Gillian Bidgood treats clients’ problems like her own. As vice-chair of the firm's Employment Advice and Investigations practice, she looks beyond the law and works with clients to understand the financial, practical, and personal motivations and implications of the employment issues and employment litigation she handles. This broad perspective helps Gillian ensure that she is responsive to clients’ needs and that she can proactively help clients define and meet their goals.

Gillian has successfully honed her skills as a trial attorney and legal counselor. Clients rely on her to find solutions and give sound advice on all stages of the employment relationship from hiring to post-termination disputes.

Gillian has significant experience with:
  • Administrative proceedings
  • Employment and independent contractor agreements
  • Non-compete and non-solicit covenants
  • Employment policies and handbooks
  • Workplace Investigations
  • Employee discipline
  • Wage and hour issues
  • Severance agreements
  • Employment aspects of mergers and acquisitions
  • Civil Lawsuits

Gillian also frequently writes and presents for lawyers and business people on critical employment topics.
  • Successfully obtained settlement and avoided trial with client’s former employee and new employer, terms included extending non-compete agreement by 24 months  
  • Successfully obtained summary judgment and avoided costly trial on disability discrimination by a former employee whose physical condition prevented her from performing her job duties
  • Successfully represented employer in unemployment appeal hearing establishing that employee with multiple chemical sensitivity resigned without good cause and that employer had reasonably attempted to accommodate the employee
  • Submitted successful brief supporting decision of unemployment appeal hearing officer, convincing appellate office that employee was at fault for the termination of her employment 
  • Investigated and drafted position statement that successfully convinced state human rights commission that there was no cause to believe that employer demoted employee and employee resigned because of age discrimination
  • Investigated and drafted position statement that successfully convinced the Equal Employment Opportunity Commission that there was no cause to believe that hospital that refused to accept employee's rescission of her resignation based on concerns about the employee's job performance and not discrimination on the basis of disability
  • Successfully briefed and negotiated with administrative agency to reduce independent contractor misclassification award and penalty
  • Advised client on converting independent contractors to employees and drafted documents and policies necessary for the conversion
  • Advised client on staffing structure (employees and independent contractors) and state-specific employment practices to facilitate operations and minimize legal risk during national expansion
  • Week long investigation of allegations of discrimination and harassment, reaching conclusion on employee complaint
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Co-Author, Polsinelli At Work Blog
September 15, 2020
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Co-Author, Polsinelli At Work Blog
August 5, 2020
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Co-Author, COVID-19 Blog
April 2, 2020
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Co-Author, COVID-19 Blog
March 29, 2020
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Co-Author, COVID-19 Blog
March 27, 2020
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COVID-19 Blog
March 24, 2020
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Co-Author, COVID-19 Blog
March 18, 2020
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January 8, 2020
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Co-Author, Polsinelli At Work Blog
May 30, 2019
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August 7, 2018
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