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Strategies to help clients avoid and defend against litigation has significant value. Our services include counseling on (without limitation): 

• Potential Employment Disputes
• Hiring and Termination Consulting
• Compliance 
• Corporate Policy Management and Enforcement
• Restrictive Covenants (i.e., Non-Compete)
• Severance Negotiations
• Layoffs and Reduct

Strategies to help clients avoid and defend against litigation has significant value. Our services include counseling on (without limitation): 

• Potential Employment Disputes
• Hiring and Termination Consulting
• Compliance 
• Corporate Policy Management and Enforcement
• Restrictive Covenants (i.e., Non-Compete)
• Severance Negotiations
• Layoffs and Reduction-in-Force Process

 We work with our clients to understand their issue and end goal to proactively advise on the best approach available. Our team represents both employers and employees whether it is consulting on offer of employment packages, separation and severance negotiations, drafting or responding to a demand letter, negotiating pre-suit settlement deals, private mediation, or representation in a legal proceeding. 

Prompt action and sound advice is what you can count on at The LegalSuite™. Enjoy the benefits of having an attorney with a wealth of knowledge by your side each step of the way.

Workplace investigations are routine but serious matters that typically involve allegations of employee misconduct and/or employer policy violations. Appropriate handling of workplace investigations can potentially mitigate the risk of a larger issue such as litigation, for example. These matters usually are allegations of harassment, dis

Workplace investigations are routine but serious matters that typically involve allegations of employee misconduct and/or employer policy violations. Appropriate handling of workplace investigations can potentially mitigate the risk of a larger issue such as litigation, for example. These matters usually are allegations of harassment, discrimination, reverse discrimination, DEI inequities, privacy violations, sick and/or medical leave issues, bullying, theft, misappropriation, retaliation, and other violations. Immediate action following receipt of an employee's complaint is critical to the investigation process. Any delay or failure to facilitate an investigation into the claims can   be damaging and lead to legal exposure.

In partnership with our team, we are ready and willing to assist as follows:

• Manage and facilitate workplace investigations  
• Conduct witness interviews and document review 
• Perform detailed legal analysis of the issues presented 
• Educate and inform stakeholders on the asserted allegations
• Submit an investigative report at the conclusion advising on our findings and remedial steps (i.e.,  training, corporate policies and standard operating procedures, disciplinary measures, focused corrective action plan, etc.)

Our approach considers the importance of providing support without taking a harsh and overly-critical position that could intimidate employees from issuing future complaints or assisting in the same. This is a collaborative effort always focused on the best interests of our clients to properly and completely resolve internal matters.

The first step in taking legal action in employment discrimination is filing an administrative charge with the Equal Employment Opportunity Commission (EEOC). A charge must be filed with the EEOC generally within 180 days from the last date the discrimination or retaliation occurred. Upon receiving the charge, the EEOC sends a copy to the

The first step in taking legal action in employment discrimination is filing an administrative charge with the Equal Employment Opportunity Commission (EEOC). A charge must be filed with the EEOC generally within 180 days from the last date the discrimination or retaliation occurred. Upon receiving the charge, the EEOC sends a copy to the employer and may recommend mediation or conciliation prior to investigating the claims. This is a voluntary process that either the charging party or employer can decline. Should the matter not resolve at this stage, the EEOC will request a written response from the employer known as a "position statement." Possibly, the employer may be required to respond to a request for more information after submitting its position statement. The EEOC then facilitates an investigation. Where the agency finds that there has been a violation of the law, it may attempt settlement with the employer. If no settlement resolution is achieved. the EEOC or Department of Justice may decide to initiate a lawsuit against the employer. In the event the EEOC finds no violation or decides not to bring a lawsuit, it will provide the charging party with a notice that they may file a lawsuit in court.

If you are considering whether or not to file a charge or have been notified of a charge against your organization, we have years of experience handling EEOC claims. The LegalSuite™ can evaluate your matter and partner with you on strategy to help ensure you have the legal protection and counsel needed to manage the process with ease and skill.