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Employment Law Attorney
Labor and Employment attorneys help employers with the following:
- Reviewing client employee handbooks, manuals, and policy statements.
- Assisting with federal and state wage and hour law issues and claims.
- Representing employers before the Equal Employment Opportunity Commission (EEOC) and state human rights agencies.
- Providing advice on issues involving National Labor Relations Board (NLRB) representation elections including campaign assistance.
- Representing employers in unfair labor practice proceedings before the National Labor Relations Board and state labor agencies.
- Providing representation for grievance and arbitration hearings under collective bargaining agreements.
- Collective bargaining on behalf of clients including strategic planning and acting as spokesperson.
- Counseling on issues related to strikes or lockouts, and providing related litigation support.
Labor Employment Attorney
Should I hire a Labor and Employment Attorney?
If you are involved with a dispute involving such issues as wrongful termination, sexual harassment discrimination (gender, age, religion, disability, pregnancy, national origin, race), wage and overtime issues, employment contracts, negotiation of severance packages, or public sector employee issues you should immediately consult with a qualified employment attorney . Businesses will also typically retain an employment attorney to provide counsel on the businesses rights and options under labor and employment laws and provide advocacy, including representation in mediations, arbitrations, and litigation. Retaining an attorney for these and other similar purposes will save businesses a lot of legal hassles down the road.
In addition, it is illegal for an employer to adopt a policy or practice that has a "disparate impact" on a protected class, such as by adopting hiring criteria that tend to screen out women or minority group members, or by instituting a required test for promotion on which a particular class tends to score badly. Such a policy or test, like a specific policy that only men or women can have certain jobs, is legal only if it can be deemed a "bona fide occupational qualification."
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