James L. Hughes, a Principal in the firm, represents employers in all aspects of labor and employment law with particular emphasis on executive compensation, ERISA, employee benefits, employment contracts, and immigration.
Jim represents public and private companies and tax-exempt organizations in complex employment and executive compensation matters. He negotiates individual employment and severance agreements, separation and change-in-control agreements, and retention and bonus programs. He also designs, drafts and oversees retirement and welfare plans, deferred compensation and stock options.
Jim counsels companies on human resources concerns such as management training, OSHA compliance, and immigration matters including worksite enforcement. He also conducts internal employment audits.
College & Community
Jim is a magna cum laude graduate of Lambuth College and later graduated from Vanderbilt University School of Law where he was Executive Editor of the Vanderbilt Law Review. He frequently speaks on a variety of employment law issues.
He has a long history of civic involvement with a focus on initiatives to help young people succeed. He was on the Board of the Student Finance Foundation of Georgia (SFFG). Through its REACH program, SFFG provides financing through the State of Georgia to provide low-income students access to scholarships and low interest loans.
A former AAU basketball coach, he has also coached soccer and softball. He was a former director of the North American Baptist Education Foundation and now leads Bible studies at Peachtree Corners Baptist Church and in the community.
Webinar: What Employers Should Know if COVID-19 is Really Here to Stay
The Supreme Court recently ruled that the OSHA Emergency Temporary Standard requiring employers with 100 or more employees to require Covid vaccines was unconstitutional while on the same day finding that mandatory Covid vaccines for healthcare workers were valid. The Federal Contractor Covid Vaccine mandate has been enjoined but not yet finally decided. The CDC continues to change its advice. What is an employer to do?
