Bio

Travis Kearbey is a skilled employment and labor practitioner with more than a decade of experience focusing his practice in the areas of litigation, business transactions, counseling and labor law. His litigation experience covers a wide variety of employment-related disputes, including retaliation and discrimination claims, leave-related and wage and hour claims, traditional labor law and arbitration matters, and restrictive covenant disputes. He has represented clients before numerous state and federal courts and various administrative agencies, such as the Equal Employment Opportunity Commission (EEOC), the Department of Labor (DOL), the Missouri Commission on Human Rights and the Illinois Department of Human Rights. Additionally, Travis has successfully handled discrimination and wage and hour claims asserted on class and collective bases by private litigants and government agencies, including the U.S. Department of Justice and the EEOC. His employment counseling and litigation experience arises from work with clients across many industries, including the manufacturing, hospitality and professional services sectors. In the not-for-profit sector, Travis also has experience representing numerous education clients, ranging from elementary and secondary schools in Missouri to colleges and universities with campuses around the globe. He also provides counsel to numerous nonprofit organizations focused on the arts, education and health care. Travis also has broad employment experience at all stages of complex mergers and acquisitions — from diligence to integration. This experience includes the negotiation of employment-related terms in merger agreements, stock and asset purchase agreements, and on behalf of privately held and public companies. Travis' wide-ranging experience in the M&A space also includes the negotiation of deal-related executive employment and separation agreements, transition service agreements and secondment contracts. Travis provides both day-to-day counseling and long-term strategies for developing a culture of compliance, implementing employment policies, conducting companywide pay equity audits and remediation efforts, and structuring and implementing reorganizations and reductions in force.