Ballard Rosenberg Golper & Savitt, LLP is an A-V rated law firm of twenty attorneys engaged exclusively in the practice of labor and employment law on behalf of management.  Our primary office is in Glendale, CA, and we have satellite offices in New York, NY and Washington, DC.  Our firm provides our unionized and non-unionized clients with aggressive representation and counsel in formulating, implementing, and defending labor and employee relations policies and procedures.  The scope of our services and determination to promptly and effectively respond to the needs of our clients in a cost-effective manner are hallmarks of representation by Ballard, Rosenberg, Golper & Savitt, LLP.

As counselors, we advise our clients on formulating and implementing labor and employee relations policies so that desired goals may be achieved without resort to adversary proceedings.  Our experience has forged a philosophy basic to our practice.  We believe in the practice of preventive labor and employee relations.  This is especially true in union-management relations.  To state it simply, we believe prevention is better than cure.  Our objective is to help clients avoid problems rather than merely react to crises.  This approach to establishing and maintaining a positive employee relations environment is akin to preventive medicine.

As advocates, our attorneys regularly litigate the full range of labor and employment law cases before federal and state courts and the administrative agencies which enforce federal, state and local employment laws.  We have had significant success in our litigation practice and have been involved in making favorable law for employers in the process (see list below).

The services we offer encompass the full range of advice and representation in the field of industrial relations, labor and employment law and related personnel administration, including the following:

• Day-to-day advice on how best to handle contemplated employee transactions such as discipline, demotion, termination, workforce reductions, plant/facility closures, WARN notice obligations, and related matters;

• Representing employers in litigation involving wrongful discharge, employment discrimination, and the broad spectrum of employment-related matters;

• Counseling in connection with government investigations and contract compliance audits by OFCCP and state/local government agencies charged with enforcing EEO prevailing wage and other employment laws.

• Counseling employers through the confusing maze of federal and state leave laws (FMLA & CFRA), disabilities laws and related policy development.

• Representation of non-insurable workers compensation claims for discrimination under Labor Code section 132a and serious & wilful misconduct.

• Advising on matters of law and practice involving the National Labor Relations Act and other employment laws, such as federal and state wage and hour, fair employment practices, age, sex and other employment discrimination issues, occupational safety and health, and representation in related administrative proceedings.

• Training seminars for managers and supervisors on how to avoid, anticipate, identify and resolve discrimination, harassment, and other employment related issues before they mature into administrative or court proceedings;

• Devising and improving personnel records and forms that will ensure complete and accurate personnel information in compliance with applicable laws;

• Preparing employment contracts, independent contractor agreements, severance or separation agreements, employee handbooks, supervisory manuals and personnel policy and procedure manuals to meet legal requirements and related management goals;

• Counseling on matters dealing with drug testing, workplace violence, and workplace privacy;

• Counseling on matters involving employer efforts to protect trade secrets and employee inventions, and drafting related policies and agreements;

• Advising employers concerning union activities such as organizing and decertification efforts, boycotts and picketing, negotiating contracts, devising strategies for retaining management rights in a union environment and obtaining favorable results in contract disputes;

• Recommending means of improving employee communications with the objective of maintaining stable employee-employer relations;

• Conducting vulnerability audits which report on: (1) communication problems; (2) the supervisory skill level of various management personnel; and (3) the legal and practical effect of personnel policies and practices;

• Representing employers on labor and employment matters in connection with the sale of a business or the sale of assets, including drafting and negotiating labor and employment language to address various state and federal legal requirements, as well as any collective bargaining and multi-employer pension plan obligations;

In addition, we regularly conduct in-house seminars tailored to the individual needs of our clients to teach supervisory personnel how to manage effectively in unionized and non-unionized environments, while maintaining compliance with existing federal, state, and local laws and regulations, and the terms of any collective bargaining agreements.  Among other things, these in-house seminars are designed to keep managers and supervisors informed on such diverse topics as their rights of free speech under the National Labor Relations Act, preventive labor relations as it relates to collective bargaining contract administration, grievance handling, EEO, wrongful termination, wage/hour, privacy, leaves of absence administration, drug testing, COBRA, and other employment law matters.