• vcard
D 816.572.4469
F 816.753.1536
  • Education
    • J.D., University of Kansas, 2004, University of Kansas Journal of Law and Public Policy, Staff Member
    • B.A., University of Kansas, 2001, with honors; Phi Beta Kappa
  • Court Admissions
    • U.S. District Court, District of Kansas, 2005
    • U.S. District Court, Western District of Missouri, 2006
    • U.S. Court of Appeals, Eighth Circuit, 2007
    • U.S. Court of Appeals, Tenth Circuit, 2009
    • U.S. Court of Appeals, First Circuit, 2015
Robert Hingula primarily focuses his practice on trial and counseling work involving labor and employment law.  Most recently, he has devoted a significant amount of his practice to representing employers in various industries in collective actions brought pursuant to the Fair Labor Standards Act.  As part of his representation, Mr. Hingula has advised and assisted clients with restructuring their compensation policies to comply with state and federal wage and hour laws.  Some of the industries Mr. Hingula has represented and counseled in wage and hour issues include financial institutions, mortgage companies, cable installation companies, waste and disposal companies, medical facilities, maintenance companies, and educational institutions.

Mr. Hingula also routinely counsels and represents school districts through various employment and education law issues, including due process hearings, student discipline procedures, implementation of district-wide policies, and grievances. He has successfully defended districts in arbitrations brought by teachers challenging the districts' decision to terminate their employment.  Mr. Hingula also routinely provides training to district employees regarding various employment practices, and has assisted districts in properly investigating employee and student complaints regarding various issues including discipline, harassment/bullying, discrimination, and statutory compliance.

In addition to his background in wage and hour law and the education realm, Mr. Hingula has experience defending employers in both state and federal court and before state and federal agencies against allegations of sexual harassment, retaliation, wrongful discharge, and discrimination claims including age, race, disability, religious, and sex discrimination.  He also advises employers on compliance with various state and federal statutes including the Uniformed Services Employment and Reemployment Rights Act, the Family Medical Leave Act, and the Fair Labor Standards Act.  Mr. Hingula has also represented employers and employees in several cases involving non-compete covenants and non-solicitation agreements. 
  • Obtained summary judgment on four of five employment complaints including claims for retaliation and defamation. Successfully defended a one-week jury trial for the remaining breach of implied contract claim.
  • Plaintiff alleged wrongful termination of her employment based on her Wiccan religious beliefs in violation of Title VII and the Missouri Human Rights Act. The matter was tried before a jury in the U.S. District Court for the Western District of Missouri. The jury returned a verdict in favor of defendant.
  • After a one-week jury trial, successfully defended a national Internet security provider in a claim for alleged pregnancy discrimination by a former employee.
  • Plaintiff brought a collective action for alleged violations of the Kansas Minimum Wage and Maximum Hour Law. Filed a pre-answer motion to dismiss plaintiff’s’ claims against on the basis that the law was inapplicable to defendant. The court ruled from the bench granting defendant’s motion to dismiss. Plaintiff appealed and the Kansas Court of Appeals affirmed the dismissal.
  • Plaintiff brought claims against former employer for retaliation and failure to pay overtime under the Fair Labor Standards Act. Obtained partial summary judgment dismissing plaintiff's overtime claim with the court holding that defendant's fluctuating work week method of paying overtime was compliant.
  • Former non-tenured teacher requested hearing on non-renewal claiming she was non-renewed on basis of her age. After a three-day due process hearing, the hearing officer found in favor of the district on all counts.
  • Defended numerous clients through Fair Labor Standards Act litigation and negotiated settlements favorable to defendant.
  • Former employee brought Department of Labor action against a construction company, claiming unpaid wages and bonuses. The Department hearing office held in favor of company stating that employee had received all wages owed and was compensated properly.