Gina M. Ameci aggressively represents client interests, providing legal and practical guidance and advice to assist executives, managers, and business and human resources professionals to make decisions addressing day-to-day human resources issues. The emphasis is on risk management to prevent or avoid potential problems and minimize legal fees.
Gina routinely counsels companies in diverse industries in all aspects of employment matters, including litigation and litigation management, wage and hour audits, harassment and other business training, traditional employee/management relations, and general matters affecting the employment relationship.
Gina is a member of the Labor and Employment Law Section of Buchanan Ingersoll & Rooney and a member of the firm's Board of Directors.
She brings a unique multi-perspective to labor and employment issues with close to 30 years of experience in government, corporate and private practice, which includes serving as an attorney for the U.S. Department of Labor and as legal counsel/manager of employee relations for Harrah's Hotel and Casino in Atlantic City, New Jersey. Gina has a very personal knowledge of the gaming industry, having worked for casinos in both Atlantic City, New Jersey, and Las Vegas, Nevada, where Gina resided for more than six years.
Her comprehensive representation of clients combines employment-related advice with the defense and enforcement of client interests through arbitration, mediation and litigation, with a focused goal toward minimizing legal costs.
Primarily, Gina assists clients in making decisions that address day-to-day human resource activities, with an emphasis on risk management to prevent or avoid costly litigation. As a former attorney for the U.S. Department of Labor, Gina is particularly adept at resolving issues related to the misclassification of overtime eligible employees. In addition, she routinely counsels high level executives, front-line managers and human resources professionals in diverse industries all with the goal of litigation risk reduction. Gina also helps client companies establish an effective and productive pro-employee culture, including achieving successful union-management relationships. She frequently is retained to conduct training seminars for clients and their staff on how to identify specific employment-related issues and understand and control the legal risks, and to handle government investigations. She also is frequently retained to act in the capacity of general counsel to assist both in-house counsel and mid-level companies manage litigation and litigation risks and costs.
If employment disputes arise, Gina has experience finding alternative solutions to multi-year litigation that are private. When traditional litigation cannot be avoided, however, she has experience aggressively, but cost-effectively, defending clients in a wide variety of matters before various federal, state and local courts and agencies. In addition, Gina works to protect and enforce the business interests of her clients in several areas, including matters that deal with employment and noncompetition agreements and confidential information and trade secrets.
Some of Gina's recent representations include:
- Successfully defending several clients against claims of employment discrimination.
- Successfully resolving claims alleging unpaid time worked and overtime.
- Preventing the filing of class action litigation involving the misclassification of jobs.
- Successfully defending a client against a Department of Labor (DOL) Family Medical Leave Act claim.
- Successfully resolving a claim brought by the DOL, Occupational Safety Health Administration Review Commission, against a client in a manufacturing industry. The client was able to avoid a potential shutdown of operations as well as the imposition of fines and penalties.
- Preventing the filing of a sexual harassment claim against a client in the transportation industry by conducting a thorough examination and providing the appropriate and necessary training to managers.
- Resolving a disability discrimination claim by developing alternative accommodations for the employee which achieved client efficiencies.
- Guiding a client through the successful acquisition of a large number of employees. Even though the transition necessitated several layoffs, the client was able to avoid any litigation.
Gina is well known for her work in the labor and employment field and holds Martindale-Hubbell's highest rating (AV) for ethics and legal ability. Her articles have been published in leading professional journals, and she is frequently asked to speak on labor topics, including:
- Litigation Land Mines — The Hiring Decision
- Litigation Land Mines — Terminating Employees
- The Interplay Between the FMLA, ADA and Workers' Compensation
- Dead-Beat Dads Legislation and New Hire Reporting
- Termination without Litigation
- Performance Appraisals and Evaluation: The Basis of Merit-Based Pay
- Dealing with the Family and Medical Leave Act
- Understanding Sexual Harassment
- Understanding the Americans with Disabilities Act
- Removing Barriers: The Americans with Disabilities Act and Public Accommodations
- Who Are Employees Under the Employment Laws?
- Managing without Interference: Operating in a Non-Union Environment
- National Labor Relations Act – Selected Provisions
- Commonly Misapplied Exemptions under the National Labor Relations Act
- Sexual Harassment and You — Avoiding Sexual Harassment Claims
- The Fair Labor Standards Act
- Selected Issues under the Americans with Disabilities Act
- The Fair Labor Standards Act and Related Wage and Overtime Laws