Human Resources

Human resources (HR) and legal departments have a tremendous amount of overlap. This happens because both state and federal laws protect employee rights. These laws range from preventing discriminatory practices and workplace harassment to the regulation of hiring, firing, medical leave, fair pay, and workplace safety.

Where We Come In

Many HR managers have advanced degrees and specialized training, but there is no replacement for actual legal training when questions of legality, ethics, and compliance are on the line.

Employment law covers the rights and responsibilities of both employees and employers. The U.S. Department of Labor (DOL) oversees and enforces over 180 federal laws for more than 1 million American employees. Your HR functions must be built on an understanding of which of these laws apply to your industry and your business in particular.

For instance, small businesses have different obligations to fulfill where health benefits, medical leave, and family leave are concerned. Depending on your industry, you may have specialty compliance requirements to meet. Construction companies, for instance, must meet special worker health and safety requirements through OSHA training.

Failing to properly understand or address these issues could result in ethical missteps, fines, or even legal action from either the government or your employees. Remember, when it comes to Human Resources, preventing a problem is always easier than fixing it.

Employment and HR law services often include:

  • Consulting about recruiting and hiring practices
  • Employment contracts
  • Policies and procedures for collecting and using employee information
  • Investigation of wrongful conduct
  • Creation of employee handbooks and termination policies
  • Unemployment compensation hearings
  • Training for harassment and discrimination prevention
  • Creation and maintenance of employment records
  • Defense against an employee lawsuit

HR professionals negotiate legal agreements every day. They provide offer letters, termination packets, employee mediation, and ADA compliance. Without appropriate legal counsel or training, they could be leaving your business open to liability. Fractional legal counsel can help prevent liabilities by creating and reviewing policies and procedures, drawing up employment contracts, and generally overseeing legal aspects of the Human Resources department.

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Contact Us

Do you have a legal question? Don’t try to figure it out yourself. Contact our team today and we can discuss if our services meet your needs, or at the very least, point you in the right direction.