Legal matters do not always have to lead to litigation, or even conflict.  While employment law can lead to the courtroom if a dispute involving an issue like wrongful termination arises, most of the time, employment law deals with the drafting of documents, monitoring adherence to state and federal guidelines, and carefully observing the policies of specific industries.  If an employer wishes to avoid litigation (and of course, they do), retaining the services of a knowledgeable employment law attorney can help to ensure a smooth and legally sound relationship between business entities, and the individuals they hire.

With so many employee-related documents and policies to keep track of in addition to all of the other, often hectic elements of running a business, it can be surprisingly easy for an employer to accidentally find themselves in violation of employment law, even if their intentions were good.  Having an attorney to supervise business entities in following the rules of employment law, however, can avoid this problem altogether.  Eliminate employment law problems before they start, and make sure you never find yourself battling employees in court.  Call the law offices of Berkowitz Klein today.  Our employment law attorneys have over 25 years of experience ready to apply to all of your business needs.

Some of the most common aspects of employment law not related to litigation which our attorneys handle include:

  • drafting employment law documents (e.g. Code of Conduct, non-compete agreements).
  • ensuring adherence with federal, state, and industry policies (e.g. wages and hours, safety regulations, anti-discrimination rules).

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Employment Law Documents

When a new employee comes on board with any given company, there is always a stack of paperwork to be completed.  For example, new employees need to complete and sign tax forms, and to sign off on any policy rules that the company enforces.  It is important to make sure that all documents and the rules therein fall within the bounds of state and federal law. Because while it is true that private companies can exercise a wide range of freedoms in who they choose to hire or not hire, or in the policies they insist that their employees abide by, there are nonetheless limits which must be observed.

For example, company policies for employee expectations must be within the legal limits of anti-discrimination laws, like Title VII of the Civil Rights Act of 1964, or the Americans with Disabilities Act.  In the majority of cases, firing an employee because they are pregnant, or because of their sexual orientation, for example, is illegal.  Non-compliance with federal anti-discrimination laws can lead to litigation, and be legally and financially devastating to any business entity.

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Our attorneys can help your company draft all the documents it needs, while ensuring that those documents obey the law.  Some common types of employment documents our attorneys can help to prepare include:

  • Code of Conduct.  This is a written compilation of all company policies and rules, covering topics from dress attire, to alcohol and drug abuse, to procedures for reporting violations by other employees.
  • confidentiality agreements.  As the name implies, confidentiality agreements determine what company information must remain confidential, and for how long.
  • non-compete agreements.  Non-compete agreements are similar to confidentiality agreements, but are more specific.  Non-compete agreements dictate that employees may not use resources from their place of work (e.g. sales leads) in direct competition against their employers — hence the name “non-compete.”  These are also referred to as restrictive covenants.
  • employment contracts.  Most employees in Pennsylvania work on an “at-will” basis, but others may sign employment contracts.  Employment contracts cover all the terms and conditions of employment.