Angie Davis provides business-savvy yet practical advice to clients facing challenging workforce issues involving discipline, termination and leave issues under the ADA and FMLA. She counsels clients through internal or state/federal investigations involving claims of whistleblowing, harassment, discrimination and wage and hour issues. And, if these challenges turn into litigation, Ms. Davis regularly represents clients in state and federal courts throughout the country as well as before the DOL, EEOC and OSHA.
Ms. Davis assists clients in avoiding litigation by proactively keeping clients' handbooks current and assists in creating well documented procedures for discipline and discharge, including early out retirement programs and reductions in force. Additionally, a large part of Ms. Davis's practice is advising clients in the areas of employee discipline, discharge, pay equity, and leave issues along with general compliance with employment related state and federal laws such as the Fair Labor Standards Act, Title VII of the Civil Rights Act and the Age Discrimination in Employment Act.
As a former high school English teacher, Ms. Davis utilizes her experience in the classroom to represent educational institutions, including city school systems, charter schools, private K-12 schools, and higher education institutions. She assists them with policy writing, anti-harassment and discrimination training, and employee audits and guides them through complaints to avoid litigation, including providing complaint investigations. She advises, trains and provides policy guidance on Title VI, VII and IX issues. She also advises on employee furloughs, reductions in force and early out incentive programs for educational institutions.
Ms. Davis also spends a considerable amount of her time assisting clients with drafting employment agreements and writing, as well as advising employers as to the enforceability of, non-competes throughout the United States.
Ms. Davis excels in providing efficient, effective and practical advice to clients by recognizing not only the legal requirements, but also business needs and interests. Instead of providing a "yes or no" answer to the employer's situation, she outlines the legal requirements, the risks and benefits associated with compliance or noncompliance and a suggested strategy going forward given the needs of each company.