Thomas P. Gies

Partner

Overview

Companies need experienced counsel to address the ever-changing dynamics of the modern workplace. That’s Tom Gies. Tom serves as a strategic partner to leading companies by helping them achieve their business objectives with creative solutions to complex labor and employment law challenges.

Tom has 40 years of experience in litigating complex labor and employment law disputes for companies across a range of industries. He approaches litigation with a singular focus on developing thoughtful, aggressive strategies to achieve the client’s objectives. His experience includes five jury trials, two U.S. Supreme Court arguments, 18 federal appellate court arguments, and more than a hundred trial court and arbitration matters. Tom has deep experience with a wide range of labor and employment law issues, including wage and hour class and collective actions, employee mobility, whistleblower retaliation, business restructuring issues, EEO and disability claims, and employee benefits disputes. Tom's traditional labor counseling practice has focused on helping companies develop and implement strategies in situations involving operational restructurings, facility closures, subcontracting of bargaining unit work, and responding to work stoppages.

Tom’s litigation experience guides his approach in advising companies in employment law regulatory compliance engagements and in handling sensitive internal investigations. Tom is the founder of Crowell & Moring’s Labor and Employment practice, which he led for 20 years.

Career & Education

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    • University of Notre Dame, 1972
    • The George Washington University Law School, J.D., 1976
    • University of Notre Dame, 1972
    • The George Washington University Law School, J.D., 1976
    • District of Columbia
    • Florida
    • Supreme Court of the United States
    • District of Columbia
    • Florida
    • Supreme Court of the United States

Thomas's Insights

Client Alert | 6 min read | 01.22.24

The Department of Labor Publishes the Final Independent Contractor Rule

On January 10, 2024, the U.S. Department of Labor (“DOL”) published its final rule on Employee or Independent Contractor Classification under the Fair Labor Standards Act (“FLSA”). Crowell & Moring previously reported on the proposed rule announced on October 11, 2022. The final rule rescinds the “core factors” independent contractor rule adopted by the Trump administration in 2021 and returns to a “totality of the circumstances” analysis for determining whether a worker is properly classified as an employee or independent contractor. According to the DOL, the new final rule institutes an analysis that better aligns with judicial precedent and the FLSA’s text and purpose. The final rule goes into effect on March 11, 2024....

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Thomas's Insights

Client Alert | 6 min read | 01.22.24

The Department of Labor Publishes the Final Independent Contractor Rule

On January 10, 2024, the U.S. Department of Labor (“DOL”) published its final rule on Employee or Independent Contractor Classification under the Fair Labor Standards Act (“FLSA”). Crowell & Moring previously reported on the proposed rule announced on October 11, 2022. The final rule rescinds the “core factors” independent contractor rule adopted by the Trump administration in 2021 and returns to a “totality of the circumstances” analysis for determining whether a worker is properly classified as an employee or independent contractor. According to the DOL, the new final rule institutes an analysis that better aligns with judicial precedent and the FLSA’s text and purpose. The final rule goes into effect on March 11, 2024....