Employment Law

Joy provides legal advisement and representation to individuals and select employers on matters related to the employer-employee relationship. Her work may entail identifying legal risks, providing recommendations to protect client’s interests, negotiating a more favorable outcome for the client, or pursuing civil litigation.

For Individuals

  • Employment law consultation: Counsel individuals on problems encountered in the workplace. Advocate on behalf of the client or provide recommendations for obtaining a legal remedy.
  • Employment law representation: Representation of clients may be before an administrative agency, at trial, in alternative dispute resolution proceedings, or at any stage of pre-litigation. Specific matters may involve wage and hour issues, employee misclassification issues, privacy torts, breach of contract claims, wrongful termination, discrimination claims, and others.
  • Contract negotiation: Review and negotiate employment contracts, separation agreements, non-compete agreements, confidentiality agreements, and other workplace contracts.

For Employers

  • Employment law consultation: Specific matters may include employee discipline, state and federal compliance issues, wage and hour issues, employee misclassification issues (independent contractor issues, exempt/nonexempt status), agency investigations, breach of contract claims, and more.
  • Employment law representation: Represent clients before administrative agencies, at trial, in alternative dispute resolution proceedings, or at any stage of pre-litigation.
  • Document review: Review and negotiate employment contracts, separation agreements, non-compete agreements, confidentiality agreements, and other workplace contracts.
  • Employee handbook review and drafting: Review and draft employee handbooks and employment policies to ensure compliance with local, state, and federal laws.
  • Preventative HR Checkup: Visit client’s work site to conduct a Preventative HR Checkup to identify and resolve potential compliance issues—before they become a problem.

 

Beginning October 2019, we provide Workplace Investigations Services:

  • Investigate alleged workplace violations of law or employment policies. The scope of the external investigation is determined at the outset between the hiring party and the investigator:
      1. Neutral fact-finding investigation – identify relevant facts and provide a written report with investigative findings. 
      2. Neutral fact-finding + evaluative investigation – identify relevant facts and provide a written report with investigative findings and recommendations.

 

  • We are impartial in seeking the truth in the workplace situation to provide factual information to the decision-maker.
  • We treat witnesses fairly when questioning them during the investigative process.