Steve assists private and public-sector employers in all aspects of their dealings with labor unions – union elections, collective bargaining, labor arbitration, and administrative agency and court litigation. He defends employers in court against employee claims of employment discrimination, wrongful discharge, and violation of other employment-related laws, and he counsels and represents both employers and employees as to covenants not to compete. Steve is counsel to a Taft-Hartley Health and Welfare Fund providing retiree benefits nationwide.

Clients looking for labor and employment law advice often need same-or-next-day answers. Steve is committed to assisting clients according to their schedules, not his. A benefit of doing so is that Steve has an opportunity to help the client create the facts, which benefits the client later in the many avenues that labor and employment law provides for litigation.

Labor and Collective Bargaining

  • Steve has negotiated, or provided counsel in, well over 100 labor contracts in the private and public sectors. He has decades of experience in handling NLRB and SERB matters, and he has represented employers in over 200 labor arbitration cases.

Discrimination and Wrongful Discharge Lawsuits

  • Steve regularly defends employers in federal and state court against allegations of discrimination and wrongful discharge.

Compliance with FMLA, ADA, Wage-Hour Law

  • Assisting employers in complying with these laws, especially in the preparation of employee handbooks and policies, is a staple of Steve’s practice.

Prudent Stipulations Overcome Unfair Labor Practice Charges

Issue
It was the middle of January. Customer orders for the products made in our client’s manufacturing plant had dropped precipitously.   The client was profitable and wanted to avoid red ink.   It responded to the sales decrease by evaluating the work performance of each of its hourly employees, ranking them from best to worst, and it laid-off the bottom twenty-one. 

All twenty-one of the laid-off employees filed unfair labor practice charges with the National Labor Relations Board. They contended that they were selected for the layoff because they had supported a labor union in a previous union election at the plant. We were hired to defend the company. 

Our Approach
An NLRB administrative law judge conducted hearings for eight days. During the hearing, the judge insisted that we turn over the client's financial records pursuant to a subpoena, but we resisted.   The union that was attempting to organize the plant would have been delighted to use the financial records in the next election campaign. Instead, we offered to stipulate that the company remained profitable.    The stipulation was not accepted by the NLRB general counsel, and we continued to litigate the case.  

Result
In the end, the judge approached the case as though it were twenty-one separate discrimination cases. We won them all. And we never did have to disclose the financial records.

Contact Steve

Office Toledo, Ohio  Email sstanford@rcolaw.com
P 419-418-6912
Assistant Lisa Guerrero  Email lguerrero@rcolaw.com
P 419-418-6463
  • Get to know Steve 

    When not practicing law, I enjoy scuba diving, sailing, playing golf, billiards, and bridge, and making wine in my basement. I completed my first half marathon in 2012, a few decades after I began running 10k races.

 

Hosted on the FirmWisesm Platform