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Teresa Shulda, Vice-Chair of the firm's Employment and Labor Law Team, has been litigating employment disputes and advising on workplace law matters for nearly 20 years. Based in the firm’s Wichita office, much of Teresa’s practice is focused on employer-side issues. She represents businesses that range from some of the city’s largest corporations with thousands of workers around the globe to small, closely held businesses with fewer than 10 employees.

Known for her deep understanding of federal regulations as well as Kansas employment laws, Teresa is a powerful advocate for her clients – both in and out of the courtroom. She regularly defends employers against discrimination claims, including those involving age, race, religion, national origin, gender, or disability allegations. In addition, Teresa handles disputes related to wrongful termination, breach of contract, civil rights, and whistleblower retaliation claims. She is particularly well-versed in federal statues such as the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Title VII, the Age Discrimination in Employment Act (ADEA), and Pregnancy Discrimination Act, as well as the Kansas Wage Payment Act. Teresa also assists clients with labor-law matters, including the negotiation of collective bargaining agreements, litigating labor arbitrations, advising on day-to-day issues that arise under collective bargaining agreements, and providing guidance on National Labor Relations Act (NLRA) compliance to both unionized and non-unionized employers.

Teresa represents clients in federal and state courts, in regulatory agency proceedings, and in alternative dispute resolution forums. In a widely publicized age discrimination suit, she worked on the Foulston team that obtained a decisive victory for her client when the jury rendered a defense verdict in less than two hours, ending a 10-year litigation that originated as a collective action. Her enviable track record also includes numerous summary judgments on behalf of clients, several of which have been confirmed by higher courts. Teresa has also achieved many successful outcomes for her clients who are defending charges of discrimination filed with the Equal Employment Opportunity Commission (EEOC) or the Kansas Human Rights Commission. An accomplished negotiator, she has secured highly favorable settlements for her clients that averted prolonged litigation.

Much of Teresa’s practice includes advising clients on compliance-related issues and litigation-avoidance tactics. Working hand-in-hand with human relations departments, company owners, and in-house legal counsel, she crafts strategies that meet the company’s goals and fulfill federal and state requirements. Because much of her early career was focused on employee representation, she applies her understanding of the workforce perspective when counseling employers.

Teresa is often asked to share her insights with human resources professionals and legal colleagues at seminars and meetings across the region. She serves as the co-editor of BLR’s Kansas Employment Law Letter and frequently publishes articles and client alerts on timely topics and legal rulings.

Education

• University of Colorado (J.D., 2002)
• University of Kansas (BA in Environmental Studies, 1994)
• Yale School of Forestry and Environmental Studies (Master of Forestry, 1997)

Keeping your Employer out of Hot Water: Conducting Effective Investigations. An employee walks in your door and says she is being sexually harassed by her supervisor. Another employee reports that his colleagues regularly use racial slurs in his presence. How do you respond? This session will explore how to conduct effective workplace investigations and why it’s so important to get it right. Learn techniques to ensure your investigation is fair and thorough – and how to avoid possible pitfalls and land mines that accompany investigating such explosive issues.

Learning objectives:

1. Ensuring your investigations are organized and thorough
2. Ensuring that the investigation report is clear and can be Exhibit A in any later legal dispute
3. Identifying common errors that can call into question the validity of an investigation

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