Banking & Financial Institutions

Labor & Employment for Financial Institutions

Our Labor & Employment team has deep experience representing banks and other financial institutions on issues ranging from Section 19 of the Federal Deposit Insurance Corporation (FDIC)’s background check requirements, wage-hour classifications of mortgage banker and analyst jobs (including in collective actions), compensation plans and the impact of Dodd-Frank, discrimination-based compensation analysis during audits by the Office of Federal Contract Compliance Programs, diversity issues since Dodd-Frank’s creation of Offices of Minority and Women Inclusion (OMWI) in various financial agencies, and how Gramm–Leach–Bliley's protection of customer information impacts investigations and litigation. We also advise financial institutions on employment contracts (including for executives) and non-competition, non-disclosure, non-solicitation, and no-raid agreements.


  • In our work on behalf of financial institutions, clients rely upon Quarles& Brady for our experience, our judgment, our efficient management of their cases, and our prompt response to the full range of workplace issues they encounter. We provide a complete range of labor and employment legal services, regularly offering counsel in areas such as:
  • affirmative action requirements, including development of action plans at all levels and responses to Office of Federal Contract Compliance Programs (OFCCP), state, and local compliance audits;
  • FDIC and other background check requirements;
  • Americans with Disabilities Act (ADA) and state disability law compliance;
  • defense of class and collective actions under The Fair Labor Standards Act (FLSA), the ADA, Title VII, and other employment statutes;
  • employment agreements, including non-compete, trade secret, and confidentiality agreements and litigation;
  • employment discrimination litigation in federal, state and municipal courts, and investigations into allegations of discrimination and harassment based on age, sex, race, and other considerations;
  • employment counseling in all employment matters, ranging from individual discipline issues, to
  • company-wide reductions in force, to overall employee benefits review;
  • ERISA, retirement, and employee benefits counseling, plan design, and litigation;
  • Executive and employee compensation;
  • Family and Medical Leave Act (FMLA) compliance;
  • immigration law, visa, and permanent residence acquisition, and matters related to the global workforce;
  • labor and employment law audits, including analyses of hiring and termination practices, employment applications, employee handbooks, and policy and procedure manuals;
  • Occupational Safety and Health Administration (OSHA) compliance and related workplace safety matters;
  • recordkeeping requirements and confidentiality issues;
  • reorganization, restructuring and reductions in force counseling, including the Worker Adjustment and Retraining Notification (WARN) Act compliance;
  • wage and salary administration, including representation and counsel regarding FLSA and state wage-hour compliance;
  • workers' compensation and unemployment compensation matters; and
  • wrongful discharge, breach of employment contract, and other employee termination-related litigation.