Protecting your business is our business.
As labor and employment attorneys, we know how hard it is to find, train, and hold on to good employees and great managers—all while protecting your company and growing your business. However, with years of experience in every avenue of labor and employment law, we know firsthand that it’s more than possible to create and enforce policies that are legally compliant and create a better workplace. And we look forward to helping your company do just that.
View our attorneys in this practice
We don’t see ourselves as just “the lawyers”—even though we know the law and regulations inside out and upside down. In practice, we work more as partners, providing advice and counsel in addition to guidance about complying with new laws and regulations.
Our clients call us for a lot of reasons: because they can’t figure out how to get themselves out of a jam, because they’re concerned about new laws and regulations, because they’re entering negotiations with a union, or simply because they want to bounce business ideas off an experienced counselor.
No matter what brings you to us, we take the time to understand your issues and consider them in the context of your larger priorities and long-term goals. Then we strategize about the different ways you can handle the issues at hand while keeping your business running smoothly and efficiently.
In our consultative role, we feel a responsibility to provide advice about what you should do, not just what you legally can do. Ultimately, the choice of how to proceed is always yours. But we think clients deserve a candid, informed opinion from someone who’s likely seen this kind of thing before, so we make sure to share ours.
Our employment attorneys are able to recommend the right strategy—not just the expedient or “good enough” one—because of our experience, creativity, and on-the-ground insight. Many of us had careers before becoming lawyers, so we know how to talk to and train employees and managers and inspire positive shifts in behavior.
We also know how to foster goodwill by creating policies that are “fair”—to you, your employees, and a difficult employee’s co-workers. Creating and enforcing “fair” policies can go a long way toward preventing conflicts in the first place, while helping you effectively manage your most valuable resource: your people.
We work hard to come up with practical solutions that help you comply with the law, protect your interests, actively prevent new disputes, and minimize the need for litigation.
However, sometimes going to court is either unavoidable or in your best interest. If that need arises, we will see your case through to the end. Nearly all of our group’s members are litigators as well as advice and counsel lawyers, with track records of success and the work ethic and drive it takes to win.
- Health care
- Social services
- Financial services
- IT services
Our practice includes:
- HR advice and counsel
- Labor negotiations, collective bargaining, NLRB work
- ERISA, benefits and executive compensation advice
- Preventative programs and training
- Post-litigation training to prevent further issues
- Agency representation
Our attorneys also have the training and expertise to conduct prompt, thorough, and neutral investigations. When hired as your outside investigator, we help your organization or educational institution in making sound, informed, and legally defensible decisions based on clear investigatory findings.
We serve as neutral outside investigators for colleges, universities, and secondary schools and follow the current laws and guidance on sexual and dating violence from Title IX, the Office of Civil Rights, VAWA, the Campus SaVE Act, and the White House. We understand how to navigate the unique challenges and legal issues presented by these types of complaints, including how to conduct a trauma-informed interview, respect student privacy rights, and ensure an equitable investigation for both complainants and respondents.
We regularly conduct investigations related to:
- Discrimination (age, gender, sexual orientation, disability, race, national origin, ethnicity)
- Sexual harassment
- Title IX and VAWA (sexual violence, sexual harassment, gender discrimination, intimate partner violence, and stalking)
- Failure to accommodate
- Employee or student misconduct
- Wage and hour violations