- What We Do
- Labor, Employment and Immigration
Helping you develop and maintain a satisfied and productive workforce is the primary mission of our labor and employment lawyers. We want you to spend less time and resources managing unproductive and disgruntled employees and more time and resources managing your business.
One way we help you achieve this objective is by keeping you up-to-date about and in compliance with labor and employment laws. By staying compliant, you avoid, or at least minimize, employment disputes that can seriously disrupt your business and lead to costly litigation.
Clients in Virtually Every Industry
Garvey Schubert Barer represents both large and small employers. We have deep experience in multiple industry sectors, such as healthcare, assisted living, organizations serving the developmentally disabled, Indian tribes, higher education, shipping, manufacturing, construction, retail, restaurants, insurance brokerages, small public entities, consulting, financial services and professional services.
Tools that Solve Problems and Control Costs
To help control client costs, Garvey Schubert Barer has developed reliable, practical tools to solve common HR problems. As an example, The Win² Alternative Dispute Resolution process cuts through most formal legal processes to enable parties to resolve employment disputes amicably and cost-effectively soon after a claim is made.
Meeting Challenges with Innovative Solutions
We believe our role as lawyers is not to focus on what you cannot do, but instead to help you find innovative ways to achieve your objectives while avoiding unnecessary legal risks. When you decide to take risks, we help you manage them.
We all understand that compliance is an important part of the HR function. However, of equal importance today is how employers treat and motivate employees. Employers who manage employees well have a more satisfied, productive workforce and fewer employee lawsuits. Our legal advice and training focus on both compliance and people management. This focus helps you establish and maintain a strong HR function that can significantly improve your operations and bottom line.
Garvey Schubert Barer is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
Secured defense verdict in a discrimination and retaliation lawsuit by a former employee of regional public entity in King County Superior Court. Result was not appealed.
Advises human resource professionals and executives regarding sensitive employment terminations and workplace issues.
Obtained summary judgment in favor of an employer in a race discrimination and retaliation lawsuit filed by a former employee in King County Superior Court.
- Obtained summary judgment in favor of individual manager sued in sexual harassment and retaliation lawsuit
Obtained summary judgment in favor of individual manager sued in sexual harassment and retaliation lawsuit filed by former direct report in King County Superior Court.
- Defended an employer against charges of sex discrimination and retaliation in an administrative action
Successfully defended an employer against charges of sex discrimination and retaliation in an administrative action resulting in the agency finding of no reasonable cause to determine the employer discriminated or retaliated against a former employee.
Defended an employer in a disability discrimination and retaliation lawsuit resulting in a favorable settlement.
Successfully defended an employer in a U.S. Department of Labor wage and hour audit resulting in a positive resolution.
- Obtained temporary restraining orders and preliminary injunctions to stop a client’s former employees from violating non-compete agreements
Obtained temporary restraining orders and preliminary injunctions to stop a client’s former employees from violating non-compete agreements and misappropriating trade secrets.
Worked on a team representing a major public sector employer in an employment case. After obtaining summary dismissal of several claims, including disability discrimination, failure to accommodate, age discrimination, and retaliation, assisted through a two-week jury trial on the remaining claim of sexual harassment. Received a full defense verdict.
Worked on a team representing a municipal entity against claims of discrimination based on age, disability, national origin, and race; retaliation; breach of contract; and failure to provide due process to public employee. Obtained partial summary judgment on several claims and served as second chair for several-week bench trial, ultimately achieving a full defense verdict.
Obtained summary judgment dismissal of breach of contract action based on stale invoices. Court agreed that the statute of limitations barred the invoices and awarded my client its attorneys’ fees for having been required to litigate to defend its interests under the contract.
News & Events
- Duff on Hospitality Law, 7.7.17
- Seattle's Initiative 124 Is Here to Stay – Do You Know What Claims Your Insurance Policy Will Cover?Duff on Hospitality Law, 6.26.17
- Duff on Hospitality Law, 4.27.17
- Cross Border Business Law Blog, 2.27.17
- Cross Border Business Law Blog, 2.10.17
- Duff on Hospitality Law, 1.4.17
- Duff on Hospitality Law, 12.2.16
- Duff on Hospitality Law, 11.23.16
- Duff on Hospitality Law, 11.7.16
- Duff on Hospitality Law, 8.11.16
- "2017 National Association of Unemployment Insurance Appeals Professionals Annual Conference," National Association of Unemployment Insurance Appeals ProfessionalsPanel DiscussionSeattle, WA, 6.18.17-6.22.17
- "Micro-Aggressions and Implicit Bias: Navigating the Fine Lines," NWEEO/Affirmative Action Association Panel DiscussionSpeaking EngagementPortland, OR, 6.6.17
- Cannabis Business SeminarPortland, OR, 5.18.17
- Speaking EngagementSeattle, WA, April 6-7, 2017
- Of Counsel