Stephanie’s areas of expertise include the full gamut of employment counseling, conflict resolution and litigation. The counseling side of her practice focuses on litigation avoidance including matters involving daily personnel decisions, discipline and termination, reductions-in-force, benefits and FMLA administration, disability accommodations procedures, wage and hour issues, harassment and discrimination investigations, handbook and policy drafting, implementation and enforcement, employee and supervisory training, performance management, and contract and agreement drafting (non-competes, trade secret protection, independent contractors, etc.).
With respect to conflict resolution, Stephanie has successfully guided companies, business units and leadership teams through periods of opposition by facilitating open communication and understanding of positions and priorities.
Stephanie’s litigation experience includes representation of large, medium, and small-sized employers in lawsuits alleging all types of discrimination and harassment, retaliation and violations of virtually every employment law and statute including Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Older Workers Benefit Protection Act (OWBPA), the Equal Pay Act, the Family Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA), the Worker Adjustment and Retraining Notification Act (WARN), and all corresponding state laws as well as Ohio common law claims like wrongful discharge in violation of public policy, promissory estoppel, and others. Stephanie has been named to the Ohio Super Lawyers Rising Stars list.
(B.A., magna cum laude, 1995)
(J.D., cum laude, 1998)
Recipient of Milton A. Kramer Legal Clinic Award (1998); Associate Editor, Case Western Reserve University Law Review (1996-1998) National Trial Academy, American Bar Association
Stephanie has successfully represented the following:
“Recent Cases Highlight the Mutuality of Obligations Placed on Both Employers and Employees Under the Family Medical Leave Act,” Employment Law Letter