Uber Does It (Independent Contractors), Restaurants Do It (Provocatively Dressed Staff) and our President Says It (Offensive Language) – Why Can’t We?
Lots of attention lately on the hiring practices used by companies such as Uber and others that treat workers as independent contractors rather than employees. Why can some businesses require their employees to wear sexually provocative clothing and be successful and others that have not been so successful? What is considered sexual harassment? What can you ask employees about their national origin or religion? Are you at risk for doing so? Labor and employment law with Stephanie Quincy and Rob Vaught with Quarles and Brady take a deep dive into this relevant topic.
Quarles & Brady is a full-service AmLaw 200 firm with more than 500 attorneys offering an array of legal services to corporate and individual clients that range from small entrepreneurial businesses to Fortune 100 companies, with practice focuses in health care and life sciences, business law, labor and employment, real estate, data privacy and security, and complex litigation. The firm has offices in Chicago; Indianapolis; Madison; Milwaukee; Naples, Florida; Phoenix; Scottsdale; Tampa; Tucson; and Washington, D.C.
Stephanie Quincy is the Chair of the Labor & Employment Practice Group in the Phoenix office, where she maintains a regular caseload of employment litigation matters and has extensive experience handling class action and multi-plaintiff lawsuits. She counsels employers on a variety of employment law matters, including covenants not to compete, wrongful termination, sexual harassment, and defamation.
Ms. Quincy consults with and educates companies of all sizes on employment issues ranging from discipline, hiring, investigation of complaints, and termination, as well as the Fair Labor Standards Act, Family Medical Leave Act, and Title VII.
She has represented employers in administrative matters that include discrimination and harassment charges and wage and hour complaints before state and federal agencies including the Department of Labor, the Equal Employment Opportunity Commission (EEOC), and the Office of Federal Contract Compliance.
Ms. Quincy is recognized by her peers as a leading employment litigator in Chambers USA, Best Lawyers in America and Ranking Arizona Magazine, and in 2014, she was selected to the list of “Top 25 Women” in Arizona by Southwest Super Lawyers (2013–2016). She has previously appeared on the list of “Top 50 Attorneys” in Arizona by the publication (2009, 2013).
Robert Vaught is a partner in Quarles & Brady’s Labor & Employment Practice Group. He regularly counsels human resources and risk management personnel regarding Title VII, ADEA, FMLA, ADA, OSHA, wage and hour matters, hiring and discipline issues and wrongful discharge complaints, and represents employers in related proceedings in state and federal courts, and before the Equal Employment Opportunity Commission, Department of Labor, and state administrative agencies. He also has significant experience handling trade secret, unfair competition and restrictive covenant matters throughout the United States, and representing employers in related court proceedings.
