Prepare employee handbooks (or revise existing handbooks), including customization of policies for each workplace and industry to minimize employment claims, and clarify employee expectations. Employee policies are critical in preventing and minimizing all types of claims, including discrimination and harassment, retaliation, overtime, leave laws, etc. Handbooks are also important for any employer seeking to obtain Employment Practices Liability Insurance (EPLI). Our customized policies are essential to guarding against and resolving employee problems.

Conduct interactive harassment and discrimination training programs that translate legal requirements into user-friendly, practical guidelines for managers and employees, and that serve to significantly reduce the risk of employer liability in harassment/discrimination lawsuits. We also conduct other educational seminars, on topics such as Attendance and Leaves of Absence; Hiring and Interviewing; Discipline, Documentation, and Termination; Conducting Useful Performance Evaluations; as well as many others, all designed to limit an employer’s potential liability from improper workplace conduct. These seminars can be more or less extensive, depending on a business’ allotted time and budget. All seminars are interactive, and questions and comments are encouraged.

Conduct internal investigations into employee complaints of discrimination, harassment or workplace misconduct. A fair and neutral investigation is critical to an effective resolution process. Investigating internal employee complaints often involves complicated and sensitive issues for businesses, and these complaints may be the basis of future litigation. Improper investigations can damage employee trust and confidence, and jeopardize the employer’s defense to a potential litigation.

Administer policies and procedures regarding employee leave, including the interplay between the Family and Medical Leave Act, the Americans with Disabilities Act, state and local sick, vacation and leave allowances, disability and workers’ compensation laws, pregnancy and parental leave, and disability accommodation requests. These laws provide for overlapping benefits, and without a comprehensive understanding of the interplay, unnecessary leaves may be provided or leave responsibilities may be overlooked.

Implement “new hire” procedures, including maintenance of “at-will” status and W2/1099 issues. Create and review employment applications and provide advice regarding solicitation of candidates, the interview process, pre-employment testing and background checks. The hire of a new employee is an exciting event, but an employer who interviews, selects and hires without being mindful of the rules and regulations governing that process can find itself with a lawsuit on its hands.

Provide HR counseling to employers in need of prompt advice on workplace issues and employment practices, such as: policy creation; hiring and promotion practices; employee malfeasance and disciplinary systems; fraternization policies; employee privacy issues; workplace violence; misuse of the Internet or email systems; employee loans and salary deductions; reference policies for departed employees; performance reviews, regular feedback and documentation of performance issues; posting and record-keeping requirements; separation and severance agreements; termination issues; and much more. Wasserman Law’s goal is to counsel businesses on federal and state employment law, in order to prevent employment-related problems from disrupting your business.

Perform HR audits to determine compliance with applicable federal, state and local laws, including audits assessing compliance with FLSA and state wage and hour laws, examining the classification of employees and whether employees are being properly compensated for time worked. We also conduct regular workplace audits into record-keeping and postings requirements; written and unwritten procedures and policies; hiring and firing processes; and discipline and documentation practices. Conducting an audit allows employers to assess their deficiencies, understand the law, and become compliant, before any legal action is taken.

Conduct effective management training to help managers learn how to best motivate their employees and advance organizational goals through their work. Wasserman Law provides group and individual training programs which teach the managerial skills necessary to create a successful workplace, one where employees want to come to meet their goals and exceed proscribed targets, and work as part of the team.

Mediate and/or facilitate communication among contentious parties to aid in the proactive resolution of workplace disputes. Wasserman Law works confidentially with employees and managers to work through disagreements, misunderstandings and conflicts that have infiltrated work relationships, in order to create and maintain a productive, positive and conflict-free work environment.