About Brett
Brett Coburn is a partner who concentrates his practice on employment litigation and counseling. He regularly litigates employment discrimination and retaliation cases, as well as wage and hour cases under the FLSA and various state laws. He has extensive experience litigating cases involving breach of employment contracts, violation of non-competition and other restrictive covenants, misappropriation of trade secrets, defamation, breach of employee duties, tortious interference and related customer and employee raiding claims. He also litigates cases involving claims against public accommodations under Title III of the ADA.In addition to litigation, Brett's practice includes drafting and advising clients regarding employment agreements, restrictive covenants and separation agreements; counseling employers on compliance with federal and state employment laws; assisting employers in identifying and reducing risks associated with their hiring processes; minimizing exposure during reductions in force; assisting federal contractors in affirmative action compliance; defending against EEOC, OFCCP and U.S. Department of Labor Wage & Hour Division investigations and audits; and advising on employment-related issues arising in corporate transactions.
Brett Coburn is a partner who concentrates his practice on employment litigation and counseling. He regularly litigates employment discrimination and retaliation cases, as well as wage and hour cases under the FLSA and various state laws. He has extensive experience litigating cases involving breach of employment contracts, violation of non-competition and other restrictive covenants, misappropriation of trade secrets, defamation, breach of employee duties, tortious interference and related customer and employee raiding claims. He also litigates cases involving claims against public accommodations under Title III of the ADA.In addition to litigation, Brett's practice includes drafting and advising clients regarding employment agreements, restrictive covenants and separation agreements; counseling employers on compliance with federal and state employment laws; assisting employers in identifying and reducing risks associated with their hiring processes; minimizing exposure during reductions in force; assisting federal contractors in affirmative action compliance; defending against EEOC, OFCCP and U.S. Department of Labor Wage & Hour Division investigations and audits; and advising on employment-related issues arising in corporate transactions.
Brett Coburn is a partner who concentrates his practice on employment litigation and counseling. He regularly litigates employment discrimination and retaliation cases, as well as wage and hour cases under the FLSA and various state laws. He has extensive experience litigating cases involving breach of employment contracts, violation of non-competition and other restrictive covenants, misappropriation of trade secrets, defamation, breach of employee duties, tortious interference and related customer and employee raiding claims. He also litigates cases involving claims against public accommodations under Title III of the ADA.
In addition to litigation, Brett's practice includes drafting and advising clients regarding employment agreements, restrictive covenants and separation agreements; counseling employers on compliance with federal and state employment laws; assisting employers in identifying and reducing risks associated with their hiring processes; minimizing exposure during reductions in force; assisting federal contractors in affirmative action compliance; defending against EEOC, OFCCP and U.S. Department of Labor Wage & Hour Division investigations and audits; and advising on employment-related issues arising in corporate transactions.
Brett Coburn is a partner who concentrates his practice on employment litigation and counseling. He regularly litigates employment discrimination and retaliation cases, as well as wage and hour cases under the FLSA and various state laws. He has extensive experience litigating cases involving breach of employment contracts, violation of non-competition and other restrictive covenants, misappropriation of trade secrets, defamation, breach of employee duties, tortious interference and related customer and employee raiding claims. He also litigates cases involving claims against public accommodations under Title III of the ADA.In addition to litigation, Brett's practice includes drafting and advising clients regarding employment agreements, restrictive covenants and separation agreements; counseling employers on compliance with federal and state employment laws; assisting employers in identifying and reducing risks associated with their hiring processes; minimizing exposure during reductions in force; assisting federal contractors in affirmative action compliance; defending against EEOC, OFCCP and U.S. Department of Labor Wage & Hour Division investigations and audits; and advising on employment-related issues arising in corporate transactions.
Brett Coburn is a partner who concentrates his practice on employment litigation and counseling. He regularly litigates employment discrimination and retaliation cases, as well as wage and hour cases under the FLSA and various state laws. He has extensive experience litigating cases involving breach of employment contracts, violation of non-competition and other restrictive covenants, misappropriation of trade secrets, defamation, breach of employee duties, tortious interference and related customer and employee raiding claims. He also litigates cases involving claims against public accommodations under Title III of the ADA.
In addition to litigation, Brett's practice includes drafting and advising clients regarding employment agreements, restrictive covenants and separation agreements; counseling employers on compliance with federal and state employment laws; assisting employers in identifying and reducing risks associated with their hiring processes; minimizing exposure during reductions in force; assisting federal contractors in affirmative action compliance; defending against EEOC, OFCCP and U.S. Department of Labor Wage & Hour Division investigations and audits; and advising on employment-related issues arising in corporate transactions.
