Leah Williams

Leah Williams concentrates her practice in the area of employment litigation. Her practice includes the defense of employers against claims of wrongful termination and discrimination, including race, sex, religion, national origin and age discrimination.

Ms. Williams has represented numerous clients in the retail and technology industries and has handled arbitrations regarding contract interpretation, discipline and discharge. She also represents employers in administrative agency proceedings, including EEOC charges and state agency charges. In addition, Ms. Williams conducts internal investigations regarding allegations of discrimination, harassment and violation of company policies. Her practice also involves handling employer privacy issues.

Ms. Williams devotes a portion of her practice to employment class actions, particularly matters involving wage and hour issues arising under the Fair Labor Standards Act. She also has handled cases involving allegations of meal and rest period violations under the California Labor Code.

Prior to joining Baker Hostetler, Ms. Williams began her career as an attorney with a boutique employment firm in Cleveland, where she represented management clients in employment-related disputes, charges and lawsuits. Ms. Williams then served as a judicial law clerk for the Honorable Kenneth S. McHargh of the United States District Court, Northern District of Ohio. During her clerkship she helped manage a case docket that addressed a wide range of matters, including civil rights, insurance, criminal, social security disability, contract and constitutional law.

Ms. Williams is a member of the American, Ohio State and Cleveland Metropolitan Bar Associations. She serves on the board of the American Sickle Cell Anemia Association and Transitional Housing, Inc.

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NLRB Issues Advice Memorandums Regarding Disciplining Employees for Social Media Misconduct

Since the advent of social networking websites like Facebook, employers have struggled to determine when it is appropriate to discipline an employee who engages in misconduct through social media.  Fortunately, the NLRB offered significant guidance on this issue in three Advice Memorandums submitted in July 2011.  These Memorandums seem to indicate an employer may discipline … Continue Reading