Author: Gilbert McWherter Scott Bobbitt PLC

Categories
News

Jonathan Bobbitt Named to The National Trial Lawyers’ Insurance Bad Faith – Top 10

McWherter Scott & Bobbitt is pleased to announce partner Jonathan Bobbitt’s inclusion in The National Trial Lawyers Insurance Bad Faith – Top 10 Specialty Association. Mr. Bobbitt is honored to be included in this elite group of trial lawyers for 2020, and continues to represent and fight for the rights of insurance policyholders.

Insurance Bad Faith Trial Lawyers Association

The National Trial Lawyers’ Insurance Bad Faith Trial Lawyers Association – Top 10 (IBFTLA) is an invitation-only professional organization composed of and limited to the Top 10 attorneys from each state or region serving individuals and families who need attorneys to represent them in the American legal system regarding insurance bad faith claims. The criteria for membership include:

  • Reputation among peers, the judiciary and the public
  • Achievements and recognitions in insurance bad faith matters
  • Board certification (if available by State Bar recognition) as a lawyer in the specialty area
  • Nominations from leading lawyers, current members and Executive Committee members of the Insurance Bad Faith Association

Memberships are reviewed annually to assure that the membership of The Insurance Bad Faith Trial Lawyers Association – Top 10 is made up of only highly-recognized and dedicated insurance bad faith attorneys from each state or region.  All members are automatically reconsidered for membership.

About Jonathan Bobbitt

Mr. Bobbitt is an award-winning attorney who has previously been recognized as one of the Mid-South’s Super Lawyers in Employment Law, as well as rated AV Preeminent for ethical standards and legal ability by his peers. He is licensed to practice in Tennessee and Mississippi, and handles a wide array of insurance dispute claims on behalf of residential, commercial, and non-profit policyholders.

To learn more about Jonathan Bobbitt or the Firm, feel free to contact us or call 888-996-9731. The firm’s attorneys are licensed in Tennessee, Missouri, Mississippi, Arkansas and Kentucky.

 

 

Categories
News

All Four Partners from The Gilbert Firm Were Recognized by Best Lawyers in America for 2020

The Gilbert Firm is proud to announce that all four of the firm’s partners – Justin Gilbert, Brandon McWherter, Clint Scott and Jonathan Bobbitt – have been recognized once again by Best Lawyers in America®. All four attorneys have been recognized in previous editions of the publication, which was founded in 1983, and the firm has been recognized for multiple consecutive years by Best Law Firms.

In order to be recognized by Best Lawyers in America, an attorney must first be nominated by a peer, a client, a judicial court or an employer. They cannot simply nominate themselves to appear in the publication, which is provided in print and online. After nominations are submitted, each one goes through a rigorous peer review process that also includes the local bar association notifying the review committee that the lawyer is in good standing.

About our award-winning partners

Justin Gilbert has been recognized this year for his work in the employment law practice area. Gilbert has dedicated more than 20 years of his professional life to protecting the rights of clients who have struggled to obtain fair pay and have been the victim of retaliation or harassment on the job.

Brandon McWherter has been recognized this year for his work in the insurance and commercial litigation practice areas. Licensed in Tennessee, Mississippi, and Arkansas, Brandon has assisted insurance policyholders secure more than $85 Million in policy benefits, and has devoted his practice to the representation of insurance policyholders.

Clint Scott has been recognized this year for his work in the insurance law practice area. Clint is the firm’s managing partner. In addition to managing the firm, his practice focuses on representing policyholders in insurance disputes. Clint is licensed in Tennessee, Kentucky, and Missouri.

Jonathan Bobbitt has been recognized this year for his work in the area of litigation – labor and employment law. Jonathan represents clients who file claims for retaliation, harassment, wrongful termination and whistleblowing. Jonathan also represents insureds and policyholders in Tennessee and Mississippi who are involved in insurance disputes and other clients facing business and contract disputes.

About The Gilbert Firm

The staff at The Gilbert Firm is dedicated to fighting for the rights of our clients who are involved in insurance disputes, business disputes, contract disputes, wage and hour claims, harassment, employment issues and special education law.

We are incredibly proud of Justin, Brandon, Clint, and Jonathan for being named to Best Lawyers in America for yet another year. Congratulations on your accomplishments and best wishes for continued success.

 

Categories
Labor and Employment

Tennessee Volkswagen Workers Vote Against Unionizing

In what was a much-anticipated vote held in the middle of June 2019, workers at the Tennessee Volkswagen plant voted against unionizing. The efforts of the United Auto Workers’ (UAW) to unionize a manufacturing plant of a foreign company in Tennessee failed narrowly in the vote, according to a report from Reuters.

The vote

The vote not to unionize was very narrow, with a count of 833 to 776 against the formation of a union at the plant. This is the second time in the previous five years that employees at the Volkswagen plant have voted down the opportunity to unionize.

A representative for the UAW said that the union hasn’t determined whether or not it will challenge the results of the vote or call for a third vote of the employees at the plant. The representative also made claims that Volkswagen engaged in intimidation tactics, threats, and played games with the employees, noting that the union will not abandon the employees who were in favor of unionizing.

The UAW has been working to unionize a foreign-run plant in the Southern portion of the United States for quite some time now. Why? The UAW claims that automakers have been taking advantage of the low wages paid at plants in the South. The UAW was hoping the vote would be a successful one in order to gain leverage when negotiating contracts with all automakers operating in the country.

Volkswagen’s response

The president of Volkswagen Chattanooga, Frank Fischer, said the following in a statement after the vote: “Our employees have spoken. Pending certification of the results… Volkswagen will respect the decision of the majority.”

This is actually a bigger deal than you might think. The country has seen a marked decrease in the number of unions, and many states – including Tennessee – have instituted “right to work” laws that limit the powers of existing unions, and make it difficult for new ones to take hold. The one thing that right to work laws cannot do, however, is allow employers to disregard labor laws or collective bargaining agreements, or engage in retaliation efforts against union employees.

Do you have a grievance to file with your union? If so, it’s in your best interest to utilize your union rep as well as an experienced Tennessee labor law attorney from the Gilbert Firm. Call us at 888-996-9731 or complete a contact form to schedule an appointment in Nashville, Chattanooga, Memphis, Jackson, or Knoxville.

 

 

Categories
FMLA

What Are the Grounds of an FMLA Violation?

What Are the Grounds of an FMLA Violation?The Family and Medical Leave Act (FMLA) is an important law that protects workers and their jobs should they need to take time off to care for a family member or for personal health issues. Even though this law protects employees, not all employers understand it, and either mistakenly (or purposely) violate it.

When can I take leave for under FMLA?

In order to be eligible for FMLA leave you must work for an employer that has at least 50 employees, work for your employer for at least one year and work for at least 1,250 hours in the year leading up to the leave. If you meet these qualifications, you are entitled to up to 12 weeks of leave per year for FMLA-qualifying reasons. Employees requesting FMLA leave can do so for the following reasons:

  • Your own serious health condition
  • Serious health condition of an immediate family member
  • Foster care placement, birth, or adoption of a child (for both mothers and fathers)
  • Serious injury or health issue of a family member caused by military service
  • Exigencies that qualify and arise from a family member’s deployment in the military

How employers get into trouble with FMLA

The main issue is that employers often misinterpret the law, to the point where they incorrectly deny an employee’s request for leave through FMLA. This most often occurs when the employer fails to recognize what a serious medical condition is. For example, FMLA does not cover minor health issues, such as a cold – but if complications arise from a cold, like bronchitis or pneumonia, these would be serious enough conditions to grant leave under FMLA. On the other hand, conditions that require overnight hospitalization or repeated doctor’s visits are usually covered.

Another common violation of FMLA made by employers is disciplining employees who take excessive leaves. There are companies operating today that have no-fault absence policies in place. These policies count every single absence of an employee against them, no matter why the employee took them. Under these policies, an employee is disciplined when he or she records a set number of absences. Any absence that qualified under FMLA cannot be held against an employee. This often occurs because the employer fails to ask for a reason why the employee is absent, and therefore doesn’t know it was due to FMLA-approved leave.

Common employer FMLA violations

Below is a list of the most common employer FMLA violations that our FMLA attorneys deal with on a regular basis:

  • Denying eligible employees their requested leave
  • Asking employees who are on leave to perform work
  • Failing to notify employees of their FMLA rights
  • Changing a returning employee’s job duties or title
  • Terminating an employee who is on FMLA leave
  • Counting leave approved under FMLA as excessive absences
  • Failing to continue the employer-provided health coverage for the employee on leave
  • Pressuring employees on leave to return early
  • Postponing the reinstatement of the employee from leave
  • Misclassifying the employee returning from leave
  • Failing to reinstate the benefits of the employee returning from leave
  • Asking employees to provide too much notice of FMLA leave
  • Failing to recognize the notice given by the employee seeking leave under FMLA
  • Requiring a fitness-for-duty certification upon return from leave without prior notice
  • Requesting an employee provide health information beyond the FMLA-qualifying condition
  • Failing to provide required paperwork to an employee seeking FMLA leave or returning from FMLA leave

Do you believe that your employer has violated FMLA by denying you time off to care for yourself or for a loved one in Tennessee? If so, it’s in your best interest to speak with an experienced FMLA attorney from The Gilbert Firm immediately. Call Jonathan Bobbitt, Justin Gilbert, or any of our Tennessee employment attorneys at 888-996-9731 today to schedule a consultation or contact us today.

 

 

Categories
Education

Education Year(s) in Review

Education Year(s) in ReviewGilbert McWherter Scott & Bobbitt continue to yield unprecedented results in education law cases. A sampling of reported opinions from 2018-2019 is below. The firm focused most heavily on least restrictive environment (inclusion) cases; restraint and isolation cases; and state liability for failures to educate. Collectively, these cases provide protections for children as early as age 3 to be mainstreamed/included; free from excessive restraints and isolations; and, where violations do occur, the ability to hold the state education system accountable.

According to firm founder Justin Gilbert, “We’ve been fortunate to represent the smallest of children at the pre-K level, making a fundamental change in their educational lives. At the other end of the spectrum, we have worked with outstanding young women who stood up against collegiate abuse under Title IX. I really think that gives our law firm an unmatched perspective of advancing youth no matter the age, education level, or opponent.”

Pre-K

A.H. v. Clarksville-Montgomery Cty. Sch. Sys., 2019 U.S. Dist. LEXIS 20060 (M.D. Tenn. Feb. 7, 2019) (mainstreaming opportunities must be offered in Pre-K, even if state only funds Pre-K for students with disabilities)

L.L. v. Tenn. Dep’t of Educ., 2019 U.S. Dist. LEXIS 25194 (M.D. Tenn. Feb. 15, 2019) (Least Restrictive Environment applies in preschool)

Least Restrictive Environment (Inclusion) and Segregation Cases

L.H. v. Hamilton Cty. Dep’t of Educ., 900 F.3d 779 (6th Cir. 2018) (successful representation of child with Down syndrome, establishing least restrictive environment standard)

L.H. v. Hamilton Cty. Dep’t of Educ., 356 F. Supp. 3d 713 (E.D. Tenn. 2019) ($349,249.50 in fees awarded for successful representation of child with Down syndrome).

S.P. v. Knox Cty. Bd. of Educ., 329 F. Supp. 3d 584 (E.D. Tenn. 2018) (illegal to bus students with epilepsy to separate school with a nurse)

J.A. v. Smith Cty. Sch. Dist., 2018 U.S. Dist. LEXIS 214346 (M.D. Tenn. Dec. 20, 2018), affirmed, 2019 U.S. Dist. LEXIS 35989 (M.D. Tenn. Mar. 6, 2019) (favorable least restrictive environment decision for kindergarten child with Down syndrome)

Illegal Isolation and Restraint

I.L. v. Knox Cty. Bd. of Educ., 257 F. Supp. 3d 946 (E.D. Tenn. 2017) (first judgment under the Special Education Behavior Supports Act—SEBSA—for unlawful isolation of child with Down syndrome).

N.S. ex rel. J.S. v. Tenn. Dep’t of Educ., 2017 U.S. Dist. LEXIS 55941, 2017 WL 1347753 (M.D. Tenn. Apr. 12, 2017) (SEBSA is enforceable through the IDEA)

Title IX

Doe v. Hamilton Cty. Bd. of Educ., 329 F. Supp. 3d 543 (E.D. Tenn. 2018) (establishing liability under Title IX for failed preventive measures)

Exhaustion of Administrative Remedies

P.G. v. Rutherford Cty. Bd. of Educ., 313 F. Supp. 3d 891 (M.D. Tenn. 2018) (physical force/abuse does not require due process exhaustion)

A.A. v. Walled Lake Consol. Schs, Civil Action No. 16-14214, 2017 U.S. Dist. LEXIS 91933 (E.D. Mich. June 15, 2017) (separate exhaustion under ADA and 504 is not required where IDEA relief is exhausted)

State Liability

L.L. v. Tenn. Dep’t of Educ., 2019 U.S. Dist. LEXIS 25194 (M.D. Tenn. Feb. 15, 2019) (State may be liable for failing oversight obligations relating to Least Restrictive Environment in preschool)

J.M. v. Tenn. Dep’t of Educ., 2017 U.S. Dist. LEXIS 222621 (M.D. Tenn. Dec. 14, 2017) (state may be held liable for illegal isolations under IDEA and Section 504 and ADA).

J.M. v. Tenn. Dep’t of Educ., 358 F. Supp. 3d 736 (M.D. Tenn. 2018) (IDEA is enforceable against the state for “monitoring and oversight requirements”)

N.S. ex rel. J.S. v. Tenn. Dep’t of Educ., 2017 U.S. Dist. LEXIS 55941, 2017 WL 1347753 (M.D. Tenn. Apr. 12, 2017) (state is liable under the IDEA)

A.H. v. Clarksville-Montgomery Cty. Sch. Sys., 2019 U.S. Dist. LEXIS 20060 (M.D. Tenn. Feb. 7, 2019) (state may be held liable for knowingly allowing lack of any mainstreaming opportunities for pre-K to exist for years)

 

Categories
Special Education Law

Carroll County Segregated Students with Disability, Complaint Alleges

Carroll County Segregated Students with Disability, Complaint AllegesThe Carroll County Board of Education is being accused of segregating students with disabilities from their non-disabled peers, as well as failing to provide adequate resources, according to a complaint filed with the Tennessee Department of Education and the Tennessee State Board of Education.

Representing the affected students and families, The Gilbert Firm’s Justin Gilbert explained to the Jackson Sun, “Children with special needs are entitled to access to their non-disabled peers, whether that is in the classroom, lunchroom, hallways, gym, or in extracurricular activities. Otherwise, we send the message that they are different, do not belong, and should be walled off from society.”

The Carroll County Special Learning Center

The Carroll County Special Learning Center (CCSLC) was created for students with disabilities, from preschool through grade 12. Typically serving between 40 to 70 students, the school closed in May 2018. Although it’s perfectly legal to create a learning center for students with disabilities, it is not legal to separate or segregate them from other students.

According to Attorney Gilbert, “Federal law does not allow totally segregated learning environments like the CCSLC.”

The complaint alleges that not only were the students separated from their non-disabled peers, but weren’t given adequate learning supplies, materials, or textbooks, were denied school-subsidized transportation, and did not learn an adequate curriculum according to state standards.

A county- and state-wide issue

The Sun reports that in May 2018, the Tennessee Board of Education notified Carroll County Schools Superintendent John McAdams that the state wouldn’t be renewing their contract with similar learning centers in five other school districts – Huntingdon, McKenzie, Hollow-Rock Bruceton, West Carroll and South Carroll. This decision came down after the state investigated complaints.

However, the filing alleges that the state didn’t properly do their job in effectively supervising and monitoring their learning centers. The complaint also says neither the state nor the county addressed the need to compensate the students for the educational opportunities they lost.

Denial of education

As outlined by the Individuals with Disabilities Education Act (IDEA), every student has the right to a free public education in the least restrictive environment. The complaint describes one student, for example, who was separated from his peers into the CCSLC. The young man has limitations in speaking, learning, digestion, elimination of waste and motor skills. The district chose to place him into the CCSLC full time, rather than hire him an aide for school instead. He spent the 2016 school year there until he found an advocate who successfully placed him into the non-segregated school the next year.

The families of the students in the complaint against the Tennessee Department of Education and the Tennessee State Board of Education are seeking compensatory educational relief, likely in a fund, based on the number of years their children were denied proper education.

Attorney Justin Gilbert is dedicated to protecting the right to education for students with disabilities in Tennessee.

Your child is entitled to a free public education in the least restrictive environment possible. The Tennessee special education attorneys at The Gilbert Firm can help protect your child’s rights when they’re being denied the right to a proper education. Call us today at 888.996.9731, or fill out our contact form. We maintain offices in Nashville, Chattanooga, Memphis, Jackson and Knoxville.

 

 

 

 

 

 

Categories
Insurance Disputes

Attorney Brandon McWherter Wins Insurance Policy Dispute Before Tennessee Supreme Court

Attorney Brandon McWherter Wins Insurance Policy Dispute Before Tennessee Supreme CourtThe highest court in Tennessee ruled unanimously in favor of the policyholders on Monday April 15, 2019 when it ruled that insurance companies may not depreciate labor when calculating actual cash value.  On a certified question from the U.S. District Court for the Middle District of Tennessee in the case of Gregory J. Lammert, et al v. Auto-Owners Mutual Insurance Company, the Tennessee Supreme Court was faced with the following question:

Under Tennessee law, may an insurer in making an actual cash value payment withhold a portion of repair labor as depreciation when the policy (1) defines actual cash value as ‘the cost to replace damaged property with new property of similar quality and features reduced by the amount of depreciation applicable to the damaged property immediately prior to the loss,’ or (2) states that ‘actual cash value includes a deduction for depreciation?

In response to this certified question, Tennessee’s highest court answered: “Based on Tennessee law regarding the interpretation of insurance contracts, we conclude that the language in the policies is ambiguous and must be construed in favor of the insured parties. Therefore, we answer the district court’s question in the negative: The insurer may not withhold a portion of repair labor as depreciation.”

Brandon McWherter and his co-counsel, Joe Snodgass and David McMullan represented the policyholders in the case, which was filed as a class action and will now return to federal court for determination of whether the case should be certified as a class action.

This case came down to whether an insurance company can withhold labor costs when determining its actual cash value payment obligations.  While depreciation of material is logical, the policyholders felt depreciation of labor was contrary to common sense and resulted in gross underpayment of claims.  Based on the policy language at issue, the Supreme Court agreed, stating It is also reasonable that a homeowner, knowing that replacement costs include both labor and materials to rebuild a roof, would believe that the insurance company would only apply depreciation to the physical materials, those things that actually deteriorated.”

If you are facing an insurance dispute, Brandon McWherter, Clint Scott and Jonathan Bobbitt provide residents of Tennessee with honest and trustworthy representation. You are welcome to call the office at 888-996-9731 or fill out the contact us form found on the website to schedule an appointment.

 

Categories
News

Attorney Justin Gilbert is Honored with the 2019 DSAMT Mollie Burd Gavigan Service Award

Attorney Justin Gilbert is Honored with the 2019 DSAMT Mollie Burd Gavigan Service AwardJustin Gilbert was honored with the Mollie Burd Gavigan Service Award of the Down Syndrome Association of Middle Tennessee (DSAMT) on March 21, 2019. Gilbert, who has been devoted to improving the lives of children with disabilities was recognized for his work with this award.

As a senior partner in Gilbert, Scott, McWherter, Bobbit PLC, Justin Gilbert’s legal work focuses on education and employment law. As a father of four, Gilbert champions the rights of students with disabilities to be educated in the “least restrictive environment.” In a story in the Hamilton County Herald, Gilbert was quoted, “Many school districts now require kids with Down syndrome to be educated with their non-disabled peers, but there are pockets around the country that are still behind. Those are challenging cases, but kids with intellectual disabilities advance more quickly when they associate with non-disabled peers.” He fights each individual case to improve the educational experience of that child, but also to make sure that other students do not have to endure the same injustice. In the Herald story, he said, “In most cases, they see the higher purpose.”

Mr. Gilbert has fought for the rights of children with disabilities including federal court enforcement actions in Knoxville, Nashville and Chattanooga and he has established important case law before the Sixth Circuit Court of Appeals on school retaliation and the segregation of children with disabilities.

The DSAMT website describes the award’s namesake: “Mollie Burd Gavigan was a dear friend and support to the Down Syndrome Association of Middle Tennessee and the Down syndrome community. When her daughter Jeanne was born with Down syndrome, Mollie was determined to provide her with a Catholic education. She helped to establish the Hand in Hand program for children with cognitive disabilities at Pope John Paul II High School in Hendersonville. Mollie was a strong advocate for the Down syndrome community, and her support greatly benefited DSAMT and its families.”

The Down Syndrome Association of Middle Tennessee honor’s Mollie’s legacy by recognizing people who have provided outstanding service to the Down syndrome community each year. Members of the DSAMT and the wider community nominate an individual or group of individuals who have given their time and talents to improve the lives of individuals with Down syndrome in the Middle Tennessee region.

The Down Syndrome Association of Middle Tennessee is a community on a mission to enhance the lives of those with “something extra” throughout their lives. There are no membership fees and they try to offer programs at low or no cost to families.

Justin Gilbert can be reached at Gilbert, Scott, McWherter, Bobbit PLC by calling 888.966.9731, or filling out this contact form. The Gilbert Firm maintains offices in Nashville, Chattanooga, Memphis, Jackson and Knoxville, and advocates for clients across Tennessee and the Southeast.

Categories
Insurance Disputes

Types of Insurance Property Management Companies Need

Types of Insurance Property Management Companies NeedClaims and lawsuits against property managers are a common occurrence. As the owner of a property management company, failing to have the proper insurance protection in place can leave you and your business exposed to unnecessary financial risk. As well, your clients are relying on you to carry the proper insurance to protect their assets. Acquiring the appropriate insurance coverage to protect your business, yourself, and the properties you manage is essential when establishing yourself as a property manager.

Below is a quick rundown of the types of insurance coverage you need as the owner of a property management company.

General liability insurance

If you make frequent visits to clients, or if clients visit you, it is important to have general liability insurance. This type of insurance covers claims against you and your business from another party who alleges you are at fault for their personal injury or property damage. It is designed to cover medical bills, repairs and replacements, compensation, and legal costs.

This insurance can also save your reputation if you are sued by a renter for some other reason that has the potential to mar your reputation, and thus threaten your livelihood. This coverage can get you the legal representation you need and pay any damages plus legal fees involved in the case.

Business personal property insurance

Adding business personal property insurance to your policy package protects any movable item in your office space, including filing cabinets, desks, chairs, etc. It also covers mobile devices when you are outside of the office visiting owners and renters or viewing properties.

Professional liability insurance

As a property manager it is important to have professional liability insurance to provide you with protection against any omissions or errors you make in the performance of your services and in your business relationships with landlords and renters. If your client loses money due to a mistake on your part, you can be sued – in fact, you may face a lawsuit even if you have not made an error. This insurance coverage is also often referred to as errors and omissions, or E&O coverage. It can also cover you for work you have performed for others in the past in the event that someone decides to sue you for an old error or alleged error on your part.

Property insurance

When working as a property manager, it is also necessary to determine whether you or the property owner is responsible for insuring the property. Even if it is the property owner, it is important to make sure that the proper insurance coverage is obtained in the proper amounts. This will save a lot of heartache after a claim.

Workers’ compensation insurance

Workers’ compensation insurance is required for certain employers in TN. It is generally required under the law for companies having five or more employees regardless of fault. In some industries in the state, employers with only one employee are required to carry this insurance, unless they are specifically exempted. Workers’ comp can save your business from financial ruin in the event of a workplace injury to one of your employees. The insurance covers a portion of the workers lost wages, as well as medical expenses.

Cyber liability insurance for property managers

Cyber liability insurance is also referred to as cyber risk insurance and data breach insurance. As a property manager, you likely store significant amounts of confidential electronic information, including personal data on tenants and owners. You may have a website and use email. If this is the case, you and your business are potential targets for cybercrime.

Property managers can receive the following coverage through cyber liability insurance:

  • Investigative costs involving a cyberattack and informing your customers
  • Lost income if the attack prevents you from conducting business
  • The repair and restoration of your website and data
  • Legal damages and fees if you face a lawsuit for losing private data of another party

Your business will have to cover these costs if you do not have coverage and you are hit with a cyberattack.

Getting sufficient property management insurance coverage

Generally it is optimal to have insurance coverage for your business, your renters, and your clients, as well as the properties you manage. However, the requirements among property management business owners vary.

It is often better to err on the side of overestimating the coverage you need. The compensation, attorneys’ fees, and court costs can skyrocket in the event of a lawsuit. Purchasing as much coverage as you can realistically afford will help ensure you, your assets, and your reputation are protected when disaster strikes.

If you are having problems with an insurance claim you submitted, or are facing an insurance dispute, our attorneys at the Gilbert Firm in Tennessee can help. We can fight for your right to obtain the fair financial compensation you are owed for your losses. We serve our clients from offices in Nashville, Memphis, Knoxville, Chattanooga, and Jackson. To schedule a free, no-obligation consultation about your case, give Brandon McWherter, Clint Scott or Jonathan Bobbitt a call today at 888.996.9731, or complete our contact form.

 

Categories
News

Clint Scott Named to the 2018 Mid-South Super Lawyers List

Clint Scott Named to the 2018 Mid-South Super Lawyers ListGilbert McWherter Scott Bobbitt PLC would like to congratulate partner Clint Scott on being named to the Mid-South Super Lawyers list in 2018, for his work in the area of Insurance Coverage. Clint was recognized by Super Lawyers in 2017 for his work in the same area, and was named to the Rising Stars list from 2011-2016.

About Super Lawyers

Super Lawyers is an objective ratings service that recognizes attorneys throughout the country for their work in more than 70 different practice areas. Attorneys can be nominated by their peers, managing partners or through third-party feedback, or may be invited to apply by the organization itself. Only in-state nominations are accepted, and all nominations are confidential.

Once the attorneys have been nominated, they undergo a rigorous, 12-point evaluation system. Attorneys who make it past this phase are then re-evaluated by a blue-ribbon panel of other members who practice law in the same areas. The final selection is made from this pool.

Only 5% of all nominees in each state will be selected for Super Lawyers, and only 2.5% will be selected for Rising Stars. Selection does not carry over from year to year, so being selected for inclusion one year does not guarantee future selection for the list.

About Clint Scott

Clint Scott is an award-winning attorney, and has served as the managing partner of the Gilbert Firm for the last 10 years. He is licensed to practice before all Tennessee courts, federal District Courts, and the Sixth Circuit Court of Appeals, as well as in Kentucky and Missouri. Clint has earned a reputation for his work in insurance disputes, as well as wage and hour/FLSA disputes.

Clint has earned an AV Preeminent rating from Martindale-Hubbell, and has been recognized by Best Lawyers for his work in insurance law since 2016. In 2014, he was selected to participate in the Tennessee Bar Association’s Leadership Law program, and has served on the Hearing Committee for the Tennessee Board of Professional Responsibility of Supreme Court of Tennessee.

All of us at the Gilbert Firm are very proud of Clint’s latest achievement. It is certainly well-deserved.

Congratulations, Clint!