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At the Intersection of Business and Law

We see the Big Picture Before Others Do.

Arizona Employment Law & Business Litigation Since 1996

Faulkner Law Offices is the premier law firm for your employment and business law needs. With decades of experience, our firm excels at providing timely solutions and effective results. From the very first phone call through every step of the process, you’ll get approachable, honest and skillful legal representation. We welcome challenges, complex facts and difficult claims.

The firm prides itself on providing clients with large law firm expertise at cost-effective fees. Most importantly, we are a results-oriented firm and will always be candid and up front with you about your individual legal situation. Through strong negotiation, an unwavering dedication to our clients and a solid understanding of the applicable laws, we are committed to providing the very best legal representation possible. We are trial tested and trial ready.

Faulkner Law Offices is an Arizona-based firm, serving clients statewide, including the Phoenix and Scottsdale communities. We provide dedicated and dependable legal representation to individuals and businesses of all sizes, focusing in the following legal practice areas:

Employment Law

We represent both employees and employers in a variety of legal claims, including: wage and hour (FLSA), whistleblower, Title VII (employment discrimination), the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADAA).

Business Litigation

Business litigation matters including breach of contract actions of all varieties.

Accident and Personal Injury Law

Faulkner Law Offices handles wrongful deaths or injuries resulting from another person’s or company’s negligence arising out of motor vehicle accidents, dog bites, premises liability and/or from the use of defective products.

Latest Blog Entry

New EEO-1 Form – Prepare NOW for New Pay Data Collection Requirement

For many years, a majority of non-government employers, and federal contractors and subcontractors, have had to complete an Employer Information Report (EEO-1) annually, charting the number of their employees by gender, by race and by ethnicity in each job category set forth on the EEO-1. The purpose of the EEO-1 is to allow the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP) to identify job positions in which the percentage of certain races or nationalities, or one gender, is far less than in the general population, thereby suggesting discrimination may be in play. Recognizing that pay disparity is one form of discrimination, the EEOC and OFCCP are seeking greater insight into pay practices, and to further that effort, they revised the EEO-1 to require summary pay data to be reported. Although this may sound like a fairly easy change to integrate into your long standing EEO-1 data collection and reporting practices, the devil’s in the details. Here’s a closer look at those details. Companies That Must Include Pay Data On The EEO-1: Starting with the next report (the EEO-1 for 2017), employers (both private companies and government contractors) with 100 or more employees must include summary pay data on their EEO-1. Federal contractors and subcontractors with 50-99 employees must submit an EEO-1 without having to include summary pay data; those with 49 or fewer employees do not have to submit an EEO-1. Private companies that do not have government contracts do not have to submit an EEO-1 if they have 99 or fewer employees. Counting Employees for Purposes of the EEO-1: In the... read more

Ninth Circuit Approves Neutral Time Clock Rounding Practice

Time clock rounding is a longtime practice by which employers round employee start and stop times to the nearest five minutes, nearest one-tenth of an hour, or nearest quarter of an hour. While it has been the norm for many years, is the practice legal? Although federal regulation has authorized this practice for over 50 years, until recently it had not been endorsed by any federal appellate court.  This changed, however, in May of 2016, when the Ninth Circuit Court of Appeals determined that an employer’s system of time clock rounding was in compliance with federal law in Corbin v. Time Warner Entertainment-Advance/Newhouse Partnership, 821 F.3d 1069 (9th Cir. 2016). Missing Pocket Change Fuels a Class Action In this instance, Time Warner Entertainment-Advance/Newhouse Partnership rounded its employees’ time punches to the nearest quarter hour. For instance, if an employee clocked in at 7:07 a.m., Time Warner would have rounded the time stamp to 7:00 a.m.  As such, the employee would be paid for seven minutes that he or she did not work.  On the other hand, if an employee clocked out at 5:05 p.m., the time stamp would be rounded to 5:00 p.m., causing the employee to lose five minutes of pay for time that he or she actually worked.  The premise being that the rounding would, over time, even out. Andre Corbin, the plaintiff in this matter, took the position that this rounding practice short-changed him. While the data revealed that Corbin either gained or broke even for 58 percent of his shifts with the use of the rounding system, over a span of several months he actually... read more

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