Edmund Morrell is an associate in Alston & Bird’s Labor & Employment Group. Edmund's practice focuses on employment litigation and counseling and his litigation experience includes gender, race, age and disability discrimination suits under Title VII, the ADEA and the ADA, as well as wage and hour claims and collective actions under the FLSA. He has also litigated cases involving breach of contract, violation of non-competition and other restrictive covenants contained in employment agreements, breach of employee duties, misappropriation of trade secrets, defamation, tortious interference with contracts and business relations, and related customer and employee raiding claims.
In addition to litigation, Edmund's practice includes drafting employment agreements, restrictive covenants and separation agreements; counseling employers on compliance with federal and state employment laws; minimizing exposure during workforce reductions; drafting employee policies; and conducting due diligence for employment matters in mergers and acquisitions.
Edmund received his J.D. in 2008 from Vanderbilt University Law School, and his B.A., summa cum laude, in 2004 from the University of Georgia.
- Represented numerous clients, including a national insurance and benefits provider, a major healthcare provider and one of the world’s largest parcel delivery and logistics companies in numerous employment discrimination and retaliation lawsuits and charges.
- Represented several large corporations in lawsuits seeking to enforce restrictive covenants contained in employment agreements and protect trade secrets from misappropriation by competitors.
- Obtained dismissal of claims against multiple individual executives in a breach of contract and misrepresentation action related to a large-scale services contract.
- Represented a medical device manufacturer in a whistleblower action.
This advisory discusses the background and implications of the September 7, 2012, decision by the National Labor Relations Board (NLRB or the “Board”) that held that an employer’s social media policy prohibiting statements that “damage the Company, defame any individual or damage any person’s reputation” violated the National Labor Relations Act (NLRA) and that employees would reasonably construe the policy to restrict certain protected concerted activities, namely communications, regarding the employer’s treatment of its employees.
September 21, 2012