Stein Sperling’s employment law attorneys work closely with business owners, managers, executives and human resource professionals to establish and maintain clear legal and regulatory compliance strategies for their employment practices. As part of our ongoing counsel, we help clients ensure that their daily operations foster constructive employer-employee relationships while minimizing the risk of potential disputes.
As part of our comprehensive employment practice, our attorneys advise businesses of all sizes on ongoing employment issues, including determining proper classifications and drafting job descriptions for recruiting, interviewing and hiring new employees. As businesses continue to grow or maintain their workforce, we help management ensure that their policies and practices are compliant with federal, state and local laws, including the Americans with Disabilities Act (ADA), the Family Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA), the Employee Retirement Income Security Act (ERISA), the Age Discrimination in Employment Act (ADEA), the Occupational Safety and Health Act (OSHA) and Title VII. Wage hour laws are complex and vary by state, jurisdiction, industry and job duties. Violations are expensive and often risk exposure to treble damages and attorneys’ fees.
These federal, state and local employment laws are constantly changing. We keep informed on relevant updates and, when necessary, help our clients adjust their policies and practices to meet new regulatory standards. This means developing appropriate plans for hiring, compensation and supervision, as well as for the discipline and termination of employees. These plans are as effective and enforceable as possible and also flexible enough to accommodate changes in wage-hour laws, current employee classification definitions and other regulations. It is especially important to address these issues at the time of an acquisition or merger in order to successfully transition employees between entities. Our attorneys can conduct employment audits to find and investigate areas of non-compliance. Such audits often highlight opportunities for change that will allow employers to better meet federal, state and local requirements.
Stein Sperling attorneys also counsel businesses and their human resources staff on performance reviews and appropriate methods for employee discipline. When a reduction in a business’s workforce is necessary, our team can help clients plan and implement layoffs in compliance with the WARN Act when appropriate.