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The Prevention Basics Program is designed to address three primary steps a business can take to reduce its legal employment-related risk: (1) draft and/or review legally-compliant and up-to-date employee handbooks and personnel policies; (2) educate supervisors and managers regarding obligations under the law, including the obligation to refrain from and remedy harassment in the workplace; and (3) seek and receive high-quality legal advice and counseling from an experienced employment lawyer. The program identifies the services needed by businesses/non-profits over the course of the next twelve months, but always includes the three core areas identified above.
Once the scope of services is agreed upon, the total cost for the service will be calculated and the business will pay a pro-rata share monthly. Businesses participating in the Prevention Basics Program receive a 15 percent discount on any other services that may be desired or required during the term of participation.
Employers Legal Resource Center recognizes the critical role played by those in the nonprofit industry and the unique challenges they face. Employers Legal Resource Center is involved with non-profits at all stages of their life cycles and provides superior legal counsel on a variety of issues, such as governance, financial accountability, ethics, and issues relating to volunteers.
The Employers Legal Resource Center provides counseling and advice on a wide variety of employment and business-related legal matters including employee/independent contractor classification, overtime and other wage & hour issues, employee hiring (including background checks), requests for accommodation, drug testing, leave of absence, complaints of harassment or discrimination, employee discipline and termination. Attorneys at the Employers Legal Resource Center stay abreast of changes in the law in addition to responding to inquiries from businesses. Attorneys will affirmatively notify the businesses with whom they regularly work regarding changes that may affect them.
One of the best ways to determine an organization’s level of risk in the employment field is to conduct an employment-law audit. During the audit, an attorney will review, among other things, the processes and policies related to the hiring process, establishment of pay, postings, record-keeping and document retention, as well as employee promotion, evaluation, discipline and termination.
The Employers Legal Resource Center regularly drafts and reviews key employment policies and agreements, such as executive employment contracts and compensation agreements, job descriptions, applications and other hiring material, employment policies, disciplinary action memos/ performance improvement plans, and separation agreements. In any employment-related dispute, an organization’s own documents will be primary pieces of evidence as juries are more often persuaded by the written word than by oral testimony. Whether your business’ documents are evidence on behalf of the complaining employee or you often depends on how well-crafted they are. An attorney who not only knows employment law but also employment litigation is in the best position to review a document that memorializes something of importance to your business.
How a business responds to a claim of harassment, request for accommodation, or complaint of unfair treatment/discrimination in the hiring, promotion, pay or other practice is absolutely critical. If the investigation is handled properly and prompt action is taken on the results, a business may be able to avoid liability even if the investigation reveals a probable violation of the law. On the other hand, if handled poorly, an investigation can be used against the employer as further evidence of unlawful discrimination. The Employers Legal Resource Center is experienced in handling investigations ofprotected complaints and can either work with your organization’s designated personnel or conduct the investigation for you.
Sometimes, despite every reasonable effort, disputes and litigation occur. When that happens, the experienced attorneys at Employers Legal Resource Center are ready to handle the dispute. From responding to inquiries from the Labor Commissioner, Workers’ Compensation, the Unemployment Commission, or the Equal Employment Opportunity Commission, to representing our clients in the state and federal courts, the attorneys at the Employers Legal Resource Center have the experience to effectively assist our clients. Among the many employment-related disputes handled by our attorneys are: