Our philosophy is that employers should adopt employment policies and procedures before they are needed, thereby insuring there is a roadmap for managers and human resource professionals. Our extensive experience representing employers uniquely positions us to counsel clients, draft and review policies and procedures addressing every aspect of the employment relationship – from employee screening and hiring to individual terminations and large reductions-in-force.
However, employee discipline and discharge frequently trigger challenges in employment discrimination proceedings and in other forms of employment litigation. Understanding the principles that underlie effective and defensible discipline is essential. Because our attorneys are experienced in defending employment claims once disputes materialize, they are particularly well suited to provide guidance to employers during workplace investigations and in the decision-making process that will either minimize the risk of a later dispute or put an employer in the most defensible position if a dispute does arise.
Our philosophy is that employers should adopt employment policies and procedures before they are needed, thereby insuring there is a roadmap for managers and human resource professionals. Our extensive experience representing employers uniquely positions us to counsel clients, draft and review policies and procedures addressing every aspect of the employment relationship – from employee screening and hiring to individual terminations and large reductions-in-force.
However, employee discipline and discharge frequently trigger challenges in employment discrimination proceedings and in other forms of employment litigation. Understanding the principles that underlie effective and defensible discipline is essential. Because our attorneys are experienced in defending employment claims once disputes materialize, they are particularly well suited to provide guidance to employers during workplace investigations and in the decision-making process that will either minimize the risk of a later dispute or put an employer in the most defensible position if a dispute does arise.
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