Prevention Is Cheaper Than Litigation
Our philosophy for our employer clients is to work hard to prevent them from ever having to go to court to defend their employment actions and policies. We invest time in helping you write clear human resources policies. These policies protect your interests, protect your employees from discrimination, and keep your business in full compliance with all state and federal employment law.
Having a preventative approach to employment law helps your business lower its litigation risk, protects your reputation, and creates a better, more productive workplace for you and your employees.
1. Lower Your Litigation Risk: Even when an employer successfully defends themselves in a lawsuit brought by a current or former employee, they still lose. Litigation is everything businesses hate: lengthy, costly, and unpredictable.
2. Protect Your Reputation: You want to be able to recruit the best people for your business. But, government agency actions against your company, employee lawsuits, and disgruntled former employees can harm your reputation. This can make it challenging to attract the right employees to your business. It can also hurt your retention efforts. If your business is in the news for negative employment actions, it can also hurt your reputation with potential customers. It can take years to build a strong reputation, and only one adverse action or story to ruin it.
3. Handling Human Resource Issues: Your human resources staff is your first line of defense when it comes to employment law issues. We focus on educating your human resource team. We help them understand the best way to handle employee complaints, and how they can prevent most complaints with the right policies and procedures. Clients that invest in regular education and training for managers and employees have fewer employment law issues. They also have happier and more productive employees.
4. Compliance Management: There are a variety of different state and federal government agencies that can investigate your business for employment law compliance issues. These investigations and audits are intrusive, expensive, and time-intensive. If a problem is found, you can be required to pay expensive fines and penalties. In some cases, an investigation from a government agency can also lead to a civil lawsuit. By creating systems that ensure you are fully compliant with all of the employment laws that apply to your business.