The transportation industry—whether it be moving people and goods on the highway, in the air or on the water—has it’s own unique set of legal challenges. Navigating ever changing individual state, federal and industry-specific regulations and laws is not easy. As your legal partner, Gislason & Hunter is dedicated to remaining current and proactive with those regulatory matters and laws so you can focus your critical business opportunities. Our experienced lawyers help our transportation clients with business structuring, financing, licensing, regulations, zoning and environmental issues, employment issues, insurance, litigation plus many other areas of legal expertise.
Our accomplished attorneys bring substantial expertise to the Transportation industry to deliver the very best in service and results.
Cases & Clients
Employment Policies, Agreements and Employee Handbooks
Experienced and passionate about assisting employers and their human resources professionals craft employment policies designed to comply with the law as well as practically address and minimize workplace issues. Brittany King-Asamoa also has experience drafting agreements that best fit the needs of employers including, but not limited to, non-competes, independent contractor, non-disclosure and confidentiality agreements and assignments of intellectual property rights.
WMG Services, LLC v. IRE, LLC and Gavilon, LLC
WMG Services, LLC v. IRE, LLC and Gavilon, LLC; Southern District of Iowa, Case No. 4:13-cv-426 David Nelmark served as lead counsel for the plaintiff in a dispute involving the biodiesel industry with multi-million dollar claims and counterclaims. Obtained a substantial settlement 10 days before the start of a federal bench trial.
Performs Audits for Exempt and Non-Exempt Employment Status Identification
Proper identification of an employee’s entitlement to overtime pay or exemption from overtime laws is vital for employers. The ramifications for erroneously identifying an employee as exempt from overtime can be disastrous. Brittany King-Asamoa has performed position audits for multiple companies to assist employers with finding the proper identification of individuals exempt from overtime pay under the federal Fair Labor Standards Act and the Minnesota Fair Labor Standards Act.
Brittany King-Asamoa has valued experience performing workplace investigations regarding reports of discrimination, sexual harassment, and general non-compliance with employment laws. She takes great pride in performing these investigations with an eye toward counseling employers and management about compliance issues, as well assisting employers in identifying problem areas and solutions.
Employment Administrative Proceedings
Brittany King-Asamoa is experienced with the administrative proceedings involving an employment charge filed with the EEOC and Minnesota Department of Human Rights. She has assisted in the defending against charges and represented employers in EEOC conciliation proceedings, as well as respond to requests for information during EEOC investigations.
Presents on Employment Law Developments
Brittany King-Asamoa routinely monitors employment law developments and trends to keep employers apprised of compliance issues. She frequently presents and writes articles about employment law matters including, but not limited to, sexual harassment, #MeToo, the Family Medical Leave Act (FMLA), the Americans with Disabilities Act of 1990 (ADA), the Fair Labor Standards Act (FLSA), National Labor Relations Act (NLRA), and other laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC) and Department of Labor.
$400 million project joint venture
Represented an electric automobile company in the U.S. in conjunction with its joint venture for the production and distribution of electric buses in a $400 million project by negotiating and drafting Shareholders Agreement for the joint venture.
Appealing Awards of Unemployment Compensation
Brittany King-Asamoa has successfully represented numerous employers in evidentiary hearings challenging eligibility determinations for unemployment compensation.