Bill has been with RCO since 1988 and focuses his practice on employment law and civil litigation. Bill serves clients ranging from Fortune 500 manufacturing companies to local businesses and nonprofit entities.  He offers clients pragmatic and candid advice regarding all aspects of the employer/employee relationship and business related litigation.

Bill also defends employer interests before various administrative agencies which have oversight authority over employment issues, including the Department of Labor (DOL), the Equal Employment Opportunity Commission (EEOC), the National Labor Relations Board (NLRB), the Ohio Civil Rights Commission (OCRC), the State Employment Relations Board (SERB), the Ohio Department of Commerce, the Ohio Department of Job and Family Services (ODJFS), the Unemployment Compensation Review Commission (UCRC), and the Ohio Industrial Commission.

Employment Law

• Bill has helped many employers avoid legal liability through proactive implementation of lawful policies, procedures and handbooks. He frequently protects employer rights through the use of strategic hiring documents, employment contracts, non-compete agreements, last chance agreements, and release/severance agreements.

Civil Litigation

• Bill has obtained summary judgments for multiple employers sued for civil rights violations. 
• Bill also won a jury trial in 2014 where there were two vigorously contested contractual issues, one being the noncompete portion of an employment agreement and the other relating to the breach of a buy-sell agreement.

Administrative Law

• Bill obtained many “No Probable Cause” findings in favor of employers facing charges of discrimination.
• Bill has successfully argued for many “just cause” dismissal determinations from the Ohio Department of Job and Family Services and the Ohio Unemployment Compensation Review Commission.

Alleged Disability Discrimination in Employment

Issue

Employer client terminated an employee’s employment for poor performance. The ex-employee then sued the employer alleging that his termination was wrongfully based on his disability and the employer’s perception that he was an individual with a disability.

Our Approach

Our client did not want to settle this case because they believed that the termination was just.  Though a review of the former employee’s medical records could have identified an actual disability, we were able to establish that the disability in question was not a factor in the termination.  Extensive client testimony also demonstrated that the employer’s concerns about the employee’s work performance did not amount to a perceived disability.

Results

The jury returned a verdict for the employer client on all claims for relief.