Rasco Klock advises and represents clients, including individuals, securities firms, hedge funds, private equity firms, and corporations, in all types of employment matters. Our attorneys are nationally recognized for their expertise in employment law, including the employment-at-will doctrine, prosecuting and defending compensation and discrimination claims, and unfair competition issues.
The firm serves as litigation counsel in numerous actions in the federal and state courts. Our attorneys have won, in both arbitration and court, some of the most significant decisions in the nation.
Rasco Klock handles a wide array of employment and related matters including:
Our experience and knowledge of the pertinent issues in each of these areas of employment law allow us to represent our clients competently, thoroughly and very successfully.
We represent executives, financial services professionals, and firms in resolving compensation disputes concerning the payment of bonuses, commissions, stock and other equity, deferred compensation, finders’ fees, and other forms of compensation and benefits, including those covered by ERISA. Our attorneys are widely recognized for our handling of securities industry compensation disputes, both at FINRA and elsewhere.
With some of the most significant discrimination and harassment results, we represent employees who have suffered discrimination based on age, sex, disability, national origin, or other protected characteristics, as well as those involved in retaliation disputes. We also represent employers in defending such matters. As a result, we understand the issues facing both sides, providing us with the insight to best represent our clients.
Financial executives and professionals turn to Rasco Klock to ensure that they receive the best result when employment ends, whether by choice or by employer termination. Frequently, we represent executives or companies in connection with the termination or separation of employment, including negotiation of severance agreements and counseling regarding anticipated litigation.
Rasco Klock protects the rights of both employees and companies across the country. Over the years, the growth in protective covenants, non-competition clauses and non-solicitation agreements has become a major issue across the United States.
Non-compete and non-solicitation provisions restrict an individual’s right to work. These provisions are typically found in employment or separation agreements, although they may be found in employee handbooks or in the terms of deferred compensation awards. These often-hidden provisions may result in the forfeiture of deferred compensation if not carefully navigated.
Rasco Klock drafts, reviews, negotiates and interprets employment agreements, including offer letters, compensation agreements, confidentiality agreements, arbitration agreements, “forfeiture for competition” provisions, and restrictive employment covenants, such as non-compete and non-solicitation provisions. The employment agreement may contain numerous provisions that govern the conduct of employers and employees throughout the employment relationship and after termination.
With a great deal of legislation and decisions now protecting employees in Whistleblowing and Retaliation cases, we represent clients in Dodd-Frank whistleblower and bounty claims, Sarbanes-Oxley retaliation claims, qui tam suits, and other similar matters. Although many whistleblower protections are found in federal law, numerous states and even municipalities – such as New York City – have whistleblower protection laws and false claim acts. In addition, some whistleblower laws provide financial incentives and rewards for blowing the whistle on illegal behavior.
Rasco Klock represents both plaintiffs and defendants in actions involving defamation, libel and slander. This includes representing clients who have suffered libel (written defamation) or slander (oral defamation) in the workplace after leaving a job. For financial services executives and professionals whose conduct is reported to a governing agency (through forms such as the FINRA Form U-5), this is critical, as a defamatory statement on such forms may mean the loss of a license and the inability to secure future work.
