Whether counseling Fortune 500 companies on a complex web of employment agreements, noncompetes and severance arrangements or advising small business owners on the creation of manageable personnel policies and procedures, our goal remains the same: to provide advice that is consistent with our clients’ corporate culture and protects our clients’ bottom lines. We recognize that the issues that our clients face often involve circumstances that require more than simply knowledge of the complicated – and often conflicting – set of laws, rules and regulations that govern the workplace. Because of our decades of experience and legal acumen as well as our knowledge of our clients’ businesses, companies turn to us for practical advice as well as proactive and creative strategies that allow them to meet business goals and solve immediate problems while reducing the risk of litigation exposure.
Our employment counseling and preventive services cover a wide array of employment issues, including workplace safety and health, traditional labor and union relations, wage and hour, federal and state discrimination and leave laws, immigration and workers’ compensation matters. Our lawyers also assist employers as they implement reductions-in-force or early retirement programs. We help employers comply with laws administered and enforced by the Equal Employment Opportunity Commission, the National Labor Relations Board, the Department of Labor, the Office of Federal Contract Compliance Programs and various state agencies. Our services range from quick “gut-check” phone calls with human resource professionals about employee relations issues to conducting comprehensive workplace audits to identify potential areas of noncompliance before they become legal challenges.
We never offer cookie-cutter, off-the-shelf employment counseling services and training programs. Instead, we provide efficient solutions tailored specifically to our clients’ goals. We tour facilities, collaborate with executive management teams, and review existing policies and procedures to gain a solid understanding of our clients’ operations. We then develop individualized employee or management training programs for avoiding sexual harassment and EEO problems, complying with the Americans with Disabilities Act and the Family and Medical Leave Act, maintaining a union-free workplace, or discussing cutting-edge topics such as social media use by employees.
Our lawyers work with employers to mitigate risk and put our clients in the best position possible if legal proceedings should arise.
The Law@Work – Winter 2017 - Thompson Hine Newsletter
February 08, 2017