Dispute avoidance through strong contracts and smart workplace culture.
Business litigation or arbitration is costly. It disrupts operations and can result in huge costs.
Litigation or arbitration based on a violation of workplace rights can be particularly devastating. Accusations of workplace violations may undermine morale and cause turmoil among employees.
We endeavor to minimize the risk of disputes that may lead to litigation or arbitration through strong contracts and smart workplace culture.
Business dispute avoidance through strong contracts
We build strong contracts for our business clients.
Companies often need to establish contractual relationships with employees, customers, vendors, suppliers, partners, and others. We work closely with our corporate clients to ensure that each of their contracts addresses their business needs and protects their interests.
We review and draft new employment agreements, stand-alone agreements, or separation and release agreements, to minimize the risk of contract disputes and protect your company from allegations of misconduct.
By drafting language that clearly establishes the parties’ rights and obligations, we help clients avoid misunderstandings that lead to conflict. We also work to create logical and favorable dispute resolution terms that incentivize informal negotiations rather than adversarial proceedings.
This way, companies can focus on their business.
Employment dispute avoidance through counseling on workplace rights
Employers must comply with numerous federal and state laws that prohibit unlawful discrimination and harassment in hiring and employment. These laws also protect employees from retaliation for engaging in “protected activity,” such as opposing unlawful employment practices or participating in efforts to investigate and enforce the laws prohibiting such practices.
Some of these important federal statutes include:
• Title VII of the Civil Rights Act of 1964, which prohibits discrimination against employees and applicants based on race, color, religion, sex, or national origin;
• The Age Discrimination in Employment Act (ADEA), which protects persons 40 or older from workplace age discrimination, including in hiring, firing, salary, and other terms and privileges;
• The Americans with Disabilities Act (ADA), which makes it unlawful to discriminate against qualified individuals with disabilities in workplace application procedures, hiring, firing, advancement, compensation, training, and other areas of employment; and
• The Equal Pay Act, which helps ensure that men and women performing equal work in the same workplace are afforded equal pay.
In addition to federal statutes, state and local laws provide further (and sometimes greater) workplace protections. For example, the District of Columbia Human Rights Act and the Virginia Human Rights Act prohibit discrimination based on an employee’s membership in a variety of protected classes. The Maryland Commission on Civil Rights enforces Maryland’s laws against discrimination in employment. Many cities and counties also have human rights laws, and commissions to enforce those laws.
We counsel employers on workplace rights to help them comply with the law and create a culture that will let their workers and business thrive.
Informal negotiations and resolution
Still, disputes are sometimes unavoidable. When that happens, we help companies try to resolve those disputes informally, with minimal cost or disruption.
Those efforts may include direct negotiations, or involve non-binding mediation through a neutral party.
These techniques often help our business clients avoid going to court or other formal tribunals.
For information purposes only. Not legal advice.