Employment Law

We advise employers on matters concerning employment policies, wage and hour laws (including exempt/non-exempt status), employment contract and independent contractor agreement drafting and review, and other matters concerning employment, as well as proactive measures that can be taken to minimize litigation threats. When urgent employment issues arise unexpectedly, such as those involving a leave of absence, workers’ compensation claims, disability or religious accommodation, discipline, or termination, we are available to provide practical advice and counsel to quickly meet your needs. We are also regularly able to provide information on legislative and case law updates affecting employers.

We advise individuals on a wide range of employment-related concerns, including discrimination, harassment, retaliation, wage and hour issues, leave rights, and separation from employment. Our role is to help you assess the facts, understand your rights and obligations, and evaluate practical next steps. In some cases, that may mean clarifying whether a legal claim exists at all. In others, it may involve navigating a dispute, negotiating a resolution, or determining whether formal action is appropriate. Employment claims can involve strict timelines, procedural requirements, and strategic decisions that may affect your options moving forward.

Employment litigation can be expensive and highly disruptive, particularly when sensitive matters such as discrimination or sexual harassment allegations are made. Such claims can expose not only a company or organization to liability, but they can also affect the careers of those alleged to be responsible for wrongdoing. We work closely with our clients to provide the best available defense against employment-related claims, including allegations of: unlawful retaliation, discrimination and harassment, violation of state whistleblower protections, violation of an employee’s civil rights, violations of wage and hour laws, violations of OSHA and other work environment regulations.

When there is a serious claim of illegal or unlawful activity (such as discrimination or harassment), it is often advisable to bring in a third party to investigate, to demonstrate objectivity, good faith, avoid acting on assumptions and biases, and support the employer’s defense to any employment decisions. Our attorneys provide thorough investigations, focusing on legal principles while remaining sensitive to workplace morale and confidentiality concerns.