Description of field of expertise

Brandon partners with clients to learn their organization in order to develop strategic plans and provide tailored advice in service of their needs and goals. Every organization faces a wide array of people challenges. Labor and employment laws and regulations are as complex and ever-evolving as the people who make up the organizations. Brandon assists clients by understanding their unique needs and goals, and tailors his advice and litigation strategies to meet those needs and goals.

Brandon represents and counsels employers on a diverse range of human resources and labor relations topics. His practice focuses on individual and complex employment litigation under various statutes including Title VII of the Civil Rights Act of 1964, the Equal Pay Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Employee Retirement Income Security Act. He has successfully tried multiple cases before juries in federal court, including matters involving allegations of sexual harassment and race discrimination under Title VII.

Brandon also provides practical, timely advice to his clients on an array of day-to-day workplace legal issues. He has a particular emphasis on assisting clients with identifying legal risks and overcoming those obstacles in support of their diversity, equity, and inclusion efforts and goals. Brandon has also become a go-to resource for pay equity issues, particularly by helping clients understand and navigate a growing number of complex state and local equal pay and pay transparency laws. He also has extensive experience litigating and counseling companies on joint employer issues under the NLRA and FLSA.

Brandon’s educational background in human resources has given him insight into a human resources professional’s perspective and helps him bridge the gap between attorneys and their HR counterparts.

 

What advice would you offer to new attorneys interested in your field?

Talk to attorneys in the field who work in various settings—big firms, small firms, government, in house—and ask them thoughtful questions about their practices and what they do each day. Continue those conversations early in your career because the labor and employment practice is so vast, and it is important to begin shaping what you want your practice to look like in five, 10, and 20 years from now.

Also, find people who will champion you and enthusiastically advocate on your behalf, even when you are not in the room. That is much easier to do and will happen naturally if you work hard for the attorneys who assign you work, and otherwise show them you are dedicated and interested in advancing your career.