Class + Collective Action Litigation

Class + Collective Action Litigation

Our class action defense practice works as part of a complex litigation practice, providing aggressive representation from experienced litigators.

We defend corporations faced with class action claims pertaining to their products, services, practices or employees. Our first goal is to defeat class certification; if a class is certified, we’ll work to minimize exposure, explore settlement options and present the case at trial.

Our Services

Our class action litigation experience serves a broad array of industries and claims, including customer and consumer claims, employee claims, franchisee claims, shareholder claims, ERISA beneficiary claims, and defined benefit pension plan participating employer claims. Our comprehensive representation in this area includes:

  • Class certification: positioning to maximize opportunities to defeat class certification
  • Class action defense: vigorous representation when faced with the complexity of discovery and trial of a class action lawsuit
  • Class action claims resolution: exploration of appropriate resolution options during the pre- and post-class certification phases of litigation
  • Class action settlement challenges: representation of corporate claimants to maximize payout in large class action settlements; challenging allocation
  • Collective action claims: defending employers against Fair Labor Standards Act and other collective action claims

Our Clients

Our clients include corporations, franchisors, trade and business associations, and pension plans and their trustees.

We have successfully defended a number of clients in class action litigation cases, including:

  • A national defined benefit pension plan and its trustees: successful trial defense of class action claims pertaining to multi-employer pension plan withdrawal liability
  • A regional physical fitness center operator: defense of employee class action claims
  • An international retail store operator and franchisor: defense of various putative class actions brought by employees, customers and franchisees, including a successful track record of preventing class certification in all cases
  • A multi-location franchisee of international fast-food restaurant franchisor: successful defense of FLSA collective action claims, including de-certification of collective action
  • A national automotive warranty provider: defense of consumer class action claims involving extended automobile warranties, including a successful outcome in the United States Court of Appeals for the Sixth Circuit and corresponding resolution of actions by state enforcement authorities

People

Robert Cohen

Director + Co-Chair, Litigation Practice

614-462-5492Email
Thomas W. Hill

Director Emeritus

Nicholas S. Bobb

Director + Co-Chair, Litigation Practice

614-462-5414Email
Maria Mariano Guthrie

Director + Chair, Creditors’ Rights + Bankruptcy Practice

614-462-5437Email

Experience

Preventing Class Certification and Forcing Arbitration


Publications + Presentations

publication

Employer Action Steps in the Wake of Landmark LGBTQ SCOTUS Ruling

Smart SummarySCOTUS issued a landmark decision protecting the employment rights of LGBTQ employees under Title VII.Employers should immediately update the equal employment and harassment sections of their handbooks, and consider new management training.The Court is currently considering whether to grant an exemption to employers with religious exemptions.Yesterday, the Supreme Court of the United States issued a decision in a landmark civil rights case concerning protections for LGBTQ employees. The Court held that Title VII’s prohibition against discrimination on the basis of sex includes discrimination based on sexual orientation and/or gender identity. This position is consistent with the view advocated for and adopted by the Equal Employment Opportunity Commission (EEOC) in its interpretation of Title VII and against the Trump administration, which had filed an amicus brief arguing that Title VII did not cover sexual orientation. The Effect on Ohio EmployersThe decision is important because Ohio, like 28 other states, does not currently include sexual orientation or gender identity within the scope of its anti-discrimination law (Ohio Revised Code Chapter 4112). Although some cities and counties, including Columbus and Franklin County, have enacted their own ordinances criminalizing such discrimination, never before has there been a global ban providing for civil remedies. The new precedent broadens protections for the LGBTQ community, which were previously limited under Title VII to sex stereotypes. Now, gay and trans individuals qualify for the same protections afforded to individuals based on race, color, sex, national origin, or religion.Possible Exemption for Religious ObjectionsWhile the Court specifically deferred the question of religious freedom, that decision may not be far off as the Court is also considering whether to grant an exemption to employers with religious objections to the new decision.Next Steps for Ohio EmployersWith this important change comes a hefty to-do list for employers. If you have not already updated the equal employment and harassment sections of your handbook, now is the time. Employers may also want to revisit management training and discussions with employees. Increased litigation in this area is almost certain, though the form that arguments and evidence will take is more opaque. For more updates and insights, we’ll have to watch for guidance from the EEOC and federal courts as charges and claims play out, but employers should be preparing now. More In-Depth DiscussionWe’ll discuss these and other important employment considerations at a virtual breakfast briefing once we receive EEOC guidance. Stay tuned for details and registration information.Brendan Feheley and Danielle Crane are employment lawyers with Kegler Brown, advising Ohio employers on their comprehensive human capital strategies. Brendan can be reached directly at bfeheley@keglerbrown.com or (614) 462-5482. Danielle can be reached at dcrane@keglerbrown.com or (614) 462-5444.

E-mployment Alert
Article

Why Franchise Businesses Should Be Re-Evaluating Their “No-Poach” Provisions

publication

5 Recommendations for Universities Facing Tuition Refund Class Action Suits

Smart Summary If your college or university sees a class action suit as a result of COVID-19, contract terms, including language of any force majeure clauses, will be critical.In addition to contract-based defenses, colleges + universities may look to procedural defenses and common law defenses like “impossibility” and “frustration of purpose.”Universities will want to think through their refund and future service credit offerings to try to minimize claims and any potential damages. In the wake of colleges and universities across the country turning to distance learning to minimize the spread of COVID-19, it is no surprise that putative class action complaints are now being filed seeking refunds and discounts on tuition and other fees paid by students. By now, you likely already know that cases have been filed against Purdue University, the University of Miami, Drexel University, and the Boards of Regents of both the University of Colorado and the University of Arizona. A number of these suits have been brought by the same law firm, which is attempting to attract new cases through its website “CollegeRefund2020.com.”Some of the suits seek reimbursement of a portion of paid tuition, based on the theory that the students contracted for an on-campus educational experience, which has not been provided. Other suits seek reimbursement of a portion of paid housing, meal plan expenses, and/or other service fees relating to athletic facilities, medical services or other amenities.For in-house counsel at universities across the country who are pondering whether their institution will be the next target of these lawsuits, we’ve outlined five key questions you should be considering if (and even before) your institution is sued.What are the contract terms? The claims being filed are predominantly contract claims, so the specific language of your institution’s contractual relationships with its students will be important. The applicable terms may specifically address refunds, school closures, and emergency circumstances. Is “force majeure” a defense? You and your outside counsel should consider whether there are any contractual force majeure provisions that may relieve performance in the event of some unforeseeable circumstance like a nationwide pandemic. Again, the specific language of your force majeure provision is important.Are there common law defenses? Even if the contractual language at issue does not contain a force majeure provision, certain common law defenses may be available, depending upon the jurisdiction in which any suit is brought and the applicable law. Common law principles of “impossibility” and “frustration of purpose” can, under some circumstances, provide a defense.Are there procedural defenses? In addition to contract-based defenses, procedural defenses may also be available to you. An institution that has been sued will want to consider: whether personal jurisdiction exists in the jurisdiction in which the suit has been brought; whether the named plaintiff is an appropriate representative of the putative class; how the class or classes have been defined; and whether the traditional legal requirements for each claim have been met. Unjust enrichment claims are included in several of the early cases. The law of most states holds that claims for breach of contract and unjust enrichment are mutually exclusive, although many states allow plaintiffs to plead both, subject to later proof and/or choice of remedy.What can be done to minimize claims and potential damages? The relevant facts vary from university to university. Some universities have allowed students to remain in student housing and to continue to receive meals pursuant to their meal plan, while other universities have ceased housing and cafeteria operations entirely. Some universities have offered refunds or partial refunds, while others have not. Ensuring students stay on track to receive course credits toward graduation during periods of necessary distance learning will help to mitigate potential damages. Institutions that think creatively and take steps to introduce new ways of fostering community engagement and mentorship that would otherwise take place in residence halls will also be in a better position to defend tuition claims. For example, if a student took History 101 during the mandated period of distance learning, allowing him or her the option to re-take the class in-person once school resumes may be a productive way to mitigate potential damages. Similar options may exist for meal, athletic and health services. However, similar options may not exist with respect to housing availability. While closure decisions may already have been made, universities will want to think through their refund and future service credit offerings to try to minimize claims and any potential damages.No matter the course of action you choose, college and university counsel should be in close communication with their outside counsel partners, in particular those with substantial class action experience. Discussing these and other potential defense strategies can give your institution a head start on any litigation that may be headed your way.Vinita Mehra is a director and chair of Kegler Brown’s Global Education practice group, and works with college and university clients across the country on their operational and strategic planning issues. She can be reached directly at vmehra@keglerbrown.com or (614) 255-5518.Lori Fuhrer and Robert Cohen are directors and experienced trial lawyers in Kegler Brown’s Class + Collective Action practice, where they defend clients in contract and class action litigation of all kinds.Fuhrer can be reached directly at lfuhrer@keglerbrown.com or (614) 462-5474.Cohen can be reached directly at rcohen@keglerbrown.com or (614) 462-5492. 

publication

Winning at Trial

On November 20, Tom spoke during a one-day trial advocacy seminar featuring several of Ohio’s leading trial lawyers. Attendees were taken through the trial process, gaining insight on tactics and strategies leading up to and during trial. Topics discussed also included approaches to pre-trial discovery, preparing for trial, jury selection, opening statements, direct and cross examinations, and closing arguments. Tom spoke on cross examinations, giving step-by-step guidance on preparing questions and emphasizing the importance of organization. 

OSBA webinar cosponsored by the ACTL
publication

The Art of Witness Preparation

On August 9, 2019, Tom presented to the Legal Aid Society of Columbus on the oft-overlooked topic of teaching witnesses to be witnesses. While most educational programming for lawyers focuses on what they must do in a courtroom, little guidance is provided for preparing witnesses, who are speaking in an alien environment and are often frightened and uncertain. Focusing on a witness’s role in persuading a jury, Tom described to attendees how to work with a witness to tell a story using organized, open-ended questions that allow the witness to comfortably tell their portion of the truth. He discussed preparing for direct and cross-examination, as well as the importance of not over-preparing. 

Legal Aid Society of Columbus

Firm Highlights