Protecting our clients' interest with strategically drafted agreements
Whether we are drafting an employee contractor a non-compete agreement, we work closely with our clients to appreciate their goals and draft strategic contracts.
Many employers are not equipped with proper employee agreements to protect their interests and business assets.
We assist our clients in reaching their business potential by drafting and negotiating a diverse array of employment and business agreements.
Many employers are not equipped with proper employee agreements to protect their interests and business assets.
We assist our clients in reaching their business potential by drafting and negotiating a diverse array of employment and business agreements.
- Severance agreements
- Confidentiality agreements
- Non-compete agreements
- Performance Improvement Plan
- Employee Handbooks
- Employment Contracts
- Workplace forms and letters
|
Employers could face costly litigation if they lack experience and knowledge regarding complex employment laws, including the following:
Title VII of the Civil Rights Act of 1964 The Family and Medical Leave Act (FMLA) The Equal Pay Act of 1963 (EPA) Employee Retirement Income Security Act (ERISA) Title I of the Americans with Disabilities Act of 1990 (ADA) Employee Retirement Income Security Act (ERISA) The Age Discrimination in Employment Act of 1967 (ADEA) Occupational Safety and Health Administration Act (OSHA) The Pregnancy Discrimination Act Sections 501 and 505 of the Rehabilitation Act of 1963 The Genetic Information Nondiscrimination Act of 2008 (GINA) Fair Labor Standards Act (FLSA) 
|
Important Questions to Consider:
1. Does your business have an experienced, trained, and skilled HR department? 2. Does your business have an employee handbook? If so, has it been reviewed or updated recently? 3. Does your business have specific policies and procedures in place to address workplace issues? 4. Does your business have periodic employment law training sessions? 5. Does your business wait to contact an attorney only if a lawsuit has been filed against it? 6. Has your business faced (and/or continues to face) damaging employment lawsuit(s)? 7. Do you or your business' managers know what discrimination, harassment, and other legally defined terms really mean? 8. Do you have employment agreements in place? If so, who drafts them? 9. What does your business do when it is faced with a workplace issue? 10. Does your business stay informed of changes in state and federal employment laws? 11. Who answers employment law questions within your business when they arise? Did any of the questions above make you pause and think? Contact us to discuss these questions in detail and possibly design an action plan. |