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.
The Ohio State University College of Law, J.D., 1975
The Ohio State University, B.S.B.A., 1971
United States District Courts
United States Court of Appeals for the Sixth Circuit
The Supreme Court of the United States
Board of Directors, Belmont Country Club (2007-Present)
Past Board Memberships include:
Ohio Management Lawyers (Past Secretary-Treasurer)
Who's Who in Toledo Area Law - Labor & Employment Law, Toledo Business Journal (2009 - 2016)
Ohio Super Lawyers - Labor & Employment Law (2006 - 2017)
Top Rated Midwest Lawyer, American Lawyer Media (2013)
Best Lawyers in America
Labor and Collective Bargaining
Discrimination and Wrongful Discharge Lawsuits
Compliance with FMLA, ADA, Wage-Hour Law
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.
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.
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.
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.