As we close out 2025, we’re excited to share what the recent combination between Senn Visciano Canges and Fortis Law Partners means for you.
Now operating as Senn Fortis, we’ve brought together two sophisticated teams with complementary capabilities. Clients can now seamlessly access leading employment law counsel and top-tier real estate and construction expertise, and all will benefit from our even more robust corporate and litigation practice groups.
While our capabilities and expertise have expanded, our dedication to efficiency, responsiveness, and personalized service remains unchanged.
Read more in the Denver Business Journal here.
Senn Fortis Honored in the 2026 Best Law Firms® Rankings
Senn Fortis is proud to share that Fortis Law Partners and Senn Visciano Canges were recently honored in the 2026 Best Law Firms® rankings, a distinction earned by fewer than 4% of law firms nationwide based on quantitative and qualitative assessments, including client and peer reviews.
The recognition honors our high level of specialized knowledge, the quality of our work, and our persistent dedication to helping clients achieve their business goals.
The firms received top-tier rankings across the following practice areas:
- Business Organizations (including LLCs and Partnerships)
- Commercial Litigation
- Commercial Transactions / UCC Law
- Construction Law
- Corporate Law
- Employment Law – Management
- Environmental Law
- Litigation – Labor and Employment
- Real Estate Law
- Securities / Capital Markets Law
Can “Blue Collar” Workers be Exempt from Overtime? What Construction Employers Need to Know
Overtime classification continues to trip up construction employers, especially when it comes to supervisors who split time between management and manual work. Partner Liz Hartsel’s blog post clarifies when an exemption is truly available and how to avoid expensive misclassification claims, which can result in payment of substantial back wages and penalties.
New Ruling Creates Higher Standard for Employer Liability
The 6th Circuit Court of Appeals recently tackled the tricky question of when an employer can be held liable for harassment of its employee by a third party. Its ruling stated that Title VII requires intentional conduct by the employer before liability attaches based on the actions of a non-employee, such as a client or customer. This is a much higher bar than the widely used negligence standard and can create uncertainty for employers operating in multiple jurisdictions.
Read partner Leni Plimpton’s blog post to learn the key takeaways for employers based on this ruling.
How the Starbucks Dress Code Lawsuit Impacts Colorado Employers
A new class-action lawsuit against Starbucks highlights how dress codes can create costly liability under the Colorado Wage Claim Act if employees are required to purchase clothing to comply. With potential violation penalties of $3,000 per employee, Colorado employers should reassess any dress code that may require new purchases.
Partner Liz Hartsel’s blog post outlines the recent case and offers compliance guidance for employers.
