- The Ohio State University Michael E. Moritz College of Law, J.D., 2008, Order of the Coif
- Miami University, B.A., 2005
Bar & Court Admissions
- United States District Court for the Southern District of Ohio
- United States District Court for the Northern District of Ohio
- U.S. Court of Appeals for the Sixth Circuit
- U.S. Court of Appeals for the Fourth Circuit
- U.S. Court of Appeals for the Third Circuit
- Admitted to practice law only in the states listed above.
Adam is a partner in the Vorys Columbus office and a member of the labor and employment practice group. He has significant experience in litigating wage and hour, employment discrimination, and wrongful discharge cases. Adam has represented employers before administrative agencies and in federal and state courts. Adam also has substantial experience in defending wage and hour class actions and collective actions across the country. He counsels clients on a broad range of employment issues, including federal and state employment law compliance; employee discipline, accommodation, and termination decisions; and the drafting of employee handbooks.
His notable experience includes:
- Defending clients in various nationwide Fair Labor Standards Act (FLSA) collective actions.
- Defeating class certification for employer in putative wage and hour class action in California.
- Obtaining decertification for employer in wage and hour class action in California.
- Obtaining summary judgment for employers in various state and federal discrimination cases.
- Assisting employers with the development and implementation of compliant Americans with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA) policies and procedures.
Adam regularly provides training and lectures on a variety of employment law topics, including harassment, discrimination, employee relations, union awareness, and compliance with the FMLA, the ADA, and the FLSA.
Adam received his J.D. from The Ohio State University Michael E. Moritz College of Law, where he was a member of the Order of the Coif. He received his B.A. from Miami University.
- 1/3/2017Vorys announced that Michael J. Ball, Colleen M. Devanney, J.B. Lind, Natalie M. McLaughlin, Martha Brewer Motley, Adam J. Rocco, Benjamin A. Shepler and Nancy Nicole Workman have been named partners of the firm.
- 5/14/2020In this ninth weekly edition of our weekly COVID-19 webinar, Vorys attorneys continued to focus on the legal and business issues related to the return to the workplace.
- 11/4/2015Vorys attorneys Michael Ball and Adam Rocco presented a webinar hosted by the Ohio Chamber of Commerce HR Academy of November 4, 2015.
- 11/5/2014Vorys attorneys Michael Ball and Adam Rocco presented a webinar hosted by the Ohio Chamber of Commerce on November 5, 2014.
- 5/20/2020On May 14, 2020, the Ohio Department of Health released its Dine Safe Ohio Order, formalizing the rules for restaurant and bar reopenings that it announced in a press conference on May 7, 2020.
- 5/11/2020Governor Mike DeWine announced the first stage of Ohio’s plan to reopen hair salons, day spas, nail salons, barbershops and tanning facilities on May 15, 2020.
- 2/3/2020The federal Worker Adjustment Retraining and Notification Act (WARN Act) requires employers to provide employees with advance notice of certain plant closings and mass layoffs.
- 12/18/2019Labor and Employment Alert: Medical Marijuana Users are Eligible for Unemployment Compensation in MichiganThe Michigan Medical Marijuana Act (MMMA) grants qualified medical marijuana users who are using marijuana in accordance with the MMMA immunity from “arrest, prosecution, or penalty in any manner.”
- 12/10/2019In December 2018, Philadelphia, Pennsylvania enacted its “Fair Workweek Employment Standards Ordinance” to mandate predictable pay and scheduling for employees in the retail, food service, and hospitality industries.
- 10/22/2019Labor and Employment Alert: Illinois’ Workplace Transparency Act Imposes New Training and Reporting Obligations on Employers (Part II)As we previously reported in Part I of this series, the Illinois Workplace Transparency Act (WTA) will significantly change the contours of employment, separation, and settlement agreements when it becomes effective on January 1, 2020.
- 10/21/2019The new Illinois Workplace Transparency Act (WTA) significantly changes the contours of employment, separation, and settlement agreements in Illinois.
- 6/24/2019Oregon recently enacted the Workplace Protection Act (WPA) to restrict the use of nondisclosure agreements in circumstances alleging employment discrimination and mandating the employers adopt written anti-discrimination policies.
- 1/2/2019Suffolk County, New York, has become one of the latest jurisdictions to prohibit employers from asking applicants about their compensation history. The law becomes effective on June 30, 2019.
- 10/11/2018Labor and Employment Alert: Illinois Now Mandates That Employers Reimburse Employees’ Business ExpensesEffective January 1, 2019, Illinois will become the ninth state to mandate that employers reimburse employees for expenses incurred in carrying out their job duties.
- 6/25/2018Labor and Employment Alert: Washington Prohibits Certain Nondisclosure, Waiver and Arbitration Agreements Relating to Discrimination ClaimsUnder the Washington Law Against Discrimination (WLAD), discrimination on the basis of a protected status such as race, national origin, sex, veteran or military status, sexual orientation or disability is prohibited.
- 3/12/2018Labor and Employment Alert: California Supreme Court Changes Overtime Calculation and Gives a Huge Bonus To EmployeesFor California employers, no good deed goes unpunished. Dart Container Corporation paid its employees, in addition to their normal hourly wage, a flat sum $15 attendance bonus if they were scheduled to work on a Saturday or Sunday.
- 2/28/2018On February 26, 2018, the Second Circuit Court of Appeals held that discrimination on the basis of sexual orientation is a form of sex discrimination prohibited by Title VII of the Civil Rights Act.
- 1/18/2018Maryland is now the eighth state (behind Arizona, California, Connecticut, Massachusetts, Oregon, Vermont and Washington) to require sick leave for employees.
- 8/28/2017The Missouri legislature recently enacted significant changes that raise the bar on proving discrimination and whistleblower claims; cap compensatory and punitive damage; eliminate individual liability for supervisors; and preempt local minimum wages. They become effective on August 28, 2017.
- 7/13/2017Under the federal Fair Labor Standards Act tip-credit provision, employers may use an employee’s tips as a credit against the employee’s minimum wage.
- 6/16/2017California has long prohibited discrimination on the basis of sexual orientation, gender identity, and gender expression (such as appearance and behavior).
- 6/6/2017Labor and Employment Alert: Oregon Adopts an Expansive Equal Pay Act That Prohibits Salary InquiriesRecently, Oregon enacted the Oregon Equal Pay Act of 2017. The act prohibits employers from inquiring into an applicant’s or employee’s salary history and expands the reach of the equal pay requirements.
- 5/11/2017Labor and Employment Alert: California Supreme Court Grants Employers ‘Day Of Rest’ From Class ActionsCalifornia’s Labor Code ensures employees a “day of rest” by providing that every employee “is entitled to one day‘s rest therefrom in seven" and that "no employer of labor shall cause his employees to work more than six days in seven."
- 4/5/2017On April 4, 2017, the Seventh Circuit Court of Appeals held that discrimination on the basis of sexual orientation is a form of sex discrimination prohibited by Title VII of the Civil Rights Act.
- 3/20/2017Labor and Employment Alert: In California, Commissioned Salespersons Must Get Separately Paid Rest BreaksCalifornia law requires that most employees receive paid rest breaks for every four hours worked or major fraction thereof.
- 1/13/2017Nationally, 24 states and more than 150 cities and counties have enacted “ban-the-box” or “fair chance” legislation that restricts public employers or government contractors from inquiring into applicants’ criminal histories.