Travis focuses his practice on the representation of management in all aspects of labor and employment law. He has represented management in front of various state and federal administrative agencies, as well as state and federal court. Travis advises and counsels management on topics including leave management, discrimination, harassment, and retaliation. Travis further provides training to clients on a variety of issues including the interaction between the ADA and FMLA, sexual harassment, and workplace conduct. He has experience in litigation and public sector bargaining. Travis has worked for the State of Ohio’s Office of Collective Bargaining where he responded to unfair labor practice charges and assisted in grievance step hearings, mediations, and arbitrations.

Recently, the Ohio Supreme Court held that employers can use the direct-observation method of drug testing, without violating an employee’s privacy rights, provided that the employee consents to the test. The court also noted that an employer can terminate an employee for refusing to consent to that drug test.

In that case, Lunsford v. Sterilite

On May 7, the U.S. Equal Employment Opportunity Commission (“EEOC”) announced that it will delay the opening of the 2019 EEO-1 Component 1 data collection, the 2020 EEO-3 data collection, and the 2020 EEO-5 data collection.

The EEOC was planning to open these surveys in 2020; however, the EEOC decided to delay the opening of

I. Introduction
On March 18, 2020, the President signed The Emergency Families First Coronavirus Response Act (“Bill”) into law. The Bill responds to the spread of the coronavirus (COVID-19) and provides for two new, overlapping paid leave requirements for employers. The first is an amendment to the FMLA, while the other is a separate new,

On March 14, 2020, the U.S. House of Representatives passed The Emergency Families First Coronavirus Response Act (H.R. 6201) (“House Bill”) in response to the spread of the coronavirus (COVID-19). The House Bill provides for two new, overlapping paid leave requirements for employers: (1) the Emergency Family and Medical Leave Expansion Act, (2) the Emergency

On January 27, a campaign to amend the Ohio Constitution and raise Ohio’s minimum wage – led by Ohioans for Raising the Wage – took an important step forward when Ohio Attorney General Dave Yost certified that the campaign’s summary of its proposed constitutional amendment was “fair and truthful.” To summarize, the proposed amendment would: