J.T. is a partner in the firm's Labor & Employment Group. Based in Pittsburgh, he advises employers in Pennsylvania and throughout the world with managing workforces of all sizes, ranging from multinational Fortune 500 companies to local start-up and non-profit organizations, and works closely with executives, administrators, senior managers and other personnel at all levels.
In his counseling practice, J.T. is committed to providing employers with practical guidance that balances their objectives of complying with federal, state and local laws, while maximizing productivity and controlling risks and costs, and to assisting clients in understanding their options and formulating creative and effective strategies for achieving their desired outcomes.
J.T. also has a robust litigation practice in which he defends employers in single-plaintiff and class action litigation in federal and state court, in arbitration actions over labor and employment disputes, and before administrative federal, state, and local agencies, including, for example, the Equal Employment Opportunity Commission, the U.S. National Labor Relations Board, the U.S. Department of Labor, the Pennsylvania Human Relations Commission, the Pennsylvania Departments of Labor & Industry, the Pennsylvania Unemployment Compensation Office, and among similar agencies throughout the nation. In every case, J.T. works closely with clients to identify opportunities for an efficient, and at times creative, resolution of the dispute. And, in those cases where resolution is not feasible, he is steadfastly prepared to represent and tirelessly advocate for his client.
J.T.’s litigation and counseling experience has covered a broad range of subject matter, including: hiring and recruitment; background screening and Fair Credit Reporting Act compliance; employee privacy; drug testing and screening; conduct and/or performance management; coaching, counseling and disciplinary practices; termination practices; prevention of discrimination, harassment and hostile work environment, and retaliation; prevention of workplace violence; workplace safety; staffing strategies; reductions in force and plant closings; disabilities accommodations and the interactive process; leaves of absence; executive compensation and benefits; general employee compensation and benefits; bonus, commission and incentive pay plans; wage and hour law compliance, including timekeeping practices, meal and break periods, compensable time, exemption classification, independent contractor classification, and internship programs. J.T. also regularly drafts, reviews and advises clients on general and executive employment agreements; general and executive separation agreements; general and executive compensation plans; independent contractor and consulting agreements; services agreements, shared employee agreements, and temporary staffing agreements; WARN notices relating to mass layoff and plant closures; employment handbooks, policies, practices, procedures, and work rules; employee correspondence and forms relating to disabilities accommodations; arbitration agreements and policies; and non-disclosure, non-compete, non-solicitation and other restrictive covenant agreements. Beyond directly counseling clients on such matters, J.T. also routinely serves as labor and employment counsel in connection with business transactions, providing advice on such legal issues and subjects and conducting due diligence reviews of such employment documents and forms.
J.T. serves employers with union and non-union workforces alike in addressing traditional labor law matters. To that end, he has extensive experience in defending employers in labor arbitrations and in proceedings before the National Labor Relations Board. He also routinely assists employers as chief negotiator and/or outside legal counsel during negotiations over collective bargaining agreements, grievance settlement agreements, and other labor agreements. J.T. also advises employers with non-union workforces in preparing for and responding to union organizing campaigns when such matters arise.
J.T. has conducted various investigations as an independent investigator into claims of harassment, hostile work environment, retaliation, and wage and hour disputes. He also routinely counsels employers’ legal, human resources, and employee relations personnel through internal investigations, including formulation and implementation of investigation strategy, planning for witness interviews and fact gathering, preparation of investigative reports, and related recordkeeping practices.
J.T. also regularly conducts and advises on training covering various labor and employment topics, which has been provided to general employee populations as well as targeted audiences including human resources and employee relations personnel, business managers, and boards of directors.