publications

• Employee’s harassment complaint to harasser-manager precludes dismissal of sexual harassment claim
• Appellate Court Rules Employee's Car May Have Been 'Normal' Place of Employment
• COBRA Subsidy Extended for Assistance Eligible Individuals
• Court Rules Employee or Independent Contractor Determination is Litmus Test When Unions Collectively Bargain
• The Lilly Ledbetter Fair Pay Act of 2009
• The Supreme Court Broadens the Coverage of Title VII’s Anti-Retaliation Provision: Crawford v. Metropolitan Government of Nashville and Davidson County
• It May Be Time to Amend Your ERISA Plan
• Sixth Circuit Clarifies Definition of ‘Joint Employers,’ Explains Key Sexual Harassment Defense Under Title VII
• Firefighter Promotional Exam Makes Grade Under Title VII Despite Statistical Disparate Impact on Minority Firefighters
• Federal Wage Law prohibits recouping amounts overpaid to exempt employees under bonus plan
• Sixth Circuit Reverses Prior Decision and Narrows Those who are Protected From Retaliation Under Title VII
• Refusing to Hire Ex-Cons and Poor Credit Risks can Violate Federal Law
• Sixth Circuit’s Definition of 'Accrued Benefit' Favors Pension Plans
• Community Health Rules Leave Employers in Haze Over Medical Use of Marijuana
• Federal Stimulus Law Provides Premium Assistance For Cobra Continuation Coverage
• New FMLA Regulations Now in Effect
• Lilly Ledbetter Fair Pay Act Retroactively Reverses Supreme Court Decision
• State Amends Unemployment Security Act
• Employee Handbooks: A Prescription For a Healthy Workplace
• Employer May Be Found Liable Under Rico For Its Involvement In Denying Worker’s Disability Compensation Claims
• Congress Amends Americans with Disabilities Act
• Supreme Court Clarifies Claims of Disparate Impact Under the Age Discrimination in Employment Act
• Federal civil rights law expanded to protect related third parties from retaliation
• Appeals Court Rules employee complaint to customer is a protected activity under federal labor Law
• President Signs Amendment to Family and Medical Leave Act
• New OSHA Rule Requires Employeers to Purchase Personal Protection Equipment for Employees
• Sixth Circuit Court Denies Employee's Religious Accomodation and Discrimination Claims
• Personnel Records: Access and Disclosure
• Can Employers Require Employees to Use Paid Leave During FMLA Absence?
• Former Employees Barred From Soliciting Firm’s Clients Despite Office Closing
• Failure to Promote Employee Because His Accent Makes Him Difficult to Understand is Unlawful
• Agreements to Release Claims - What Protection Are You Really Buying?
• Recommendations for Minimizing and/or Avoiding Workplace Violence
• Some Independent Contractors May be Eligible to File Discrimination Claims Under State Civil Rights Law
• All Group Health Benefits Must be Available to Employees on a FMLA Leave
• Database Security Breaches May Result in Significant Personal and Business Liability
• Contraceptives and Pregnancies: New State and Federal Court Rulings May Impact Your Company
• Michigan Legislature Closes Minimum Wage Loophole by Limiting Overtime Eligibility
• Accommodating Religious Beliefs - What Employers Should Consider This Holiday Season
• Recent Michigan Court Opinions Address Employer Liability for Employee Misconduct
• The Social Security Number Privacy Act - What You Don't Know Could Hurt Your Medical Practice
• Appellate Courts Rule on Employer Liability for Third Party Sexual Harassment
• Supreme Court Clarifies Employer Liability in Sexual Harassment Cases
• Updates on the Family Medical Leave Act and the Social Security Number Privacy Act
• Wage Issues–Are You Compliant?