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Amy L. Blaisdell


“Something my clients find valuable is that I act as a business partner with them, bringing a mix of solving legal and business issues while helping them operate within their industry’s regulatory framework.”


  • Missouri
  • Illinois
  • U.S. District Court, Northern District of Florida
  • U.S. District Court, Central District of Illinois
  • U.S. District Court, Southern District of Illinois
  • U.S. District Court, Southern District of Indiana
  • U.S. District Court, Eastern District of Michigan
  • U.S. District Court, Western District of Michigan
  • U.S. District Court, Eastern District of Missouri


J.D., Saint Louis University School of Law, magna cum laude, 2001

B.A., Murray State University, 1998, Valedictorian/Outstanding Senior Woman


Amy Blaisdell represents employers nationwide in the defense of employment and employee benefits litigation. Her knowledge of anti-discrimination, medical leave and other employment-related laws complements her extensive experience in Employee Retirement Income Security Act (ERISA) matters, making her a valuable advisor on these often-overlapping areas of the law.

Amy focuses on highly regulated industries including health care and securities. Understanding the specific regulatory requirements affecting these industries enables her to give comprehensive guidance on issues including medical leave, discrimination, harassment, wage and hour and a variety of other compliance issues. As a part of her niche, she defends religious health care organizations in defending their benefit plans and employment practices.

Amy has defended hundreds of ERISA lawsuits, including class actions, in courts across the country. She also has defended class action lawsuits arising under the Fair Labor Standards Act (FLSA) and regularly handles employment litigation arising under such laws as the Americans with Disabilities Act, Family and Medical Leave Act, Title VII of the Civil Rights Act, the Age Discrimination in Employment Act and their state law counterparts, to name a few.

Another focus of Amy’s practice is absence and leave management, an area of increasing importance for employers. Amy participates in the Disability Management Employers Coalition and is a frequent presenter on topics impacting employer sponsored disability plans and related programs and policies. By drawing on that knowledge and her experience in restructuring leave programs, she helps employers stay in compliance and devise plans that fit their industry’s needs.

Amy also provides practical day-to-day human resources and employee benefits advice and drafts handbooks and various employment agreements. She trains employers on topics including discrimination and harassment, management of employee absence and compliance with the ADA, FMLA, FLSA and other laws.

Honors & Awards

Honors & Awards

  • The Best Lawyers in America, Employment Law, 2016-2017
  • Missouri & Kansas Super Lawyers, Employment & Labor, 2010-2011
  • Missouri Lawyers Weekly, "Up & Coming," 2009


Representative Matters

  • Represented Advocate Health Care Network before the U.S. Supreme Court in Advocate Health Care Network et al. v. Stapleton et al., a high-profile case involving the interpretation of ERISA’s “church plan” definition. The case resulted in a unanimous June 5, 2017, decision in favor of Advocate and two other religiously affiliated hospitals.
  • Defending a religious health care network and employees in a putative class action lawsuit challenging the pension plan's status as a church plan exempt from ERISA.
  • Defended a health care network in two putative class action lawsuits filed in U.S. District Court for the Eastern District of Missouri alleging failure to pay for overtime under federal Fair Labor Standards Act and Missouri law. The cases were resolved on favorable terms for client through settlement.
  • Obtained summary judgment in favor of an long-term disability plans in multiple lawsuits alleging wrongful denial of benefits under ERISA.
  • Defended a country club and individual club members against ERISA claims for benefits, breach of fiduciary duty, and interference with protected rights, and multiple state law claims. Obtained summary judgment in all seven counts based on the ultimate finding that a deferred compensation plan and an employment agreement plan were “top-hat” plans and, thus, not subject to ERISA.

News & Insights




  • Greensfelder Employment & Labor Newsletter, Fall 2009
  • "The Family and Medical Leave Act Final Regulations: What Employers Need to Know"
    Greensfelder Employment & Labor Newsletter, January 2009

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