Frequently Asked Questions

We provide comprehensive HR legal services including:

• Employment contract drafting and review
• Workplace policy development and compliance
• Discrimination and harassment claims
• Wrongful termination and dismissal procedures
• Wage and hour compliance
• Employee classification (exempt vs. non-exempt)
• FMLA, ADA, and other regulatory compliance
• Workplace investigations and dispute resolution

We understand that HR legal issues often require immediate attention. For urgent matters such as pending terminations, discrimination claims, or workplace safety concerns, we typically respond within 2-4 hours during business hours.

For established clients with retainer agreements, we offer priority response times and after-hours emergency contact options for critical situations that cannot wait until the next business day.

While not legally required for all businesses, an employee handbook is highly recommended as it provides clear expectations and protects your organization. A comprehensive handbook should include:

• Company mission, values, and culture
• Equal employment opportunity and anti-discrimination policies
• Harassment prevention and reporting procedures
• Work hours, attendance, and leave policies
• Compensation, benefits, and performance reviews
• Code of conduct and disciplinary procedures
• Technology use and confidentiality policies
• Health and safety guidelines

We can help you create a customized handbook that complies with federal, state, and local laws while reflecting your company culture.

We recommend conducting a comprehensive review of your HR policies at least annually. However, updates may be necessary more frequently when:

• New employment laws are enacted at federal, state, or local levels
• Court decisions create new precedents affecting workplace practices
• Your business undergoes significant changes (mergers, expansions, restructuring)
• You experience recurring HR issues that policies should address
• Industry best practices evolve

We offer policy audit services and can keep you informed of relevant legal changes requiring immediate updates.

Employee termination carries significant legal risk if not handled properly. Key considerations include:

• Documentation of performance issues or policy violations
• Compliance with progressive discipline procedures (if applicable)
• Review for potential discrimination or retaliation claims
• Verification of at-will employment status and contract terms
• Final paycheck timing and accrued benefits
• Return of company property and data security
• COBRA and benefits continuation notifications
• Unemployment compensation implications

We recommend consulting with legal counsel before proceeding with any termination to minimize risk and ensure compliance.

Interview questions should focus on job qualifications and avoid topics that could lead to discrimination claims. Generally safe topics include work experience, skills, education, and availability. Avoid questions about age, marital status, children, religion, disabilities, national origin, or other protected characteristics.

We provide interview training for hiring managers and can review your interview questions and hiring processes to ensure legal compliance while helping you identify the best candidates.

We offer flexible fee arrangements tailored to your needs:

• Hourly Billing: For discrete projects or occasional consultation needs
• Monthly Retainer: Predictable pricing for ongoing HR legal support with priority response times
• Flat Fee Projects: Fixed pricing for specific deliverables like handbook creation or policy audits
• Hybrid Arrangements: Combination of retainer for routine matters plus hourly for litigation or complex projects

During your initial consultation, we'll discuss your needs and recommend the most cost-effective approach for your organization.