Interview with attorney J. Hagood Tighe

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Interview with attorney J. Hagood Tighe

Published about over 2 years ago

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1. Tell us about Fisher & Phillips: Fisher & Phillips is a national labor and employment law firm representing management side only.  We have over 30 offices across the country.  We pride ourselves on providing proactive and practical advice (as demonstrated by the Reference Guide), but we also handle employment litigation when it arises.  Additionally, our firm has a significant traditional labor practice, representing companies in union avoidance campaigns, collective bargaining, and contact administration. 2. Who works on the South Carolina Employment Law Reference Guide? This is really a team effort coordinated by my assistant, Suzanne King.  She has it down to a science.  We have a team of lawyers each year who review and update a group of chapters in their areas of practice.  This year, the attorneys involved included Cheryl Behymer, Michael Carrouth, Matt Korn, Reyburn Lominack, Karen Luchka Wingo, Fred Manning, Steve Mitchell, Jon Pearson, Edward Rawl, George Reeves, Bill Wright, and myself. 3. How do you think the South Carolina Employment Law Reference Guide benefits readers? This is a great resource that helps managers and HR professional be sure they are spotting the issues.  Every year, the law changes, develops, expands, etc.  This allows employers keep on top of the latest developments to be sure they are doing all that is required of them.  And, most importantly, it helps them be good employers. 4. What do you think is the biggest issue employers face currently in employment law? This is a tough question.  There are so many issues.  But, I would say one of the biggest issues is the EEOC’s focus on systemic discrimination.  I say this because this is discrimination that is NOT intentional.  Instead, it results from a facially neutral policy or practice, usually implemented with good intentions, but that has the unintended result of affecting one or more protected classes.  This is hard for employers because it is not easy to spot and correct, even for the most sophisticated HR professionals. 5. Finally, to get to know you better, we want to know: What do you like on your pizza? Not on my pizza – with my pizza.  A nice glass of red wine please.