Collins has been Board Certified in Labor & Employment Law by the Texas Board of Legal Specialization since 1997 and his practice for more than 35 years almost exclusively has involved Labor and Employment matters.
Bryan Collins is a second generation Texan, born in Dallas. After graduating from St. Mark’s School of Texas and Stanford University, he returned to Texas and graduated from the University of Texas School of Law in Austin, where he was a member of the Texas Law Review. Collins was associated with, and later a partner in, the Jackson Walker law firm in Dallas for more than twenty years before teaming up with Rogge Dunn in 2006
Collins has assisted human resources personnel, owners, executives, and in-house attorneys of small to very large companies and provided counsel on all employment law issues including: termination decisions, workforce reductions, EEOC, DOL, OFCCP, and state agency investigations, internal investigations, sexual harassment claims, discrimination and retaliation claims, non-competition, non-solicitation and confidentiality agreements, performance improvement programs, compensation and benefit plans, mediation and arbitration agreements, and employee policies and procedures.
Collins has successfully represented clients in adversarial employment disputes in state and federal courts, before arbitrators and in governmental administrative proceedings.
He has developed and implemented risk reduction strategies for clients including management and employee training, performance improvement programs, dispute resolution procedures, and mediation and arbitration agreements and negotiated and drafted for his clients and enforced innumerable employment agreements (often incorporating change-in-control, stock option and deferred compensation provisions), non-competition and non-solicitation agreements, non-disclosure and confidentiality agreements, settlement agreements, and severance and release agreements.
Bryan Collins is a second generation Texan, born in Dallas. After graduating from St. Mark’s School of Texas and Stanford University, he returned to Texas and graduated from the University of Texas School of Law in Austin, where he was a member of the Texas Law Review. Collins was associated with, and later a partner in, the Jackson Walker law firm in Dallas for more than twenty years before teaming up with Rogge Dunn in 2006
Collins has assisted human resources personnel, owners, executives, and in-house attorneys of small to very large companies and provided counsel on all employment law issues including: termination decisions, workforce reductions, EEOC, DOL, OFCCP, and state agency investigations, internal investigations, sexual harassment claims, discrimination and retaliation claims, non-competition, non-solicitation and confidentiality agreements, performance improvement programs, compensation and benefit plans, mediation and arbitration agreements, and employee policies and procedures.
Collins has successfully represented clients in adversarial employment disputes in state and federal courts, before arbitrators and in governmental administrative proceedings.
He has developed and implemented risk reduction strategies for clients including management and employee training, performance improvement programs, dispute resolution procedures, and mediation and arbitration agreements and negotiated and drafted for his clients and enforced innumerable employment agreements (often incorporating change-in-control, stock option and deferred compensation provisions), non-competition and non-solicitation agreements, non-disclosure and confidentiality agreements, settlement agreements, and severance and release agreements.
Litigation Results for Clients
Mr. Collins has successfully tried numerous matters to juries and arbitrators and briefed and argued successful motions and appeals to state and federal trial and appellate courts concerning significant employment matters including claims of sexual harassment, discrimination, retaliation, ERISA violations in terminating retirement benefits, FLSA overtime violations, commissions allegedly owed, negligence, gross negligence, and workers’ compensation retaliation. He has also successfully represented clients being investigated by government agencies including the EEOC and the Department of Labor.