FIRM EXPERTISE Barran Liebman LLP was formed in 1998 as an Oregon partnership dedicated to representing employers and developing solutions for their labor management and employment law needs. Our office is located in Portland, Oregon and we represent employers in over 15 jurisdictions including Oregon, Washington, California, and Idaho. Our team of attorneys, which includes five partners who have worked together for more than 30 years, is supported by paralegals, legal secretaries, and staff who offer clients seamless assistance and responsiveness.
EMPLOYMENT LAW ADVICE Our advice practice is built upon tracking fast-developing case law and legislation, which allows us to quickly inform clients of legal developments affecting the workplace. We regularly handle issues and disputes arising from claims involving discrimination; ADA, ADEA, and Title VII; substance abuse; employee status and classification; employee theft; employment contracts; equal employment opportunity matters; Family Medical Leave; Paid Leave Oregon; privacy; retaliation; sexual harassment; violence; wage and hour; social media; wrongful termination; complex executive disputes; non-competition and non-solicitation agreements; misappropriation of trade secrets and other intellectual property; and separation benefits. We also prepare and revise workplace policies and procedures for our clients, including employee handbooks. In addition, we participate in rule development for administrative agencies and in the legislative process, and we prepare amicus briefs in employment EEO and employment at-will cases in appellate courts.
EMPLOYMENT LITIGATION Much of our employment work is in the litigation arena, including everything from equal employment opportunity, discrimination, harassment, wage and hour, and employment at-will matters. Each year, we handle hundreds of Oregon Civil Rights Division, EEOC, OFCCP, and Washington Human Rights Commission charges and defend dozens of court actions throughout the Northwest. We defend employers in litigation brought against them and bring claims on behalf of employers.
LABOR RELATIONS We represent employers in both private and public sectors, offering counsel in both union and non-union environments. We work with employers to avoid union campaigns altogether by helping implement fair policies for effective management that decrease the need for employees to seek outside union representation. However, if the union engages in such a campaign, we work with employers on the proper responses. Our deep bench and experience in handling National Labor Relations Board (NLRB) and state labor relations agency hearings benefits our clients as we provide insightful counsel on the best ways to avoid Unfair Labor Practice (ULP) complaints. However, if a complaint does arise, we represent employers in ULP proceedings, strikes, secondary activity, and negotiations at the bargaining table or behind-the-scenes. We also regularly advise on contract interpretation and grievance management and handling.
EMPLOYEE BENEFITS We represent employers in the drafting, design, and growth of retirement and health plans, as well as executive compensation and §409A compliance. This includes counseling private employers, municipalities, and multi-employer pension and benefit trusts in all aspects of the design, tax qualification, and ERISA compliance of retirement plans, executive compensation, and health and welfare benefit plans.
HIGHER EDUCATION Barran Liebman provides legal advice and representation to universities for their specialized employment and compliance needs. Our work includes a deep understanding of the range of issues that are unique to institutions of higher learning, including issues with faculty (recruitment and hiring, tenure disputes, discipline, and academic freedom), students (employment, discipline, and confidentiality), and staff, including Title IX and FERPA compliance advice and training.
INTERNAL INVESTIGATIONS Workplace investigations can be a crucial first step in addressing harassment, discrimination, and retaliation, as well as other legal or policy violations. Although some investigations can be conducted in-house, in many cases, it is best practice to utilize a third party to ensure a prompt, thorough, and impartial investigation. Our attorneys perform neutral fact-finding investigations for a variety of workplace settings ranging from public entities, including state agencies and local governments, to private companies and non-profits. We have a strong team of investigators who have honed their skills through years of experience as well as certification and continuing education with the Association of Workplace Investigators (AWI) Training Institute.