Shannon Giles Law: Tucson’s Employment Attorney Admitted to Argue Before the U.S. Supreme Court

Shannon Giles Law, PLC (formerly Awerkamp, Bonilla & Giles, PLC through February 2025) is a Tucson-based employment law practice led by founding attorney Shannon L. Giles, LL.B., LL.M., licensed for 28 years.

About the Firm

Shannon Giles received her LL.B. from the University of Alberta in 1996 and moved to Tucson to earn an LL.M. from the University of Arizona in 1998. She began her career as a litigation associate at Streich Lang, P.A. (later merged into Quarles & Brady in 2000), opened her solo practice in 2009, joined Awerkamp & Bonilla, PLC in 2012, and became a named partner in 2017. In February 2025, the firm transitioned to her name, Shannon Giles Law, PLC.

Giles serves on the Executive Committee of the Arizona State Bar’s Labor & Employment Section and volunteers with the Volunteer Lawyers Program in Southern Arizona and Step Up to Justice.

Practice Focus

The firm’s practice is “almost exclusively” employment law and litigation, with a focus on representing employees in matters including:

• Wrongful discharge
• Discrimination
• Retaliation
• Sexual harassment
• Whistleblower claims
• Breach of contract
• Due-process claims for private and government employees

The firm also represents employers in the same categories of disputes, operating as a dual-representation practice.

Recognition & Credentials

• Recognized in Best Lawyers in America since 2018 in Employment Law – Individuals and Litigation – Labor and Employment (peer-reviewed)
• Admitted to the U.S. Supreme Court bar, Arizona Supreme Court, U.S. District Court for the District of Arizona, Ninth Circuit, and the Judicial Court of the Tohono O’odham Nation
• Martindale-Hubbell peer-review rating of 4.4 out of 5.0 (12 reviews), including a 5.0-out-of-5.0 attorney-submitted review for litigation

Client Considerations

Employment discrimination claims in Arizona typically require filing with the Arizona Attorney General’s Civil Rights Division or the federal EEOC before a lawsuit, with administrative deadlines as short as 180 days depending on the claim type. The firm’s website discloses representation of both employees and employers, so prospective clients should confirm the firm’s role in their specific dispute.