Ashley Hopkins is an experienced litigator and counselor on employment law issues, in addition to years of practice in tort and insurance defense. She has trial experience in employment cases involving discrimination and retaliation under several federal statutes, including the ADA, FMLA and FLSA. In addition, she frequently counsels clients on non-compete and non-solicitation agreements, employee handbooks and other day-to-day employment issues.
2015 Employment Law Update
American Inns of Court
Leadership Lexington, Graduate (2010-11)
Alzheimer’s Association Walk, Stites & Harbison team member and fundraiser
Stites & Harbison Wellness Committee
Young Friends of the Bluegrass Conservancy
American Diabetes Association, former Community Leadership Board member
Prior to joining the firm, Ashley worked for Deloitte Consulting in Dallas. She was also a summer clerk for the Hon. Joseph M. Hood, Eastern District of Kentucky. Ashley is a graduate of the 2010-11 Leadership Lexington class. In addition, she was recently nominated as a member of the American Inns of Court. She is also an active member of Stites & Harbison’s Wellness Committee, which promotes healthy living in the workplace. Ashley enjoys being outdoors, reading books, and spending time with friends and family.
Stites & Harbison has assembled a Coronavirus Response Team which consists of a cross-disciplinary task force of attorneys and critical staff members to ensure our firm remains “On the Job” for you. Updated 05/18/20
Navigating an employee’s request for an accommodation pursuant to the Americans with Disabilities Act (“ADA”) can feel like walking a tightrope—an employee’s requested accommodation may appear to exceed the limits of all reasonableness, but it can be difficult to know when an employer can finally say “no” without fear of liability. A recent decision from the Sixth Circuit provides helpful guidance on this issue.
Many employers have policies that reward perfect attendance in some fashion. A recent ruling from the Sixth Circuit makes clear that, in many cases, such policies must not consider leave taken pursuant to the Family and Medical Leave Act (“FMLA”) as something that “resets” the employee’s attendance streak.