Baird Quinn

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Corporation & Partnership Law Attorneys, Accident & Property Damage Attorneys, Attorneys

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(303) 813-4500Call Visit WebsiteVisit Website Map & DirectionsDirections2036 E 17th AveDenver, CO 80206 Write a ReviewWrite Review

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Phone: (303) 320-5868

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Central Denver, City Park West

AKA

Baird Quinn LLC

Baird, J Mark

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http://www.bairdquinn.com

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Corporation & Partnership Law Attorneys, Accident & Property Damage Attorneys, Attorneys, Business Law Attorneys, Business Litigation Attorneys, Criminal Law Attorneys, Employee Benefits & Worker Compensation Attorneys, Labor & Employment Law Attorneys, Legal Service Plans, Patent, Trademark & Copyright Law Attorneys

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Phone: (303) 813-4500

Address: 2036 E 17th Ave, Denver, CO 80206

Website: http://www.bairdquinn.com

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Baird Quinn

Adoption

Criminal Defense
Prior to forming a boutique employment law firm in 1998, Mr. Baird was a Senior Trial Attorney with the United States Equal Employment Opportunity Commission, an attorney with Sherman & Howard, LLC, in Denver, Colorado, and an attorney with Watson, Ess, Marshall & Enggas in Kansas City, Missouri. He graduated with distinction from the University of Iowa in 1986, where he earned the American Jurisprudence Awards in Constitutional and Criminal Law.
Fraud
Baird Quinn represents clients with respect to retaliation claims under the Sarbanes-Oxley Act of 2002 (“SOX”). These claims are typically asserted by employees who claim that they were subjected to retaliation for reporting securities or accounting fraud and other corporate wrongdoing. Clients may include high-level executives, attorneys, managers, accountants and other whistle-blowers. See OSHA-Fact-Sheet-SOX.
Theft
Assault
These tort claims involve several potential theories of liability, including intentional infliction of emotional distress (also known as “outrageous conduct”), negligent infliction of emotional distress, wrongful discharge in violation of public policy, defamation, negligent misrepresentation, fraud, interference with contract or prospective financial advantage, invasion of privacy, assault and battery, malicious prosecution or abuse of process, assault and battery, promissory estoppel, and negligent hiring, training and retention. Business owners are all too frequently surprised to discover that they may be held liable for torts committed by their employees within the scope and course of their employment – even if the business owner did not expressly approve of or direct the conduct serving as the basis for the claim.

Business and Corporate Law

Business Disputes
Our firm is located near downtown Denver, Colorado, in the beautiful Bushong Mansion. Please feel free to contact us with your employment or business law questions. Baird Quinn LLC is located in the beautiful Bushong Mansion near downtown Denver.
Construction Contracts
Trade Secrets
Unfair Competition
Baird Quinn represents individuals and corporate clients in both business litigation and commercial fraud cases. Our business litigation attorneys have significant experience representing clients in litigation involving breach of contract, unfair competition, commercial defamation, breach of fiduciary duty, breach of duty of loyalty, interference with contract, interference with prospective financial advantage, commercial fraud, and shareholder rights claims.

Workers Compensation
Misclassified employees have multiple potential claims arising from a misclassification as an independent contractor. They can assert FLSA claims in the event they were not paid at the federally mandated minimum wage or overtime for hours worked in excess of 40 in a workweek. They can also assert claims arising from their exclusion from benefit plans made available to employees of the company. In addition, workers mistakenly classified as independent contractors can claim unemployment benefits, and/or workers compensation benefits if they were injured in the course of performing their jobs for the company.
Wrongful Termination
The employment attorneys at Baird Quinn receive telephone calls on a daily basis from recently terminated employees. The callers typically describe what they perceive to be “arbitrary” or “unfair” termination decisions, and want to know whether they have been subjected to an actionable “wrongful discharge” under Colorado law.
Employment Discrimination
The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Employment Contract
~ from a small business owner after the firm’s successful defense of claims by his former employer that he violated non-competition and non-solicitation provisions of his employment agreement.
Employment Litigation
“We appreciate what you did for us... we will continue to rely on you for employment issues and would not hesitate to recommend you to anyone needing your expertise.”
Non-compete Agreement
In 2018, the non-competition statute was amended to allow physicians to continue to care for patients with rare disorders, as defined by criteria developed by the National Organization For Rare Disorders, Inc., or any successor organization, even if they signed a non-compete agreement.
Severance Agreement
Prevailed in arbitration and recovered $556,462.00 in severance pay and benefits to which CEO was entitled due to good reason resignation triggered by diminution in authority, duties and responsibilities.
Sexual Harassment
Title VII of the Civil Rights Act of 1964 and the Colorado Anti-Discrimination Act prohibit sexual harassment in the workplace. EEOC-Guidance-Sexual-Harassment-Title VII. Generally, sexual harassment is unwelcome behavior that creates a hostile work environment due to an employee’s sex. The harasser may be a manager or supervisor, a co-worker, a customer, or a vendor. The harasser is frequently – but not always — in a position of power over the victim. While sexual harassment is often perpetrated by a harasser of a different gender, same-sex harassment also violates the law. Workplace sexual harassment may lead to other prohibited employment practices, such as unlawful retaliation, workplace harassment, and many more. Baird Quinn LLC’s sexual harassment lawyers have significant experience representing clients at all phases and in all aspects of sexual harassment cases. Contact Us

Construction Litigation
The DOL Wage and Hour Division (WHD) is responsible for enforcing some of our nation’s most comprehensive federal labor laws on topics, including the minimum wage, overtime pay, recordkeeping, youth employment and special employment, family and medical leave, migrant workers, lie detector tests, worker protections in certain temporary worker programs, and the prevailing wages for government service and construction contracts.
Property Damage
In general, absent an enforceable written agreement to the contrary, employers may not deduct from an employee’s wages or compensation for the cost of damage or depreciation to an employer’s property.

Disability Discrimination
Title I of the Americans With Disabilities Act (ADA) prohibits employers from discriminating against employees or applicants on the basis of disability in any aspect of employment, including hiring, compensation, promotion, discharge and other terms and conditions of employment. The ADA also protects employees from retaliation for requesting a reasonable accommodation for a disability or good faith opposition to perceived disability discrimination. See EEOC-Fact-Sheet-Disability-Discrimination-ADA

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