Frequently Asked Questions

We provide comprehensive HR legal services designed to protect your business and ensure compliance with employment laws, including:

• Employment contract review and drafting
Workplace policy development and employee handbook creation
• Discrimination and harassment prevention and response
• Wage and hour compliance audits
• Employee termination guidance and severance agreements
• Workplace investigations
• Management training on employment law compliance
• Representation in employment disputes and litigation

Our goal is to help you maintain a compliant, productive workplace while minimizing legal risk.

An experienced HR attorney helps prevent costly lawsuits through proactive measures:

Policy Development: We create clear, legally compliant policies that set expectations and provide consistent guidelines for handling workplace issues.

Training: We train managers and HR staff on proper documentation, interview techniques, and compliance requirements to avoid common legal pitfalls.

Early Intervention: We help address employee concerns and complaints before they escalate into formal legal claims.

Compliance Audits: Regular reviews of your practices help identify and correct potential violations before they result in penalties or lawsuits.

Prevention is always more cost-effective than defending a lawsuit.

You should consult an employment lawyer in these situations:

• Before terminating an employee: Especially for performance issues or when the employee has made complaints
• Discrimination or harassment complaints: These require immediate legal guidance and proper investigation
• Drafting or reviewing employment agreements: Including non-compete, confidentiality, and severance agreements
• Government agency investigations: Such as EEOC charges or DOL audits
• Major policy changes: That could significantly impact employees
• Reasonable accommodation requests: Under ADA or similar state laws
• Complex leave situations: Involving FMLA, workers' compensation, or disability

Early legal advice can prevent small issues from becoming major legal problems.

Our fees are structured to provide value and flexibility based on your needs:

Hourly Rates: For one-time consultations, document reviews, or specific projects. Rates vary based on attorney experience and matter complexity.

Project-Based Pricing: Fixed fees for specific services like employee handbook creation, policy review, or training programs.

Monthly Retainers: Many businesses benefit from ongoing legal support through monthly retainer arrangements, which provide regular access to legal advice, priority response times, and predictable costs.

We provide detailed engagement letters outlining fees and services. Contact us for a customized quote based on your specific needs.

Yes, we offer comprehensive training programs customized to your organization's needs:

Harassment Prevention Training: Required in many states, covering recognition, prevention, and proper response to harassment and discrimination.

Documentation Best Practices: Teaching managers how to properly document performance, disciplinary actions, and workplace incidents.

Conducting Workplace Investigations: Training on interview techniques, evidence gathering, and reaching defensible conclusions.

Hiring and Interviewing: Legal dos and don'ts during the recruitment process.

Performance Management: Strategies for setting expectations, providing feedback, and addressing performance issues legally.

Training can be conducted on-site, virtually, or in hybrid formats. We tailor content to your industry and specific compliance requirements.

A comprehensive, legally compliant employee handbook should include:

Essential Policies:

• At-will employment statement (if applicable)
• Equal employment opportunity and anti-discrimination policies
• Anti-harassment policy with reporting procedures
• Workplace safety and security
• Drug and alcohol policy
• Technology and social media use

Operational Policies:

• Work hours, attendance, and punctuality
• Dress code and professional conduct
• Performance evaluations and discipline procedures
• Leave policies (vacation, sick leave, FMLA, etc.)

Benefits Overview: Summary of benefits offered (with disclaimers that plan documents control)

We ensure your handbook complies with federal and state laws applicable to your locations and workforce size.

Employment policies should be reviewed and updated regularly:

Annual Review: At minimum, review policies annually to ensure compliance with new laws and regulations.

Legal Changes: Update immediately when new employment laws take effect at the federal, state, or local level.

Business Changes: When your company expands to new locations, changes size thresholds (e.g., reaches 50 employees), or significantly changes operations.

Problem Areas: If you're experiencing recurring issues, policies may need clarification or strengthening.

We offer policy audit services to review your current policies and recommend updates to ensure compliance and effectiveness.