Pharma Labor & Employment

King & Spalding's Labor & Employment Practice Group provides depth and breadth in all aspects of employment counseling and litigation for US-based national and international companies. Our partners have represented clients in the pharmaceutical and biotechnology industries for decades, including state and federal court matters involving Equal Employment Opportunity and discrimination, restrictive covenants, trade secrets, wage and hour, and compensation and benefits issues. On the counseling side, our service to employers ranges from preventive advice and training to litigation and representation under federal and state labor and employment laws including discrimination and whistle-blowing.

The Firm is widely recognized for its expertise in labor and employment matters:

• Collectively, our employment litigators have tried hundreds of jury cases and arbitrations and defended dozens of class and collective actions. Our labor lawyers have likewise handled dozens of union organizing campaigns.
  
  
• The practice group includes several partners who have been recognized for their expertise by such publications and organizations as Chambers USA, The Best Lawyers in America, Law and Politics, the American College of Labor and Employment Lawyers, and the American College of Trial Lawyers.
  
  
• King & Spalding was identified as a "go-to" law firm for Labor & Employment on Corporate Counsel’s "Go-To Law Firm" list in 2007.



• We have extensive experience defending and prosecuting noncompete and trade secret litigation cases. Moreover, our trial lawyers draft noncompete agreements for clients to help maximize their enforceability.

We find that we are often able to best assist our clients by learning their businesses, establishing close working relationships with our in-house law department partners, maintaining electronic copies of relevant documents that are frequently requested in litigation or referenced in responding to requests for advice (e.g., employee handbooks, collective bargaining agreements, personnel policies, etc.), proactively establishing and re-evaluating litigation plans and budgets, and cost-effectively staffing cases at the appropriate levels.