Representing employers in non-compete, trade secret, wrongful termination, discrimination, and wage disputes.
The firm represents employers. It defends Michigan businesses against claims brought by current and former employees, and it acts for businesses when a departing employee takes customers, staff, or confidential information. The firm does not represent individual employees in claims against their employers.
Employment in Michigan is presumed to be at will, but that presumption can be overcome by a written or implied promise of termination only for just cause, by a discharge that violates public policy, or by retaliation that a statute forbids, including under the Whistleblowers’ Protection Act, MCL 15.361 et seq. The firm defends these claims, beginning with the offer letter, handbook, and personnel file that usually decide whether the presumption holds.
The firm defends businesses against discrimination, harassment, and retaliation claims under the Elliott-Larsen Civil Rights Act, the Persons with Disabilities Civil Rights Act, and the federal statutes enforced by the Equal Employment Opportunity Commission. The work runs from the response to an agency charge through litigation in the Michigan circuit courts or the federal district courts.
Claims for unpaid overtime, misclassification of employees as exempt or as independent contractors, and unpaid commissions arise under the Fair Labor Standards Act, Michigan’s Improved Workforce Opportunity Wage Act, and the Payment of Wages and Fringe Benefits Act. The firm defends employers against these claims and reviews pay practices when a claim suggests a wider problem.
Michigan enforces a non-competition agreement that protects an employer’s reasonable competitive business interests and is reasonable in duration, geographic area, and type of work, under MCL 445.774a. The firm enforces these covenants for employers, defends businesses accused of hiring someone bound by another company’s covenant, and brings and defends claims under the Michigan Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. These disputes often begin with a motion for a temporary restraining order in the first weeks.
The firm also drafts the documents that shape these cases later: offer letters, employment and separation agreements, confidentiality and non-competition covenants, and handbook policies. Disputes involving owner-employees often overlap with shareholder and member disputes.
The firm handles new matters on a consultative basis. Call the office, or send us a message through our contact form.