Our employment lawyers take a “consultative approach” by working closely with companies to provide practical, business-minded “tools” for creating strong employment relationships – from hiring to firing. These tools and best practices are customized to safeguard your business interests while accommodating the needs of your employees. Our lawyers also educate and mentor the HR professionals and managers to ensure that these tools are implemented properly and to avoid costly litigation. By utilizing these tools, you can focus on your business – not defending it.
Our employment law tools include:
- Drafting employee confidentiality, invention and non-competition agreements;
- Drafting social media, email, and technology policies, which minimize risks that range from on-line defamation claims, disclosure of confidential information, liability for employee’s wrongfully downloading content/software, and inadvertent contract formation;
- Reviewing employment policies and procedures to ensure compliance and to recommend “best practices” to reduce the risks of employment litigation;
- Drafting employee handbooks, manuals and technology policies or to update existing HR policies and procedures to ensure legal compliance with current state and federal law or in advance of emerging trends;
- Investigating suspected employee misconduct, including wrongful conduct involving computers and the Internet and investigating such conduct while related criminal charges against current and former employees were being pursued by state and federal authorities; and
- Providing supervisor, manager, and employee training on various topics, including sexual harassment and discrimination.
If litigation is necessary, we provide our business clients with the state and federal trial experience to defend your interests. This employment law ranges from claims under Title VII of the Civil Rights Act, Michigan’s Elliott-Larsen Civil Rights Act (ELCRA), Persons with Disabilities Civil Rights Act (PDCRA) and the Americans with Disability Act (ADA), retaliation and whistle blower claims, sexual harassment, reverse race discrimination, Age Discrimination in Employment Act (ADEA), Family Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA)), as well as trade secret misappropriation claims, breach of non-compete agreements, and negligent hiring claims.