Clay is a dynamic and effective management advocate who works collaboratively to deliver practical solutions for his clients in all aspects of both traditional labor relations and employment matters.

Traditional Labor Relations 

Clay’s traditional labor practice focuses on all aspects of traditional labor law.  He regularly represents clients before the National Labor Relations Board, as well as in collective-bargaining negotiations, organizing campaigns, labor arbitrations, and labor agreement administration.

Employment Litigation

Clay has litigated a broad spectrum of single-plaintiff, multi-plaintiff, and collective/class action cases, including unusual and complex claims involving the following:

• Title VII
• 42 U.S.C § 1981 (Section 1981)
• Americans with Disabilities Act (ADA)
• Age Discrimination in Employment Act (ADEA)
• Family and Medical Leave Act (FMLA)
• Fair Credit Reporting Act (FCRA)
• Overtime and other wage violations under the Fair Labor Standards Act (FLSA)
• Various state-law claims, including non-compete agreements, wrongful termination, garnishments, and other general employment matters

Background Checks/Drug Testing

Clay assists clients with issues involving drugs and alcohol in the workplace, and provides advice on complying with all pertinent drug and alcohol testing laws, including:

• prepares substance abuse policies to comply with all federal drug and alcohol testing regulations (including agencies of the U.S. Department of Transportation), as well as the drug and alcohol testing laws across numerous states
• defends employers in litigation where drug and alcohol testing is at issue, and conducts “reasonable suspicion” training for employers in connection with their substance abuse policies

Employment Counseling

In addition, Clay regularly advises employers on a wide range of workplace issues and legal considerations, including the development of employee handbooks and policies, regulatory compliance, personnel policies, hiring, disciplining, terminating, reasonable accommodations, FMLA leave, workplace investigations, non-competition agreements, severance agreements, employee training, wage & hour issues, and other duties and liabilities of employers.  He has also assisted clients in managing on-site investigations by the EEOC.