Be efficient and be informed throughout all your workplace issues.
Many employers choose not to have a Human Resources ("HR") Department to save costs while others simply believe they are too small to reap any benefits. Regardless of the reason, the lack of proper counsel in employment decisions can be detrimental to the life of a business.
Most HR personnel are not experienced employment law attorneys. Midwest Legal Partners PLLC offers a unique solution to costly, inefficient, and uninformed HR departments: we become your HR department. We handle it all - from hiring, firing, training, personnel forms, employee handbooks, and much more. This innovative service package gives our clients flexibility, confidence, and control over their workforce.
Contact us to tailor specific HR services to meet your business needs, comply with state and federal employment laws, and avoid damaging lawsuits.
Most HR personnel are not experienced employment law attorneys. Midwest Legal Partners PLLC offers a unique solution to costly, inefficient, and uninformed HR departments: we become your HR department. We handle it all - from hiring, firing, training, personnel forms, employee handbooks, and much more. This innovative service package gives our clients flexibility, confidence, and control over their workforce.
Contact us to tailor specific HR services to meet your business needs, comply with state and federal employment laws, and avoid damaging lawsuits.
The Law and Human Resources Management
An employer's human resources department is critically influenced by state and federal employment laws. Decisions made by human resources management such as hiring, firing, employee placement, compensation, and benefits are all governed by specific laws and regulations.
One of the most impacting pieces of legislation that affects human resources is Title VII of the Civil Rights Act of 1964, and subsequent amendments. Title VII makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. Additionally, retaliating against an employee who complains about discrimination, files a charge of discrimination with a state or federal agency, or participated in an employment discrimination lawsuit and/or investigation is prohibited under Title VII. Employers that do not have well trained and experienced HR staff or in-house employment law counsel may run the risk of violating the following employment laws: 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) |
Virtual Human Resources and Hotline Packages
Virtual Human Resources and Hotline Packages
At Midwest Legal Partners, we offer employers (small, medium, and large) unique and creative HR and employment law services. We understand that many employers do not have the resources to stay informed about important changes in state and federal employment laws. On the other hand, many employers cannot afford to employ a full HR department or hire an in-house attorney to handle the day-to-day workplace issues that potential could cause damaging lawsuits, inefficiencies, high employee turnover, and more. Any one of these problems could cause devastating effects on a business. To avoid such effects, we offer employers the option to take advantage various virtual HR and legal services, including the following: Employment Law Hotline:
In-House Counsel
Newsletters, Updates, and Guides Receive important updates periodically regarding new employment law developments, legislation, and compliance. Access to the Midwest Legal Partners email list-serve, which provides valuable legal information. For more information on signing up for our newsletters and updates please contact us. |
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. |