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概要

デビッド・プリスビルスキ
パートナー

インディアナポリス

11 S. Meridian St.
Indianapolis, IN 46204

P 317-231-6464

F 317-231-7433

概要

デビッド・プリスビルスキ
パートナー

インディアナポリス

11 S. Meridian St.
Indianapolis, IN 46204

P 317-231-6464

F 317-231-7433

労働法、雇用法全般を専門とし、全てのクライアントに適切な解決に導くことを焦点としている。法的、ビジネス上の問題解決のみならず、労働力マネージメントにおける人的資源を重視してクライアントが直面する課題に法的解決策を提供している。

労働法、雇用法全般を専門とし、全てのクライアントに適切な解決に導くことを焦点としている。法的、ビジネス上の問題解決のみならず、労働力マネージメントにおける人的資源を重視してクライアントが直面する課題に法的解決策を提供している。

OVERVIEW

労働法、雇用法全般を専門とし、全てのクライアントに適切な解決に導くことを焦点としている。法的、ビジネス上の問題解決のみならず、労働力マネージメントにおける人的資源を重視してクライアントが直面する課題に法的解決策を提供している。

労働法関連法務を専門とし、団体労使交渉、ストライキ、仲裁手続、組合回避トレーニング、組合選挙、不当労働クレーム、契約の作成、管理など、労働法、労務関係に関する幅広い法務サービスを取り扱っている。

鉄鋼業、トラック運転手、労働者、板金工、CWA、UFCW、UAW、IBEW、BTCGM、大工、配管工など、数多くの労働組合との交渉経験を持つ。世界有数の製鋼所地帯で育ち、家族の多くが人事、組合リーダーであったことから高校時代に労使関係に関心を持ち、労働法弁護士としての深い理解の基礎になっている。

雇用法関連の訴訟では、連邦法、州法による不当解雇、差別、報復行為、ハラスメント、賃金関連クレーム、契約違反、インデペンデント・コントラクターの肩書き等に関してクライアントを代表している。また、雇用に不満を持つ従業員、元従業員等によって起こされる政府行政機関、司法省の不正請求禁止法のQui Tam訴訟でも、クライアントを代表している。

雇用、労働法に関するプロアクティブな法的アドバイスに努め、就業規則の作成、レビュー、雇用法、労働法に関するトレーニング提供など、雇用に関して日々発生する問題に法的アドバイスを提供している。

Honors

The Best Lawyers in America, 2018-2021

Indiana Super Lawyers, Rising Star, 2012-2019

Go-To Thought Leader, The National Law Review, 2018

Law360 Rising Star, 2017

Chambers USA, Up and Coming Lawyer, 2015-2019

Leadership In Law: Up and Coming Lawyer, The Indiana Lawyer, 2015

Experience

Traditional Labor

David has assisted companies across the nation in a wide range of complex labor relations matters.  His representative experience includes:

  • Served as lead negotiator and/or lead counsel in labor agreement negotiations around the country for companies in various industries and sectors (steel, telecommunications, construction, automotive manufacturing, hospital systems, etc.).
  • Implemented and/or managed multiple work stoppages (lockouts and strikes) for companies around the country from Pennsylvania to Mississippi to Indiana. For example, David assisted a global manufacturing company successfully implement and manage a six-month lockout of more than 200 employees during collective bargaining negotiations in Pennsylvania that resulted in the union accepting company proposals that significantly addressed business needs, including the elimination of retiree health benefits.
  • Served as lead counsel in various federal court actions filed by unions and/or their members alleging violations of labor laws, including the National Labor Relations Act and Labor Management Relations Act. For instance, David was counsel for a national grocery chain in an injunction action filed in federal court by a union seeking to force the company to rescind changes to its healthcare plan. The matter resolved on terms desired by the client.  In another case, David successfully obtained a victory on an early motion to dismiss a Labor Management Relations Act complaint filed against a national utility company.
  • Led many restructuring efforts for companies facing reorganizations and/or business challenges, including navigating complex negotiations related to the same.  For example, David negotiated several plant shutdown agreements with unions that included vacating long-standing collective bargaining agreements at several steel mills on behalf of a private investment group based in Miami.  David has also successfully defended numerous unfair labor practices against companies related to the shutdown or restructuring of sites.
  • Served as lead counsel in numerous unfair labor practice charges filed against companies around the country.  David has defended charges touching on virtually every subject under the National Labor Relations Act, including allegations related to employee Facebook and other social media posts, bad faith bargaining, work stoppages (strikes and lockouts), information requests, employee terminations, picketing and similar union publicity issues, etc.
  • Served as lead counsel for companies bringing charges against various unions before the National Labor Relations Board.  For example, David has brought bad faith bargaining charges against unions in cases where the union engaged in acts believed to frustrate and/or delay the negotiation process.
  • Secured favorable outcomes for companies around the country in complex labor arbitrations ranging in issues from single employee terminations to class action challenges to labor agreement clause interpretations.  For example, in one instance, the Teamsters union filed a class of grievances challenging a company’s interpretation of job bidding language in a collective bargaining agreement. The union desired for seniority to be the sole factor considered in promotions, while the company’s preference was to award jobs to the most qualified candidate based on experience and job performance. At the arbitration hearing, David, as lead counsel, presented witnesses and extensive evidence supporting the company’s interpretation. In the arbitrator’s ultimate award, he sided with the company. The ruling preserved the company’s preferred model for basing promotions on merit and also mooted numerous other cases within the same class of grievances that were set to go to arbitration but were stayed pending the ruling in this case.Assisted numerous companies, as lead counsel, around the U.S., ranging in size from dozens to thousands of employees, remain union-free in the face of union organizing efforts. His successes on the union avoidance front have occurred in New York, Oklahoma, Missouri, Illinois, Tennessee, Mississippi, Michigan, West Virginia and Indiana.  In several of these instances, David went to hearings before the National Labor Relations Board related to union election matters and obtained victories that resulted in the union petition being dismissed or the ballots of voters being counted that resulted in wins for his clients.

Litigation

David also has defended companies around the country in various complex litigation matters.  His representative experience on this front includes:

  • Served as lead defense counsel in a qui tam action brought under the False Claims Act in New Hampshire seeking more than $3.5 million in damages that resolved on terms favorable to the client.
  • Served as lead counsel in a nationwide class action brought by the Equal Employment Opportunity Commission against a company under the Americans with Disabilities Act.  The class dwindled from what was anticipated to include more than 160 members to just 23 individuals based on aggressive discovery tactics initiated by David. The case resolved on terms desired by the client.
  • Served as lead counsel in class and collective actions brought against various companies under the Fair Labor Standards Act as well as related state laws and secured favorable outcomes for the clients in each case.
  • Secured favorable summary judgment rulings for many clients in various industries around the country.  For example, David secured summary judgment for Roche Diagnostics Corporation in the Eastern District of New York on an age discrimination claim and then successfully argued for thousands of dollars in costs being awarded to the company, including e-discovery costs.  In another case, David obtained summary judgment for a national warranty company in a wage-payment suit where an employee alleged he was entitled to over $100,000 more than what he was actually paid under the terms of a revised bonus plan. The court’s ruling precluded the formation of a class action by other employees affected by the revised bonus plan terms that could have posed seven-figure liability to the company.
  • Successfully obtained early dismissal of lawsuits for clients, which has helped stave off significant costs.  For example, David filed a successful motion to dismiss in a race discrimination and retaliation lawsuit filed against Rolls-Royce Corporation in federal court based on a plaintiff’s failure to disclose the lawsuit in his contemporaneous bankruptcy proceedings. The case was dismissed before discovery, saving the company the expense of having to go through that costly process.
  • Defended various companies against claims that they have misclassified workers as independent contractors under various laws.  For instance, David successfully appealed a California Employment Development Department determination that a national manufacturer had misclassified nearly 100 workers as independent contractors, which resulted in a nearly $1 million tax assessment being vacated.
EXPERIENCE

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