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Employment Counseling

When your CEO has just been accused of sexual harassment, or your in house counsel wants to discuss a challenging ADA/FMLA concern with an employee you need to replace, who should you call? Saul Ewing Arnstein & Lehr. Our experience means that no matter what the issue, one of our attorneys has likely seen it before—many times.

Our job is to provide legal advice needed to support in-house counsel and Human Resources. We understand that when our clients are dealing with their best assets—people—they want their outside counsel to help them balance management needs, internal policies and culture, fairness and the law. Reducing the risk of litigation is just one factor. Our clients are looking to our experience to come up with practical and creative solutions. They need timely advice, not memos.

We start with the basics—learning your business and your culture; understanding how a myriad of federal, state, and local laws interact; and being available when you need help. When the immediate crisis is over, our goal is to help clients develop a preemptive, strategic approach to employee relations challenges and compliance. And we bring a national perspective important to employers with operations in multiple jurisdictions.

Examples of Our Employer Counseling Practice

  • Review and assess policies and practices for potential problem areas

  • Provide practical, in–house training—in plain English—to managers, supervisors, and employers on a wide range of issues, including harassment and discrimination, diversity, leave issues, ADA, union organizing, and hiring, evaluation, discipline and discharge

  • Advise clients on the legal and practical aspects of security, risk management and privacy, including: background checks, employee monitoring, theft investigations, protection of confidential information, medical inquiries and exams and employee raiding

  • Conduct internal investigations in sexual harassment, whistle-blower and other employment issues and concerns, which give employers a documented, good faith basis to take action in sensitive cases, and may provide a defense in later litigation

  • Offer advice on affirmative action and numerous other federal compliance requirements

  • Advise and represent employers on workplace safety (OSHA/MSHA) issues and investigations

  • Assist employers needing to reduce or restructure their operations

  • Develop and review pay practices to comply with federal and state wage and hour laws

  • Develop, update and monitor affirmative action plans and programs

  • Provide strategic advice in downsizing, mass layoffs, and reductions in force



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