About Us
Contrary to popular belief, Lorem Ipsum is not simply random text. It has roots in a piece of classical Latin literature from 45 BC, making it over 2000 years old.
Please fill out the form below and we will get back to you as soon as possible.
Contrary to popular belief, Lorem Ipsum is not simply random text. It has roots in a piece of classical Latin literature from 45 BC, making it over 2000 years old.
Our employment law practice provides strategic counsel to both employers and employees navigating today's complex workplace regulations. We understand that employment issues can significantly impact your business operations or personal livelihood, which is why we offer proactive legal solutions designed to prevent disputes and protect your rights.
With over two decades of specialized experience, our attorneys stay current with evolving labor laws, discrimination regulations, wage and hour requirements, and workplace safety standards. We provide comprehensive representation in matters ranging from employment contract review and negotiation to complex litigation involving wrongful termination, harassment claims, and workplace discrimination. Our approach combines thorough legal analysis with practical business understanding to achieve optimal outcomes for our clients.
Expert guidance on compliance with federal and state employment regulations including ADA, FMLA, and Title VII requirements
Strategic representation in discrimination, harassment, and wrongful termination cases for both employers and employees
Comprehensive review and drafting of employment contracts, non-compete agreements, and severance packages
Proactive workplace policy development and training programs to minimize legal risks and foster compliant work environments
We help businesses implement compliant workplace policies and procedures before issues arise. Our preventive approach includes regular compliance audits, employee training programs, and policy updates that reflect current legal standards, significantly reducing your exposure to employment-related claims and litigation.
Whether you're facing an EEOC complaint, negotiating an executive compensation package, or navigating a complex termination situation, our attorneys provide personalized attention and vigorous representation. We understand the emotional and financial stakes involved in employment matters and work tirelessly to protect your interests throughout the legal process.
A comprehensive employee handbook should include clear policies on anti-discrimination and harassment, attendance and leave procedures, compensation and benefits information, disciplinary procedures, workplace safety protocols, and technology usage guidelines. It should also outline complaint procedures and be regularly updated to reflect current laws. We recommend annual reviews to ensure compliance with changing regulations.
Wrongful termination occurs when an employee is fired in violation of employment contracts, anti-discrimination laws, or public policy. This includes termination based on race, gender, age, disability, religion, or retaliation for whistleblowing or taking legally protected leave. Even "at-will" employees have protections against termination for illegal reasons. Each case requires careful analysis of circumstances and applicable laws.
Immediate action is crucial. Designate a trained investigator, document everything, interview all parties separately, maintain confidentiality, and take interim measures if needed. Complete investigations within established timelines, document findings, and implement appropriate corrective actions. Proper handling can limit liability and demonstrate good faith efforts to maintain a harassment-free workplace.
Under the ADA, employers must provide reasonable accommodations for qualified employees with disabilities unless it creates undue hardship. This interactive process begins when an employee requests accommodation. Employers should engage in dialogue, consider medical documentation, explore various options, and document the entire process. Common accommodations include modified schedules, equipment adjustments, or workspace modifications.
Misclassification carries significant penalties. The key factors include the degree of behavioral control, financial control, and relationship nature. If you control when, where, and how work is performed, provide tools and training, pay regularly, and have an ongoing relationship, the worker may be an employee. Recent legal developments have made classification more complex, requiring careful analysis of specific working relationships.
