Tiffany has dedicated the majority of her legal career to defending employers against the full spectrum of employment claims. Tiffany’s past litigation experience includes successfully representing employers in all aspects of employment litigation, including discrimination and harassment claims in both state and federal courts, as well as before various administrative agencies, including the Equal Employment Opportunity Commission, the Michigan Department of Civil Rights, and the Department of Labor.
In addition to litigation, an integral part of Tiffany’s practice is developing business-minded solutions for complex employment challenges with the aim of risk management and litigation avoidance. She routinely provides preventative counseling to employers on a wide range of issues, such as personnel policies, FMLA, disability accommodations, non-compete and confidentiality agreements, wage and hour matters, employee misconduct, and employment terminations. She also regularly reviews and drafts employment agreements, employee handbooks, employment policies and procedures, employee benefit plans, separation agreements, and other documents designed to help clients avoid liability and implement sound management practices.
Prior to joining Scholten Fant, Tiffany practiced at a large regional law firm, where she was an active litigator handling a variety of matters in the employment, commercial, and class action arenas. Before that, she graduated from West Virginia University College of Law, where she received several awards, served as the Dean’s research assistant, and was President of the Real Estate Law Society.
Memberships, Education, and Publications
State Bar of Michigan and its Labor and Employment and Litigation Sections
Ottawa County Bar Association
West Virginia University College of Law (Juris Doctor, 2012)
West Virginia Wesleyan College (Bachelor of Arts, 2008, magna cum laude)
“Be Careful: The EEOC Issues New Guidance on Workplace Retaliation”
“Are all Employers Created Equal? Setoff Shenanigans for Special Employers in Deliberate Intent Cases”