Phone: 410-843-3480
Fax: 410-752-8861
E-Mail: horton@shawe.com
Chad represents both unionized and union-free clients in a full range of labor and employee relations matters, including in court and in administrative proceedings before the National Labor Relations Board, the Equal Employment Opportunity Commission, and the Department of Labor. He represents clients in many industries, including manufacturing, government contracting, and health care sectors, as well as non-profit employers.
Chad has served as chief negotiator for management in collective bargaining negotiations. In addition, he has represented management and served as first chair in numerous labor arbitration procedures and helped employers navigate complex legal issues related to plant closures and relocations, and sales. Chad also assists employers with effectively responding to union organizational campaigns.
Before joining Shawe Rosenthal, Chad served as a Field Attorney with the National Labor Relations Board where he investigated unfair labor practice charges, administered secret-ballot elections, conducted representation hearings, and litigated numerous unfair labor practice charges. Chad’s prior experience with the NLRB provides clients with a unique insider’s perspective both as it concerns compliance with the NLRA and navigating pending charges and litigation before the agency.
In addition, Chad has guided employers through OSHA and EPA investigations, and audits conducted by the Department of Labor.
Chad Horton Guest Speaker on US Employers
Chad M. Horton Won a Victory in a Contract Interpretation Case
Gary L. Simpler and Chad M. Horton Defeat Union in Organizing
We are delighted to announce that Chad M. Horton has been made a Partner at our Firm
Chad M. Horton won an arbitration for an alcoholic beverage company
Chad M. Horton Was A Guest Speaker For An Employment Law Alliance Podcast
Chad M. Horton was a Panelist for “Coders of the World Unite: Will Tech Workers Disrupt the NLRA?”
NLRB Decisions Restrict Unionized Employers’ Ability to Act Unilaterally
The NLRB Affirms Its Test for When Adverse Action Is Motivated by Protected Conduct
NLRB Resuscitates “Quickie Election” Rules
NLRB Decision Paves Path to Imposing Unions on Employers and Their Employees
Employers – The NLRB Has Just Made Many Common Work Rules Unlawful
NLRB Returns to More Lenient Standard for Employees’ Abusive and Profane Misconduct
NLRB Will Target Repeat Offenders With Stronger Sanctions
The NLRB Is Providing More Resources to Workers – But What Are Employers’ Rights?
NLRB GC Identifies Aggressive, Pro-Union Priorities and Desired Changes to Existing Law
What Has Happened and What Can Employers Still Expect from the NLRB?