J. Hagood Tighe

Fisher Phillips

Practice Area: Labor & Employment

BTI Client Service All Star History
  • 2019
All Star


“Hagood’s style is practical and collaborative.”
“He provides unfailingly exceptional responsiveness.”


"When I begin an engagement with a client, my goal is to truly understand their objective and develop a strategy to efficiently make that happen. I do this by looking at their problems as if they were mine. If I were the VP of HR or the owner of the business, how would I want the matter addressed? This self-reflective philosophy has helped me develop good personal friends and long-term client relationships."

– J. Hagood Tighe


Hagood Tighe is a partner in the firm’s Columbia office and co-chair of the Wage and Hour practice group. He practices exclusively in the area of labor and employment law, representing management in traditional labor matters and employment litigation.

Hagood is an active member of the firm’s class and collective action practice. In recent years, Hagood has handled approximately 40 class and collective actions throughout the country. Much of his class and collective experience is in the wage and hour area. He also has extensive experience with WARN Act class action litigation.

While he maintains an active litigation practice, he also focuses on providing practical and proactive advice designed to minimize the risk of litigation.

Hagood provides training for supervisors and managers on harassment, Equal Employment Opportunity (EEO) compliance, the Family and Medical Leave Act (FMLA), and many other areas. Additionally, Hagood has authored numerous articles in the area of employment law and regularly lectures at seminars regarding employment law.

Hagood has extensive experience in the area of traditional labor working with employers throughout the United States. Hagood has successfully run many union avoidance campaigns, tried labor arbitrations, and litigated unfair labor practices before the National Labor Relations Board (NLRB). He has also worked with several large national employers to develop strategic plans to maintain positive employee relations – thus reducing the likelihood of successful union organizing.

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