Jaburg Wilk: The AV-Rated Phoenix Firm That Openly Represents Both Employees and Employers

Anyone comparing a large, established option for a Phoenix employment law firm will run into Jaburg Wilk fairly quickly — an AV-rated, 38-lawyer mid-sized firm operating since 1984, with an employment practice that explicitly and openly represents both employees and employers. This independent profile examines what that Phoenix employment law firm practice actually offers, including the mixed representation the firm discloses on its own site.

At a Glance

Origin and Founder History

Founded in 1984, Jaburg Wilk has grown into a mid-sized, AV-rated firm spanning multiple practice areas including business/corporate law, bankruptcy, and litigation, with employment as one of its established, staffed practice groups rather than a recent add-on. The firm’s employment team includes Partner Corrinne Viola, whose practice sits at the intersection of employment and commercial litigation, and attorney Linda [full name not confirmed in public sourcing], who has represented both employers and employees in employment matters for more than twelve years, per the firm’s own team page — including discrimination, harassment, and wrongful termination claims, and preparing position statements in response to EEOC and Arizona Civil Rights Division charges.

Practice Area Breakdown at This Phoenix Employment Law Firm

Representation disclosure: As a Phoenix employment law firm, Jaburg Wilk explicitly represents both sides of the employment relationship. In the firm’s own words, it provides “dedicated legal counsel to both employers and employees in complex employment matters,” arguing that representing employees “has taught us precisely where business vulnerabilities lie,” which the firm applies when advising employer clients. Employee-side work includes wrongful termination, severance agreement negotiation, sexual harassment, and hostile work environment claims. Employer-side work includes policy development, regulatory compliance, and workforce risk management. Prospective clients — especially employees considering a claim — should ask directly whether the specific attorney assigned to their matter, or the firm generally, has represented the opposing side (or similarly positioned employers) in the past.

Case Outcomes

Public sourcing did not surface a specific, itemized employment-case results table from the firm’s own materials. Past results do not guarantee similar outcomes in any future case; case results depend entirely on the specific facts of each matter.

Client Voice

Martindale-Hubbell peer reviews for Jaburg Wilk attorneys in other practice areas describe firm attorneys as “excellent,” “ethical,” and “extremely dedicated,” though this platform did not locate reviews specific to the employment practice group by name. The firm’s AV Preeminent rating from Martindale-Hubbell reflects peer (attorney-to-attorney) evaluation rather than client reviews specifically.

Beyond the Courtroom

The firm has developed its own internal “27 Fundamentals” framework governing how attorneys and staff treat clients and each other, and has been named a Best Places to Work by the Phoenix Business Journal on multiple occasions — details corroborated by the firm’s own Martindale-Hubbell organizational profile.

Recognition

Independently verified: AV Preeminent rating from Martindale-Hubbell, the highest peer-review rating a law firm can receive — confirmed via Martindale’s own organizational profile for the firm.

Firm-stated, not independently verified: “Best Places to Work” recognition from Phoenix Business Journal is presented as the firm’s own claimed recognition.

Arizona Legal Backdrop

Arizona is an at-will employment state under the Arizona Employment Protection Act (A.R.S. § 23-1501). The Arizona Civil Rights Act (A.R.S. § 41-1463) prohibits discrimination for employers with 15 or more employees, running parallel to federal Title VII, ADA, and ADEA protections. Wage and hour claims are governed by A.R.S. § 23-350 et seq. and the federal Fair Labor Standards Act. Employees pursuing a discrimination claim generally must first file with the EEOC or the Arizona Civil Rights Division before suing in most circumstances. This is general legal information, not legal advice specific to any individual’s circumstances.

Awesome Attorneys Assessment

Jaburg Wilk’s scale, longevity, and AV Preeminent rating are genuine, independently-verifiable strengths, and the firm is transparent on its own site about representing both employers and employees rather than obscuring it. That transparency is worth crediting directly. The honest trade-off for an employee evaluating this firm specifically is the one the firm itself invites: because the same firm (and potentially the same attorneys, depending on staffing and conflicts screening) represents employers in other matters, an employee should ask directly about the specific attorney’s representation history and any conflicts screening before engaging, a question worth asking of any mixed-representation firm but especially relevant given how explicitly Jaburg Wilk markets its dual-sided model.

Methodology and Sourcing

This profile draws on Jaburg Wilk’s own website (jaburgwilk.com), the firm’s Martindale-Hubbell organizational profile, and independent attorney-directory listings (Super Lawyers, Justia, Martindale). See our other Phoenix-metro Employment & Labor attorney profiles for comparison, including employee-only alternatives.

Publisher Disclosure and Independence Notice

This profile was independently researched and written by Awesome Attorneys. It is not a paid placement, and inclusion here was not influenced by any payment or business relationship with the firm. Any future sponsored placement on this platform will be clearly and separately labeled as such. This content is legal information, not legal advice, and reading it does not create an attorney–client relationship with this firm or with Awesome Attorneys.