Matthew C. Lonergan

Partner
Legal Assistant
Kishanna Hawthorne
P: 615.252.3882 khawthorne@bradley.com

Matt Lonergan practices almost exclusively in the area of labor relations and employment law on behalf of management. In his career, he has represented companies throughout the country in the areas of union organizing, collective bargaining negotiations, grievance and arbitration, employment discrimination litigation in both federal and state courts, the National Labor Relations Act, wrongful discharge, wage and hour law, and other employment-related areas. He is also experienced in ADR and mediation, and has served as a mediator in employment litigation matters.

Matt spends a great deal of time consulting with management clients in identifying potential legal issues and resolving day-to-day management and operational issues. He also conducts work place training and client seminars on a wide variety of personnel issues.

Matt is a member of the Nashville, Tennessee (Labor Law Section), Texas and American (Labor and Employment Law Section) Bar Associations, and a Fellow of the Nashville Bar Association. He is co-editor of the Labor and Employment Newsletter.

Notable Matters
  • Successfully defended major Southeastern convenience store chain against claims that store’s parking lot and restrooms were not compliant with Title III of the Americans with Disabilities Act (ADA). The plaintiff claimed that the station’s parking lot and restrooms did not meet the ADA’s standards. Represented client and worked with ADA compliance expert in addressing the store’s ADA compliance issues to prevent subsequent litigation and negotiated successful settlement with plaintiff to resolve dispute.
  • Represent automotive parts manufacturing in wrongful termination case where employee claims he was terminated in violation of Mississippi statute establishing the right to carry a weapon in his car on private property. Summary judgment granted on the basis that employer fit with the exception created for parking lots that prohibit access to the general public by “gate, security station or other means”, and that termination was based on violation of company policy and other complaints regarding employee’s behavior. Case is currently pending before the Fifth Circuit Court of Appeals.
  • Worked with an insurance company on an ADA Title III compliance audit in a retail center they purchased from a seller with existing access issues in the center’s parking lot. Worked with an expert witness to resolve the issues identified in the compliance report and avoided litigation.
  • Former employee claimed gender discrimination in her termination from employment. Employer asserted employee had waived her claims by executing a Severance and Release Agreement and filed a motion for summary judgment. Employee argued that the waiver did not apply because the explanation for her termination, elimination of her position, was not true as evidenced by employer’s subsequent hiring of a male employee in her same position. Employer’s motion for summary judgment was granted by the court citing that the waiver was valid and enforceable, and waived all claims related to her employment.
  • Obtained summary judgment for personnel supplier in automotive industry in case involving allegations of FMLA interference, FMLA retaliation, ADA discrimination, failure to accommodate under the ADA, and retaliation in violation of the ADA. In granting supplier’s motion for summary judgment, the court held that the company was entitled to rely on an FMLA certification showing the plaintiff was not legally entitled to leave, that plaintiff did not make a request for a reasonable accommodation as a matter of law, and that the plaintiff could not show that the supplier’s legitimate, non-discriminatory and non-retaliatory reason for terminating him was pre-textual.