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With 17 offices, from New York to Los Angeles and Seattle to Orlando, we live and work in communities all over the U.S., collaborating across locations, disciplines and even borders. Our experienced, highly ranked lawyers serve businesses wherever they are and wherever they want to go.

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Am Law 100 firm with practices in Business, Digital Assets and Data Management, Intellectual Property, Labor & Employment, Litigation and Tax.

Home | BakerHostetler

SCOTUS Holds that Job Transferees Need Only Show ‘Some Harm’ Under Title VII

BakerHostetler Shortlisted for Privacy & Data Security Law Firm of the Year by Chambers USA

Government Contractors and the Government’s FCA Enforcement Environment

BakerHostetler’s Sports Industry Honors Hank Aaron’s Home Run Record

A&nbsp;proactive advocate for clients, Christian's practical advice regarding key aspects of employee relations helps employers avoid disputes before they become larger concerns. He&nbsp;analyzes the risks involved in clients’ particular situations, mindful of business practicalities and operational needs, to provide efficient and effective counsel. Christian routinely represents management interests before the National Labor Relations Board, the Equal Employment Opportunity Commission&nbsp;and federal and state courts, as well as before labor arbitrators and mediators.

core/freeform

J.D., Catholic University of America, Columbus School of Law, 2000

B.A., Political Science and German, University of Arkansas, 1996

Philadelphia

New York

The Bargaining Table

Next Up in the NLRB’s Line of Fire: Protection for Employee Displays of Religious, Social, and Political Messaging

A Brewing Issue: The Supreme Court Accepts a Coffeemaker’s Request To Revisit Section 10(J)

Back to Basics: Employers Must Be Aware that ‘Protected Concerted Activity’ Applies in Nonunion Workplaces – Yes, Even in Wealth Management Firms

It’s the Holiday Season, and the NLRB Is the Union-Friendly Gift That Keeps On Giving

Employment Law Spotlight

New Jersey Companies Beware: New Requirements for Temporary Workers

Sticks and Stones Break Bones, and the NLRB Protects the Words That Hurt: The NLRB’s Latest Decision Expands Protections for Profane Worker Outbursts

Q&A Regarding the NLRB’s Decision on Confidentiality and Non-Disparagement Provisions in Severance Agreements

The NLRB Embraces Relativism in its Relevance Test

Severing from Precedent: NLRB Restricts Employers’ Ability to Include Standard Confidentiality and Non-Disparagement Provisions in Severance Agreements

The New Union Organizing Model: The Force of Gen Z

10th Annual Labor Relations and Employment Law Master Class Series

Employers Beware: NLRB Remedies Likely to Be More Expansive Moving Forward

Stacking the Deck: NLRB General Counsel Seeks Union-Friendly Labor Law Reform in Card Check Recognition Procedure

NLRB General Counsel Seeks to Outlaw Employer Use of Captive Audience Meetings

The Times Are A-Changing for Employer Handbooks … Soon

Staying the Course … for Now

Sentence First, Verdict Later!

The NLRB Signals It Is Time To Review Employee Handbooks – Again

Philadelphia Enacts Ordinance Banning Pre-Employment Marijuana Testing

Another One Bites the Dust? NLRB Request for Briefing on Independent Contractor Standard Suggests Another Trump-Era Decision Is About To Be Overruled

The First Domino to Fall? NLRB Solicits Public Input on Test for Determining Appropriate Bargaining Units

Money, Money, Money Is Not Always Funny or Sunny – Just Take a Look at the NLRB’s Substantial Increases in Monetary Remedies and Job Reinstatements

Spoiler Alert: The NLRB Is Poised to Dramatically Rework Its Joint Employer Standard

What Are We Supposed To Do Now? Recommended Next Steps for Unionized Employers Regarding OSHA’s COVID-19 Vaccination/Testing Rule

Through the Looking Glass, Part 2: What Does ‘Protected Concerted Activity’ Look Like?

The Continuing Adventures of the Congressional Reconciliation Package: NLRA Civil Penalties Trimmed in Latest Version of Legislation

Hands Off My Tech: Employers May Not Restrict Employee Communications Transmitted via Third-Party Smartphone Applications

Through The Looking Glass: The NLRB Seeks To Expand The Concept Of ‘Protected Concerted Activity’ Beyond Its Imaginable Limits

NLRB Given a ‘Mulligan’ in Offensive Speech Case

‘Please Speak into My Lapel’: D.C. Circuit Finds That NLRB Properly Considered Secret Recording That Arguably Violated State Law

BREAKING: OSHA’s Vaccine Mandate and Unionized Employer Bargaining Obligations

Pennsylvania Employers Beware: The State’s Highest Court Expands the Bounds of Compensable Time

Will the Supreme Court’s Decision Overturning California Union Access Regulation Be a Bonanza for Nonagricultural Employers?

BakerHosts

The PRO Act:  Why You Should Know What It Is and Why It Will Reshape the American Workplace

Labor and Employment

Contingent Workforce

COVID-19 Compliance

Employment Counseling and Training

Employment Litigation and Arbitration

Employment/Wage and Hour Class Actions

Industries

Hospitality

Labor Relations

Reduction in Force (RIF) and Furlough Compliance

Wage and Hour Compliance

<ul>
<li>Successfully defended hotel against union claim that it failed to abide by terms of the parties’ collective bargaining agreement and improperly terminated a senior union employee for sexually harassing a co-worker.</li>
<li>Effectively resolved simultaneously filed Equal Employment Opportunity Commission and National Labor Relations Board charges and negotiated a quick settlement of each charge to the advantage of the restaurant employer.</li>
<li>Acted as counsel for both buyers and sellers in hotel transactions throughout the United States on labor and employment matters, including negotiating language in the deal documents to protect against pension fund withdrawal liability and other contractual liabilities.</li>
<li>Provided strategic advice in large New York City real estate transaction concerning labor related due diligence.</li>
<li>Successfully defended claim against national waste disposal company from unfair labor practice charge that it unlawfully terminated worker who engaged in protected activity.</li>
<li>Oversaw a national wage and hour class action for a hotel company facing claims for non-payment of wages in violation of the Fair Labor Standards Act and various state laws.</li>
<li>Successfully arbitrated union claim that client failed to abide by terms of the parties’ collective bargaining agreement and improperly terminated employee for sexually harassing behavior.</li>
<li>Acted as counsel and the lead negotiator for healthcare client through contract negotiations with one of the country&#8217;s largest healthcare unions.</li>
<li>Co-chaired an NLRB trial in which a union accused a hotel of engaging in unilateral activity.</li>
<li>Counseled a hotel company on labor and employment implications of transitioning from a management relationship to a franchisor/franchisee relationship.</li>
<li>Developed and conducted training programs on the full spectrum of labor and employment issues.</li>
<li>Provided day-to-day labor and employment advice and counsel for an employer on all aspects of the employer-employee relationship, including the administration of its collective bargaining agreement, disciplinary actions, requests for leaves of absence, handbooks and other employment-related issues.</li>
<li>First-chaired numerous labor arbitrations, including the preparation and examination of witnesses during appearances that included before the Office of the Impartial Chairperson in New York City.</li>
<li>Successfully mediate and settle matters with advantageous terms, thereby avoiding litigation and securing favorable resolutions for the clients.</li>
</ul>


Christian R. White

Christian R. White

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