Stoel Rives LLP

Jamie Kilberg is an attorney in the Litigation practice group. He has a multi-faceted practice, focused on white-collar criminal defense, employment litigation, and complex civil litigation. Jamie has represented individuals and corporations being investigated for or charged with antitrust violations, mail fraud, wire fraud, securities fraud, money laundering, and environmental crimes; he has counseled clients on compliance with the Foreign Corrupt Practices Act; he has represented employers in a number of civil rights and contractual disputes; and he has represented individuals, former government officials, foreign officials, and corporations at both the trial and appellate levels in connection with a variety of other civil litigation matters. He is a member of Stoel Rives’ Health Care Initiative and China Initiative.

Before joining Stoel Rives in 2010, Jamie spent eight years in the Trial Department at Baker Botts L.L.P. in Washington, D.C., and served for two years as a judicial clerk for the Honorable Chief Judge Ernest C. Torres, U.S. District Court for the District of Rhode Island.

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Circuit Split Remains As To Possible Employer Remedies Under Computer Fraud and Abuse Act (CFAA)

By Stoel Rives LLP on January 11, 2013 Posted in Updates

CFAA Computer Fraud Abuse Act circuit split misuse access employer employee computer… Continue Reading

Allergy to Perfume Not a Disability, Says Ohio Federal Court

By Stoel Rives LLP on November 12, 2012 Posted in ADA

Employers got some relief from a situation that is becoming more and more common: an employee that claims a scent allergy and wants a work accommodation. In Core v. Champaign County Board of County Commissioners, Case No. 3:11-cv-166 (S.D. Ohio Oct. 17, 2012), plaintiff claimed she was allergic to a particular scent that substantially limited her breathing … Continue Reading

NLRB Puts Kibosh On Some Employer Social Media Policies

By Stoel Rives LLP on October 8, 2012 Posted in Gov't Agencies, Labor

The National Labor Relations Board (“NLRB”) continues to closely scrutinize employers’ social media policies and practices. As employers struggle to craft policies that promote productivity while at the same time protect employees’ rights, both unionized and non-unionized employers need to be aware of recent NLRB decisions and their impact on employer policies: Social-Media Based Termination Can … Continue Reading