"I view it as my role to pave the way for clients to accomplish what they want to do, within the bounds of the law. The businesspeople I represent must make difficult decisions every day, and they turn to me for shrewd, nuanced guidance. I lay out their options, explain the benefits and potential perils of each, and steer them towards the paths that works best for them."

Practice Overview

With four decades of experience in a labor and employment practice that spans the nation, Robert F. Spencer , Jr. represents employers on a range of issues, including employee discipline and terminations, workforce reductions, affirmative action compliance, union organizing efforts, and discrimination claims. Serving companies in the manufacturing, wholesale distribution, retail, healthcare, and oil field support arenas, he builds strong, enduring client relationships that enable him to tailor his counsel precisely to their needs and objectives.

Bob handles a variety of questions and claims arising under statutes such as wage and hour laws, Title VII, the National Labor Relations Act (NLRA), the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Family and Medical Leave Act (FMLA), the Worker Adjustment and Retraining Notification Act (WARN), and other state and federal legislation, rules, and standards. He also guides employers in adhering to regulations under the Occupational Safety and Health Administration (OSHA).

Advocating for management before the National Labor Relations Board (NLRB), Bob provides seasoned counsel in matters relating to union organizing, elections, decertification, and defense of unfair labor practice charges. He also advises and represents clients in the administration of union contracts, resolution of grievances and arbitration, and immigration matters. In addition, he directs federal contractors and subcontractors in fulfilling all the obligations of the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). They include creating and updating annual affirmative action programs, and then defending these clients in audits on the administration of these plans.

Whether he’s counseling clients on routine matters or stepping up to guide them through a sudden crisis, Bob’s excellent people skills, listening abilities, and deep insight make him a gifted advisor. Always staying abreast of current events and updated on the ever-evolving regulatory landscape, he keeps clients informed of changes that will affect their operations and lets them know how to respond prudently. Bob finds it particularly gratifying to direct managers and supervisors in adopting policies and techniques that help their organizations overcome challenges and stave off problems down the road.

Bob puts himself in his clients’ shoes to facilitate their goals while maintaining sight of all relevant legal limitations. His empathy is not aimed only towards those he represents. In helping employers navigate union organizing activities, for example, Bob advises clients that they need to address not only obligations and prohibitions under the law, but also the root cause of employees’ discontent. He emphasizes that treating staffers with respect, letting them know they’re valued, and ensuring fair compensation go a long way to address the conditions that tend to inspire labor organizing. This approach also bolsters clients’ ability to attract and retain the best employees in a very competitive labor market.