FOR EMPLOYERS

TAKE THE NEXT STEPS TOWARDS SAFEGUARD YOUR BUSINESS

EMPLOYMENT LITIGATION CONCERNS

Employment litigation is expensive and uncertain. How to react to a lawsuit being filed against you, especially for smaller businesses, is critical. You probably feel hurt by your former employee’s accusations and think that you are being accused unjustly. But you are concerned about the risk of a bad result, the cost of even a successful defense, the time and attention that fighting the lawsuit will take away from your business. How do you balance it all out and make a sound business decision?

3 THINGS YOU MUST UNDERSTAND.

TREAT YOUR EMPLOYEES WITH RESPECT

It’s hard to be a boss. You have to make tough decisions, sometimes unpleasant ones. Never forget that it’s equally tough to be an employee and an ex-employee. Especially when you’ve made the difficult decision to let someone go, treat them with respect and compassion. We’ve seen lawsuits begun that would have been avoided if the employer had simply allowed the employee to retain her dignity upon the loss of a job.

3 THINGS YOU SHOULD DO.

THE DEVIL IS IN THE DETAILS

It’s a bother, but pay attention to the details. Rules and regulations can be bothersome, but attending to them can save you time, money, and just possibly a loss in litigation. Having a working relationship with an employment lawyer can help you maintain proper adherence to rules and regulations.

3 THINGS YOU MUST DO.

ALWAYS FOLLOW THE MONEY

The “wages” of sin. How do you pay the people who work for you? Are you sure you’re doing it right? Employees usually only care what you pay them, not how. For employers, it is imperative that you are following all the rules and regulations in regards to compensation of your workforce.

3 THINGS YOU MUST DO.

BE PREPARED TO DEAL WITH WHATEVER ARISES

When bad things happen in the workplace they have a way of happening fast. When your HR person calls and says “we have a problem,” your immediate attention is needed. This kind of situation often arises when an employee complains that they have been sexually harassed.

3 THINGS YOU SHOULD DO.

HANDLING PERFORMANCE PROBLEMS

How do you handle a performance problem? Someone on your team isn’t keeping up. You’re worried. What can you do? How do you proceed?

3 THINGS YOU SHOULD DO.

OUR CLIENTS SAY

There is no greater compliment that we can receive from our clients than a referral to a friend or loved one. The confidence that you show in our firm is all the motivation we require.

He answers my phone calls, he replies to my emails, he allows me to contribute suggestions and he has a desire to keep things efficient and simple. These are the basics of excellent customer service and Frank lives them every time we communicate. One more thing. He advises both employees and employers. Initially, I thought that would be a problem — in retrospect, I do believe Frank has a distinct advantage. He understands both sides — and whatever your needs may be, he is well positioned to understand the psyche of both parties. So critical when it comes to employment law.

He is fair, honest, straightforward and speaks in simple language, no legal mumbo-jumbo. He’s not your typical attorney. That’s why I like him. Frank is a normal, down-to-earth guy, whom I’ve known for 20 years. We got to know each other from a real estate deal. Then he was instrumental in helping me with business situations and contract problems. Frank is extremely helpful and he has always been there for me. Frank is very sharp in his knowledge of the law. He gives good advice. In addition, he’s considerate of his clients and provides excellent service. He’s not just out there to make a buck.

Richard Simberg, Phones & More

Usually, when you need a lawyer, you’ve got a problem. I was very depressed about my situation. Frank was able to see it for what it was and came up with a number of options. One panned out very well, which relieved me of a great deal of stress and anxiety. I had not had much experience with lawyers. In fact, this was the first time I had to defend myself in this way. Frank was very adept at dealing with the legal issues and, almost as important, he took the burden off of me. Frank was very comforting. I certainly refer friends and colleagues to Frank.

Bruce Cobb, A Large Financial Institution

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