FN-1917987 MN-1917987 LN-1917987, Esq.
Attorney, Arbitrator, Mediator
Maitland, Florida
Finnigan Law Firm, P.A., Owner and Attorney
Attorney, Arbitrator, Mediator
Owner, Finnigan Law Firm, P.A., 2007-present; Partner and Section Chair, Gray Robinson, P.A., 2001-2007; Partner, Ford & Harrison, LLP, 2000-2001; Partner, Garwood, McKenna, Wolf & Finnigan, P.A., 2000; Associate, Garwood and McKenna, P.A. 1993 - 2000.
Board Certified by the Florida Bar in Labor and Employment Law (highest level of recognition by the Florida Bar in competency and experience of attorneys in the areas of law approved for certification by the Supreme Court of Florida). Employment law practice and experience includes litigation and administrative agency proceedings in all areas of employment discrimination (race, national origin, gender, same sex/sexual preference, religion, disability, pregnancy and age) and sexual and workplace harassment and retaliation issues under: Title VII; the Florida Civil Rights Act; the Pregnancy Discrimination Act; the Equal Pay Act; the Family and Medical Leave Act; the Fair Labor Standards Act; and, the Americans with Disabilities Act. Practice and experience also includes workplace laws enforced by the U.S. Department of Labor Wage and Hour agency including: the Fair Labor Standards Act; the Family and Medical Leave Act; the Immigration Reform and Control Act; and, the Employee Polygraph Protection Act. Handles all areas of employment law in federal and state court litigation and is admitted to practice in all of the federal and state courts and federal, state and local administrative agencies including: all of the federal courts in Florida (Middle, Northern and Southern Districts), the 11th Circuit Court of Appeals, the U.S. Supreme Court and all state courts in Florida; the EEOC; U.S Department of Labor/Wage and Hour Agency; OSHA; DOJ/HUD; Florida Commission on Human Relations; Florida Department of Workforce Innovation formerly known as the Florida Department of Labor and Employment Security; and, local civil rights agencies. Also handles non statutory employment related claims including: defamation; false imprisonment; malicious prosecution; employment related negligence claims; drug testing; worker's compensation retaliation; employment contracts including non compete agreements, stock options, bonuses/commissions, severance and separation agreements and other statutory claims under COBRA; WARN Act; ERISA; and housing discrimination and public access discrimination claims under the FCRA and Titles II and III of the ADA; and, traditional law including ULP proceedings, CBA administration and grievances and labor arbitrations. "AV" rated by Martindale-Hubbell,
Prior to attending law school, worked for a total of ten years in the human resources profession as a Regional Employee Relations Manager at The Wall Street Journal and as a Personnel Manager for a subsidiary of the Nestle' Company. Pre-law experience in the human resources profession provides valuable insights and experience in human resources and employment matters and day-to-day policy and procedural issues involving the handling of human resources situations.
Prior to attending law school, worked for a total of ten years in the human resources profession as a Regional Employee Relations Manager at The Wall Street Journal and as a Personnel Manager for a subsidiary of the Nestle' Company. Pre-law experience in the human resources profession provides valuable insights and experience in human resources and employment matters and day-to-day policy and procedural issues involving the handling of human resources situations.
Certified by the Florida Supreme Court as a Circuit Civil Mediator in 2004. Engaged to mediate cases involving claims under the FLSA, the FMLA and cases involving consumer rights and breach of contract. Served as an advocate in approximately 100-200 pre-suit and court ordered private mediation conferences and mediation conferences sponsored by federal, state and local administrative agencies.
As an advocate, the majority of mediation conferences have resulted in settlements. Cases have involved single and multiple party claims, mediations at the administrative agency, pre-suit and at the trial and appellate court levels of the litigation process and settlements with economic terms in five and six figure amounts and involving non economic terms negotiated by the parties.
As an advocate, the majority of mediation conferences have resulted in settlements. Cases have involved single and multiple party claims, mediations at the administrative agency, pre-suit and at the trial and appellate court levels of the litigation process and settlements with economic terms in five and six figure amounts and involving non economic terms negotiated by the parties.
Issues have covered the gamut of employment law claims in all areas of employment discrimination (race, national origin, gender, same sex/sexual preference, religion, disability, pregnancy and age) and sexual and workplace harassment and retaliation claims under: Title VII; the Florida Civil Rights Act; the Pregnancy Discrimination Act; the Equal Pay Act; the Family and Medical Leave Act; the Fair Labor Standards Act; and the Americans with Disabilities Act. Mediation experience also includes claims arising under the Fair Labor Standards Act; the Family and Medical Leave Act; and the Employee Polygraph Protection Act and non statutory employment related claims including: defamation; false imprisonment; malicious prosecution; employment related negligence claims; drug testing; worker's compensation retaliation; employment contracts including non-compete agreements, stock options, bonuses/commissions, severance and separation agreements and other statutory claims under COBRA; WARN Act; ERISA; and housing discrimination and public access discrimination claims under the FCRA and Titles II and III of the ADA.
As an advocate in the mediation process, I believe that it is very important for parties' representatives to prepare for the mediation conference which includes evaluating the strenghts and weaknesses of the case in dispute, deciding on the appropriate person(s) to attend the mediation conference and consideration of settlement authority/range before the start of the mediation conference.
As a mediator, I am a strong proponent of the mediation process as I believe that mediation is the most efficient and cost effective way for parties to discuss and resolve their disputes. I also believe that too often parties and/or their representatives do not attempt to mediate their disputes early enough in the claim or litigation process thereby resulting in missed opportunities for early and less expensive settlements.
I believe that it is important that mediators prepare for mediation conferences by reviewing the parties' mediation summaries and/or reviewing the court's docket of the pleadings filed in the case. My style as a mediator is to show deference to and to respect to all of the participants in the mediation, to listen carefully and to observe the participants in the mediation and to gently and firmly move the participants along during the various stages of the mediation conference. I believe strongly that the mediator's role is to be a neutral facilitator who assists the parties with resolving their dispute and and that the mediator has an important role in explaining the mediation process to the parties and keeping all of the participants in a mediation conference focused and on track toward resolving their dispute. Lastly, if the parties dispute is settled at mediation, I believe that the mediator still has an important role in succinctly writing up the terms of the parties' settlement and in wrapping up and ending the mediation conference appropriately for all concerned at the mediation.
As a mediator, I am a strong proponent of the mediation process as I believe that mediation is the most efficient and cost effective way for parties to discuss and resolve their disputes. I also believe that too often parties and/or their representatives do not attempt to mediate their disputes early enough in the claim or litigation process thereby resulting in missed opportunities for early and less expensive settlements.
I believe that it is important that mediators prepare for mediation conferences by reviewing the parties' mediation summaries and/or reviewing the court's docket of the pleadings filed in the case. My style as a mediator is to show deference to and to respect to all of the participants in the mediation, to listen carefully and to observe the participants in the mediation and to gently and firmly move the participants along during the various stages of the mediation conference. I believe strongly that the mediator's role is to be a neutral facilitator who assists the parties with resolving their dispute and and that the mediator has an important role in explaining the mediation process to the parties and keeping all of the participants in a mediation conference focused and on track toward resolving their dispute. Lastly, if the parties dispute is settled at mediation, I believe that the mediator still has an important role in succinctly writing up the terms of the parties' settlement and in wrapping up and ending the mediation conference appropriately for all concerned at the mediation.
LeMoyne College (BS, Labor Relations-1981); Florida Institute of Technology (MBA, Business-1990); Stetson University College of Law (JD-1992).
Admitted to the Bar, Florida, 1993. Certified County Court Mediator, Hillsborough County, 1991. Certified Circuit Civil Mediator, Florida, 2004. Board Certified in Employment and Labor Law, Florida Bar, 2003 to present.
Orange County Bar Association (Labor and Employment Committee, former Chair); Florida Bar Association (Labor and Employment Law Section); Society for Human Resource Management; Central Florida Human Resource Association (Past President).
$375 Per Hour
English
United States of America
Maitland, FL
The AAA’s Rules provide the AAA with the authority to administer a mediation including, mediator appointment, general oversight and billing. Accordingly, mediations that proceed without AAA administration are not considered AAA mediations, even when the parties select an mediator who is on the AAA’s Roster.
The information contained in this resume has been supplied solely by the individual mediator and may, or may not, be a complete recitation of their experience. The AAA assumes no responsibility for the content, completeness, accuracy, or reliability of the information contained in a mediator’s resume. If you have any questions about a mediator’s experience or background, you are encouraged to contact your case manager.
Mediators on the AAA Roster are not employees or agents of the AAA.
The information contained in this resume has been supplied solely by the individual mediator and may, or may not, be a complete recitation of their experience. The AAA assumes no responsibility for the content, completeness, accuracy, or reliability of the information contained in a mediator’s resume. If you have any questions about a mediator’s experience or background, you are encouraged to contact your case manager.
Mediators on the AAA Roster are not employees or agents of the AAA.
