Heidi Nunn-Gilman is a member in the Employment, Labor, OSHA, and Immigration Department. Ms. Nunn-Gilman’s practice focuses on human resource counseling and employment litigation. She has extensive experience handling employment immigration compliance strategies, including I-9s, E-verify, ICE and worksite investigations and enforcement under the Legal Arizona Workers Act (LAWA) and similar state and local laws. She regularly advises clients on matters relating to labor and employment law, federal contractor compliance (including Affirmative Action, Davis-Bacon, and federal contractor E-Verify requirements), ADA, Title VII, FLSA, NLRB, FMLA, leaves, drug and alcohol, union matters, wrongful discharge, wage and hour laws for both public and private employers, employee handbooks, confidentiality and non-compete agreements, and executive agreements.
Ms. Nunn-Gilman has extensive experience creating employment handbooks, policies, and procedures. She develops I-9 audit and immigration compliance training programs for multi-state national corporations, and has created employee handbooks for numerous employers of various sizes and operating in multiple states.
Ms. Nunn-Gilman regularly provides advice to federal contractors regarding multiple requirements of federal contract requirements, including Affirmative Action, federal contractor E-Verify requirements, and wage and hour requirements, such as the Davis-Bacon and Related Acts, and economic stimulus program requirements.
Ms. Nunn-Gilman also handles issues involving the Affordable Health Care Act and addresses the changes and options it presents to companies. Her Davis-Bacon and prevailing wage practice includes counseling and training on state and federal prevailing wages and benefits requirements, coverage and applicability of prevailing wage laws, coverage exemptions, worker classification and pay issues, addressing wage determinations, wage surveys, and representation of employers before the Department of Labor Wage and Hour Division and similar state agencies.
Associations & Activities
- State Bar of Arizona
- American Bar Association
- Arizona Bar Association
- Maricopa County Bar Association
- Society for Human Resource Management
- American Immigration Lawyers Association
- Arizona, 2005
- Oregon, 2011
- Supreme Court of Arizona 2005
- U.S. District Court, District of Arizona 2005
- Ninth Circuit Court of Appeals 2007
- U.S. Supreme Court 2010
- U.S. Circuit Court of Appeals, D.C. Circuit, 2013
- Lewis & Clark Law School (J.D., summa cum laude, 2005)
- Graduated first in her class
- Editor-in-chief, Lewis & Clark Law Review
- Trustee’s Fellowship Scholar
- Cornelius Honor Society
- University of Montana (M.A., summa cum laude, 2000)
- Ouachita Baptist University (B.A., summa cum laude, 1998)
- Ms. Nunn-Gilman drafted a procedure manual for a state agency providing instructions regarding processing labor election petitions. She also drafted a procedure manual for the agency providing instructions regarding processing unfair labor practice charges made by unions, employees or employers.
- Ms. Nunn-Gilman second-chaired a four-week jury trial resulting in a defense verdict for a national retail client and five individual supervisors against multiple claims brought by five former employees, including breach of contract, wrongful discharge in violation of public policy, fraud and intentional infliction of emotional distress.
- Ms. Nunn-Gilman was part of the legal team challenging the constitutionality of Arizona’s groundbreaking employer sanctions immigration law (the Legal Arizona Workers Act or LAWA) on behalf of a coalition of business groups.
- Ms. Nunn-Gilman has interceded on behalf of numerous clients experiencing immigration compliance investigations by federal immigration authorities (ICE) or law enforcement, such as Maricopa County Sheriff’s Office, under LAWA.
- Ms. Nunn-Gilman is part of the legal team representing the Maricopa County Board of Supervisors in litigation regarding the governance, control and ownership of the County’s Integrated Criminal Justice Information Systems and the supporting IT infrastructure.
- She represents general contractors and subcontractors in OFCCP audit of affirmative actions programs, prevailing wage compliance, apprenticeship programs and compliance with F.A.R. and other government contracting requirements.
News & Publications
Each year, no more than five percent of the lawyers in the state are selected by the research team at Super Lawyers to receive this honor.
Three attorneys were named as 2015 Rising Stars by Southwest Super Lawyers. Heidi Nunn-Gilman and Jennifer Sellers were named in the Employment and Labor category; Justin Niedzialek was named in the Employment Litigation Defense category.
Effective January 1, 2015, the Arizona minimum wage will increase from $7.90/hour to $8.05/hour.
Two recently enacted bills, the Business Bill of Rights and Legislation to Prevent Double-Dipping of Unemployment Benefits and Severance Pay, will benefit Arizona Employers.
Two firm attorneys were named as 2014 Rising Stars by Southwest Super Lawyer. Heidi Nunn-Gilman and Jennifer Sellers were named in the Employment and Labor category.
The E-Verify Program is currently out of service due to the Federal Government shutdown that began on October 1, 2013.
Two firm attorneys were named as 2013 Rising Stars by Southwest Super Lawyer. Colin Jared was selected in the Family Law category and Heidi Nunn-Gilman in Employment and Labor. To be selected for this honor, peers are asked to nominate the best among attorneys who...
House Bill 2147, signed by Governor Jan Brewer on March 28, 2013, removes the initial burden away from the employer in unemployment claims and places the duty on the employee.
On March 8, 2013, the USCIS released a new, 2-page I-9 form. Employers must complete a Form I-9 to verify employment authorization at the time they hire a new employee. It is important for employers review their I-9 and E-Verify compliance on a regular basis,...
All private companies with more than 100 employees, as well as certain federal contractors with 100 or more employees, are required to complete and submit the Federal EEO-1 Report by September 30, 2012. The EEO-1 report gathers data on the gender, race/ethnicity, and...