Michelle Anderson represents employers in all aspects of employment law in both state and federal courts, and before administrative agencies. Her practice focuses on representing employers against claims of unlawful discrimination, harassment, wrongful termination, violations of leave and disability laws, and wage and hour related issues.
Michelle also litigates and advises employers on issues arising out of employee defection, including the prosecution and defense of claims involving non-compete and non-solicitation agreements, breaches of fiduciary duty and violations of trade secret laws.
Michelle provides guidance in the areas of employee handbooks, wage and hour compliance, policy and procedure development, and management training. Her entire legal career has focused on labor and employment law.
Michelle has participated in more than two dozen employment practices reviews; including large multi-state employee handbook and policy reviews that cover all 50 states. She has provided policy advice and evaluation to employers as small as five and to those with thousands of employees.
Her experience covers a variety of industries, including, but not limited to, staffing, healthcare, dentistry, production, manufacturing, restaurant, and hospitality. Michelle has also conducted wage and hour audits to determine proper employee classifications and payment under the Fair Labor Standards Act.
Prior to practicing law, Michelle had a successful career in workforce development where she operated employment and training programs for a private non-profit corporation under contracts from the Department of Labor, the Washington State Department of Community, Trade, and Economic Development, and the Department of Social and Health Services.
Michelle's background in executive management and workforce development has yielded practical knowledge and experience in addressing numerous workplace issues. Michelle has wide exposure to the challenges facing today's businesses and supervisors; ranging from compliance with state and federal employment requirements to hiring, training, evaluating, and retaining employees in an ever changing labor market.
Florida Supreme Court
Louisiana Supreme Court
U.S. Court of Appeals for the Eleventh Circuit
U.S. District Court for the Eastern District of Louisiana
U.S. District Court for the Middle District of Florida
U.S. District Court for the Middle District of Louisiana
U.S. District Court for the Northern District of Florida
U.S. District Court for the Southern District of Florida
U.S. District Court for the Western District of Louisiana
Jury verdict in favor of franchisor and franchisee in religious discrimination case alleging failure to accommodate a sincerely held religious belief governing appearance.
Jury verdict in favor of auto dealership and owner in race discrimination and intentional torts (received prior partial summary judgment on gender discrimination and retaliation claims before trial).
Arbitration win in favor of manufacturing client in wrongful termination claim in violation of the collective bargaining agreement.
Summary judgment in favor of employer in ERISA case for manufacturing client, affirmed by the Eleventh Circuit Court of Appeal.
Summary judgment in favor of employer in an age discrimination case for manufacturing client, affirmed by the Fifth Circuit Court of Appeal.
Two summary judgments in favor of dental practice employer and individual defendant alleging race and gender discrimination, breach of contract and other intentional torts. Also prevailed on a third summary judgment for the employer on a breach of contract claim against the plaintiff, resulting in a monetary judgment in favor of the company.
Summary judgment in favor of employer in a race discrimination case for manufacturing client.
Partial summary judgment (claim preclusion for failure to disclose lawsuit in bankruptcy proceedings) in favor of employer in a race discrimination case for manufacturing client.
Summary judgment in favor of employer in a race discrimination case for leasing client.
Dismissal (failure to state a claim) in favor of employer in whistleblower claim for aviation client.
Dismissal (failure to state a claim) in favor of employer in wrongful termination claim for manufacturing client.
Dismissal (statute of limitations) in favor of employer in unemployment benefits claim for medical client.
Dismissal (statute of limitations) in favor of employer in unemployment benefits claim for security client.
Dismissal (failure to state a claim) in favor employer in breach of contract claim for insurance client.
Member of the American Bar Association
Member of the New Orleans Chamber of Commerce
Member of the New Orleans Human Resources Management Association
Contributing author to the Florida Chamber of Commerce Employment Law Manual since 2008
Contributing author to the Fisher & Phillips’ Employment Laws in the State of Louisiana publication since 2009