INTERNAL WORKPLACE INVESTIGATIONS
A business’ internal Legal or Human Resources teams often lack the capacity, objectivity, and experience to conduct an appropriate investigation into complaints of ethics violations, misuse of technology, discrimination, or harassment in the workplace. Using a neutral third party investigator can help you to uncover the facts, lends credibility to your investigation, and will mitigate the risk of a defense attorney becoming a witness in litigation
HUMAN RESOURCES CONSULTING
Many businesses cannot afford to have their own human resources departments, but human resources management can be vital to work atmosphere and culture. Getting information from a professional about best practices related to hiring, recruiting, interviewing, employee development, pay practices, vacation and leaves of absence, counseling and disciplinary matters, or termination will only improve your company’s practices and strengthen its relationships with employees.
WORKPLACE TRAINING
Employee training programs are a key tool in developing a high performance organization. In light of quickly evolving laws that govern the workplace, effective training has become one of today’s most highly demanded professional services. Merely having a written anti-discrimination or anti-harassment policy is not enough to mitigate your risk: a training program that compliments and explains the law, your workplace policies, and business expectations specifically designed for your workplace is necessary. is necessary. .
EMPLOYMENT CONTRACT DRAFTING
Employers need to protect themselves and their legitimate business interests. One critical tool available to employers is the employment contract. Whether your concerns relate to confidentiality, trade secrets, independent contractor agreements, employee benefits, non-competition, non-solicitation, or severance, you need an experienced attorney to help you draft reasonable and enforceable terms.
ADMINISTRATIVE AGENCIES
Aggrieved employees often bring charges against employers in state or federal agencies such as the Department of Labor (DOL), the Illinois Department of Employment Security (IDES), the Illinois Department of Human Rights (IDHR), and the Equal Employment Opportunity Commission (EEOC). Businesses need experienced legal counsel to guide them through proceedings, collect and preserve information, and formulate responses.
EMPLOYEE HANDBOOK DRAFTING
Your Employee Handbook lays the groundwork for how your business runs from day to day. If your business does not have an Employee Handbook, or if your Employee Handbook is not up to date, your business may be running inefficiently and may be at risk for costly employee relations issues. A well-written handbook is a valuable communication resource that can help manage the expectations of your employees.
INSURANCE COVERAGE
Most of us have insurance policies – but many individuals and businesses are unaware of how the claims process works and what coverages are available under their policies. We guide our clients through the claim process and aggressively advocate their coverage position when disputes arise under comprehensive general liability, directors’ and officers’ liability, employment practices liability, professional liability errors and omissions, and all risk and named peril property and casualty policies.
COMMERCIAL LITIGATION
Your business objectives drive our approach to handling your litigation. We approach all matters with the understanding that our clients are not in the business of litigation. It’s our business to understand our client’s objectives and to obtain favorable results in a cost-effective matter.