Wilson Worley is a general civil practice law firm providing litigation and non-litigation services in  Northeast Tennessee and Southwest Virginia from offices in Kingsport, Tennessee. We have a broad range of skills and talents in our team, which allows us to provide excellent tailored service to our clients. We would be pleased to welcome a new attorney to join our team as an associate. The ideal candidate should be ambitious, flexible, and enthusiastic. If you have serious interest in filling this position please reach out to our office manager at 423-723-0432 or by email at lfuller@wilsonworley.com.  

Sparked by the #MeToo movement, over the past half-decade or so, there has been a sweeping change in the way our society views sexual harassment and its victims. As a reflection of these changing views, the federal and state legislatures have enacted laws to help ensure that victims of sexual harassment are free to voice their experiences and shed light on their perpetrators, at least in the context of the workplace. In late 2022 Congress enacted the Federal Speak Out Act. The Act makes pre-dispute non-disclosure and non-disparagement agreements (NDAs), as they relate to sexual harassment and assault, unenforceable. Essentially, this

Wilson Worley PC is pleased to announce that three of the firm’s attorneys have been named to Mid-South Super Lawyers, which recognizes the leading attorneys in the state.  Each year, no more than five percent of the lawyers in the state are selected by the research team at Super Lawyers to receive this honor.   The three lawyers selected for this honor are:   Russell W. Adkins is a shareholder with Wilson Worley PC.  He is certified as a Civil Trial Specialist by the National Board of Trial Advocacy.  He has significant trial experience, and has tried cases involving medical malpractice, personal injury, civil

Business owners often form entities, in part, to shield their personal assets from their business’ liabilities.  There is a plethora of stories, though, about unsuspecting business owners’ personal assets being subject to the entity’s obligations.  Sometimes this liability comes about through what the law refers to as “piercing the corporate veil.”  Piercing the corporate veil is an interesting doctrine, but its application is for those businesses where its owners commingle business assets with personal assets and are using the business as an alter ego. Business owners can also subject their personal assets to their business’ liabilities by personally guarantying those obligations. 

If you are an employer in the private sector, chances are your employee policies must comply with the rules and regulations established by the National Labor Relation’s Board (“NLRB”) under the National Labor Relations Act (“NLRA”). What standard the NLRB uses in evaluating employer policies can be the difference between finding that your policies appropriately regulate employee conduct and finding that they violate protected rights. In 2017, the NLRB announced a new standard in Boeing Co. [1] for evaluating whether facially neutral employee policies would be found lawful. The decision in Boeing Co. overruled the NLRB’s prior decision in Lutheran Heritage

On May 21st, the United States Supreme Court released its long awaited decision in the case of Epic Systems Court v. Lewis, consolidated before the court with two other cases in which certiorari had been granted, Ernst & Young, LLP. v. Morris, and National Labor Relations Board v. Murphy Oil USA, Inc. The common issue in all three cases was whether class action waivers in employment agreements that provide for the individual arbitration of claims are invalid under Sections 7 and 8 of the National Labor Relations Act (NLRA), which protects the rights of employees to engage in “concerted activity”. The