The law regulates the employer-employee relationship on many levels, from payment of wages to termination of workers. Saul Ewing’s Legal HR Team can help employers navigate the continually changing landscape of employment law.
Legal HR Brings You:
- Compliance Advice
- Risk Management
- HR Strategy
- Price Predictability
- Alternative Fees
Start-Up and Small Employers (1-50 employees)
When start-up and small companies begin hiring employees, they need direction on the legal requirements relating to personnel files, wages, work schedules, accommodations, paid and unpaid leaves of absence and confidentiality/restrictive covenants. Saul Ewing fills this need with an initial consultation followed by development of customized legally compliant forms, agreements and policies.
Legal HR Start-Up Package
Developing employment policies as a package not only saves time but also improves consistency in implementation. The Legal HR Start-Up Package can include any combination of the following agreements or forms developed for a flat fee. Individual documents are also offered:
- Employment Applications
- Offer Letters
- Employment Agreements
- Independent Contractor Agreements
- Non-Compete Agreements
- Non-Disclosure Agreements
- Invention/Work for Hire Agreements
- Arbitration Agreements
- Posting and Handbook/Policy Requirements
- Non-Compete Agreements • Personnel File and I-9 Checklists
Legal HR Policy Development
Growing companies need policies and procedures that guide employees and protect the organization. While a lengthy handbook is unnecessary and can sometimes backfire, certain policies are critical. Saul Ewing works with clients to develop only what is necessary to meet their needs and protect them from liability. A proper anti-harassment and discrimination policy, for example, creates a litigation defense and can limit potential damages. It is one of a few must-have policies.
Medium and Large Employers (50+ employees)
Typically, large employers require significantly more structure and organization around their HR practices than start-up and small companies. Saul Ewing offers several types of risk assessments and training programs as well as ongoing counseling to help businesses stay in compliance with labor and employment laws.
Legal HR Monthly Retainer Counseling
When faced with Legal HR questions, companies often want quick, economical and practical advice. Saul Ewing’s Legal HR attorneys have significant experience answering these types of questions and can work on a monthly retainer that is structured to the needs and size of the business. This provides clients with a practical solution at a predictable cost.
Legal HR Training
Legal HR training provides executives, human resources professionals and employees with an interactive curriculum that is practical, understandable and guided by Saul Ewing’s hands-on experience. The firm’s Legal HR attorneys frequently lecture and teach at the college and graduate level and are often asked to speak at trade shows, leadership panels and to various client groups on a wide variety of Legal HR topics. Saul Ewing can customize a training session to fit the client’s needs.
Legal HR Reduction in Force Strategy and Implementation
Saul Ewing’s Legal HR attorneys have significant experience developing, structuring, and executing reductions in force in collaboration with clients. The firm strategizes with clients to determine future workplace needs, develop objective and business-related selection criteria, assist in the rating process if relevant, analyze discriminatory impact and ensure a well-documented, legally compliant process. Having litigated numerous reduction in force cases, Saul Ewing knows how clients need to execute effective and legally defensible workplace reductions.
Legal HR Risk Assessments
An HR Risk Assessment involves an analysis of the structure of the HR Department itself. Saul Ewing’s Legal HR attorneys assess HR/legal compliance by reviewing postings, policies, complaints, leave request procedures and pay practices. The assessment starts with a client meeting to discuss the company’s overall HR organization and review the legal and practical issues that pose legal risks. Issues identified in these meetings are then used to tailor an implementation plan that prioritizes the client’s needs, manages and reduces legal exposure, and builds a strong organization from within.
Wage and Hour
A Wage and Hour Risk Assessment reviews company pay policies as well as the time and overtime structure for compliance with federal, state and local laws. To do this, Saul Ewing’s Legal HR attorneys work with clients, including government contractors, to understand their industry, operations, job functions, titles and responsibilities to ensure that each employee is paid in accordance with legal and industry standards. This may entail reviewing job descriptions, interviewing management employees and developing a strategic plan to ensure compliance and minimize risk.
An FMLA/ADA Risk Assessment begins with client meetings to understand current leave practices and identify issues which are used to develop a plan to assist with FMLA & ADA policy, process, form creation and distribution, leave calculation, accommodation planning, benefits issues and reinstatement. Saul Ewing also offers comprehensive training on these topics and, once the firm’s HR attorneys have audited company practices, they provide training using the client’s own documents to instruct management on issue spotting and risk avoidance.
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