Our firm’s “bread and butter” is providing employment law compliance support to our clients. By contrast, most employment lawyers focus the vast majority of their time on litigation — with big firms often focused on large cases such as class actions. We spend most of our time supporting our client’s Human Resources professionals, in-house counsel, and others with employment law compliance responsibilities. Our clients benefit from access to immense “off the shelf” resources we have developed over many years to support them in their employment law compliance efforts.
Our compliance services include:
- Compliance Trainings: Including California’s mandatory sexual harassment prevention training, management “employment law 101” type training, training managers on hiring/termination dos and don’ts, and performance management training.
- Employee Handbooks: Review, updating, and/or set up.
- New Hire Forms: Review and/or setup of employment applications, offer letters, executive employment agreements, confidentiality/invention assignment agreements, commission plans, bonus plans, and arbitration agreements.
- Performance Improvement Plans: Templates, advice on specific cases.
- Leave of Absence & Disability Accommodation: California and federal leave letter templates for CFRA/FMLA, ADA, PDL (and other forms of leave), leave policies, strategies for combating leave abuse, integration of attendance-leave policies, and managing disability accommodation issues.
- Terminations: Risk assessment, risk lowering recommendations, termination talking points, termination letters, and separation agreements.
- Wage & Hour: Review of exempt classifications, advice on non-exempt employee compliance requirements, including with respect to meal/rest breaks, wage notices, minimum wage, overtime, piece rates, and record keeping.
- Contractor Status: Contractor vs. employee classification review, and review/setup of independent contractor agreements.
- Investigations: Advice on conducting investigations and investigation templates. Our attorneys may be retained to conduct investigations directly in appropriate cases.
- Hiring: Background check issues, non-competes, non-solicitation clauses, and rescinding offers.
- Layoffs: Adverse impact analysis, employee layoff selection documentation, separation agreements, Older Worker Benefits Protection Act requirements/disclosures, communications guidance, and WARN Act.