John Rodgers helps employers solve their employment-related problems. His practice is three-fold. First, he counsels clients on the numerous situations that can arise related to their employees, including termination and disciplinary decisions, reasonable accommodation issues under the Americans with Disabilities Act (ADA), wage-and-hour issues under the Fair Labor Standards Act (FLSA) and state law, and Family and Medical Leave Act (FMLA) problems. His goal is to work with clients in a practical, problem solving way.

Second, John helps clients in the transactional setting with their employees by drafting and negotiating employment agreements, including non-competition, non-solicitation agreements, and non-disclosure agreements.

Third, John represents public and private employers in employment-related litigation. He actively litigates employment disputes on behalf of employers and has handled discrimination and retaliation, wage and hour, FMLA, and non-compete cases in both state and federal court. He also devotes substantial attention to ERISA litigation (including claims for allegedly unpaid contributions to various plans) and representing individuals and businesses in conservatorship matters in probate court. 

Notable Matters
  • Obtained summary judgment in FLSA collective action case brought by more than three dozen plaintiffs. The plaintiffs claimed they worked off the clock and were not paid minimum wage and overtime. The federal court agreed with our clients’ argument that even assuming all potential hours were hours worked, the employees had always been paid the required minimum wage and that our clients could not be liable for unpaid overtime because our clients had paid overtime properly for all hours that the employees had reported.
  • Represented a federal contractor with employees overseas that was sued in the U.S. for alleged harassment and retaliation that allegedly occurred in foreign countries. Two different courts dismissed these lawsuits because the client was not subject to the personal jurisdiction of the courts.
  • Obtained summary judgment for personnel supplier in automotive industry cases involving allegations of violations of the FMLA and the ADA, including allegations of failing to provide a reasonable accommodation.
  • Helped clients obtain multiple wins involving cases concerning positive drug tests and supposed “false positives.” Two different federal courts granted motions for summary judgment based in part on the fact that even if the tests were somehow incorrect, our clients were entitled to rely on the results of a drug test that a medical review officer certified was correct.
  • Helped client obtain summary judgment in a Title VII hostile work environment/retaliation case that the Sixth Circuit affirmed on appeal. The district court granted our client’s motion for summary judgment in a case involving allegations of sexual and religious harassment and retaliation. The court ruled our client responded reasonably to allegations that coworkers were harassing the plaintiff. The plaintiff appealed but the Sixth Circuit affirmed (2017 WL 5466657, 6th Cir. Oct. 31, 2017).