A total of 76,418 allegations of discrimination were lodged by individuals in the United States in 2018. It is important to note that accusations filed with state or local Fair Employment Practices Agencies are not included in these cases. An employment law attorney is advisable for both employers and employees for more than just the resolution of a discrimination charge.
Although you may believe that you will never require the services of an employment attorney, this is not the case. It is crucial for business proprietors and employees alike to bear in mind the circumstances under which they should retain the services of a labor attorney in order to safeguard against employment law charges or initiate claims.
Want to determine whether you need the services of an employment attorney? Listed below are the three most compelling arguments in favor of consulting with an employment attorney.
1. Compiling the Organizational Handbook
Having a company handbook is the initial stage in safeguarding an organization against employment law claims. There is a possibility that you believe saving money by creating your own company handbook is preferable.
Hiring an experienced employment law attorney is, nevertheless, the most effective method to safeguard against future claims. A labor attorney will ensure that employment regulations such as the Family Medical Leave Act and the Americans with Disabilities Act are adhered to in your handbook. Additionally, your attorney can advise you on preventative measures against employment law violations.
2. Visits of Federal Agencies to Your Offices
You will inevitably encounter visits from federal agencies such as the Department of Labor and the Equal Employment Opportunity Commission. When these officers show up at a business or organization, proprietors often experience a state of distress. The best course of action in such situations is to refer them to your attorney.
In the absence of a visit, you might contemplate seeking the counsel of a labor attorney. An attorney can provide guidance on how to anticipate and manage such circumstances. Additionally, they may recommend preventative measures against these visits.
3. When You Intend to Terminate Employees
Due to economic distress, company proprietors may be compelled to lay off workers. Although it may appear straightforward, terminating employees necessitates adherence to employment regulations. Laws requiring actions, such as the WARN Act, mandate that you provide a sixty-day notice prior to significant redundancies.
Additionally, remember that you must adhere to state and local regulations. Precautions taken in the future will safeguard you against employment law claims.
To be safe, it is crucial to consult with a local labor attorney. A local authority will have an in-depth knowledge of the laws that pertain to your situation.
When should I invest in a labor law attorney?
Whether you are an employer or an employee, you should always be aware of when you require the assistance of a labor law attorney. When to file a claim or become a victim of harassment, unemployment, discrimination, or other violations of employment law will determine the appropriate moment. It is imperative that you seek the counsel of an attorney prior to initiating any legal proceedings or providing responses pertaining to the charges levied against you.
The majority of attorneys provide complimentary initial consultations. You ought to capitalize on this opportunity to educate yourself on the most effective methods of protection. Although employment attorneys are specialists in these types of cases, that does not mean they will all approach your claim or situation in the same manner.