Practice area II

Employment Law

Clear advice for employers and for the people they employ. Contracts, separation, discrimination and retaliation claims, workplace investigations and policy, acting for senior executives and for growing employers alike.

What we do

Executive contracts and separation: Reviewing and negotiating employment agreements, equity awards, severance packages and restrictive covenants before you sign.
Discrimination and retaliation: Advising individuals who believe they have been treated unlawfully, and employers who need to respond to an agency charge or demand letter.
Wage and hour: Classification of employees and contractors, overtime exposure, commission plans and internal audits.
Workplace investigations: Independent, well-documented investigations of complaints, run quickly and with fair process for everyone involved.
Handbooks and HR advice: Policies, performance procedures and manager training that are practical rather than decorative.

How a matter proceeds

Step 1
Confidential intake
Tell us what happened and bring the documents you have. Timing matters, so we look first at any deadlines that are running.
Step 2
Assessment
An honest view of strengths, risks and realistic ranges before any decision to escalate.
Step 3
Negotiate first
Most employment matters resolve through a well-prepared negotiation or mediation. We prepare every file as if it may be tried.
Step 4
Litigate where needed
If a fair resolution is not available we take cases before agencies and courts.

Fees

Initial consultations are free of charge. Contract reviews on a fixed fee; disputes hourly, with contingency arrangements available for some employee claims.

Questions we are asked

I have been offered a severance agreement. Should I sign it?

Not immediately. Severance agreements usually include a release of legal claims. Ask for time to review, and have the terms, including any non-compete and non-disparagement clauses, checked first.

Do you act for employers as well as employees?

Yes. We do not act for both sides of the same dispute, and we run a conflicts check before every first meeting.

Are there strict deadlines for bringing a claim?

Yes. Charges of discrimination usually have short filing windows measured in months, and the period varies by claim and jurisdiction. Seek advice promptly.