Every employee plays an important role in the success of the organization. If one employee is not performing to his or her full potential, the organization suffers. Accordingly, it is critical that companies have the appropriate policies and processes in place to address these types of situations.
What are some employee relations issues attorneys can help you with?
There are many pieces of the employment relationship that business & employment lawyers can help you with to increase a healthy work environment and productivity. Below is a brief overview of our law firm’s employee relations services.
Employment Handbooks
Employment handbooks help lay out the business’s policies and expectations for their employees. The policies and expectations are based on federal, state, and local laws and regulations as well as the company’s own vision and mission. Employee handbooks should use clear and easy-to-understand language to increase comprehensibility and adherence to the policies.
Offer Letters
Offer letters are important in employee relations. They serve as a confirmation of the duties and responsibilities for the position as well as other conditions of the employment such as pay rate and benefits.
Drug & Alcohol Testing Policies
Drug and alcohol testing policies are more prevalent in some industries but are recommended across the board. Having such a policy eliminates any confusion in the event there is an unexpected issue requiring prompt action.
Our law firm can help you develop drug & alcohol policies that align with standard procedure in Wisconsin & Illinois.
Employment Contracts
Employment contracts are important for both the employer and employee. Although employment contracts are most commonly used for higher-level employees, or key employees, employment contracts can be used for any level. The main thrust of the employment contract is to put the material terms of the parties’ agreement into a written document so both parties understand precisely what their respective rights and obligations are with respect to the employment relationship. Such contracts may include non-compete restrictions, non-disclosure obligations, severance agreements, separation agreements, and non-solicitation agreements.
Disciplinary Procedures
Overall, it is important for the company to define and describe its disciplinary procedures. The reason for this is twofold. Firstly, it provides the employee with an understanding of what actions could occur in the event he or she does not follow the company’s policies and rules. Secondly, it provides the company with a step-by-step process to follow when there is an infraction. Therefore, this provides the additional benefit of avoiding unnecessary liability in employment-related legal claims.
Misconduct
Attorneys can provide substantial value to a business in need of investigating allegations of misconduct. By having an attorney investigate, there will be a clear understanding of what policies and/or laws have been broken and also what actions should be taken by the company.
Affirmative Action Plan (AAP)
An Affirmative Action Plan (AAP) is a document that outlines a business’s current and/or future efforts to maintain and ensure equal employment opportunity. There are myriad nuances with AAPs, so it is always recommended that a company seeking to introduce an AAP obtain legal advice prior to doing so.
Compliance Issues
Compliance issues involve aligning policy and procedure with employment statutes. These statutes include anti-discriminatory statutes like Title VII, Age Discrimination in Employment Act, ADA, Wisconsin Fair Employment Act, and other statutes like FMLA, Equal Pay Act, and FLSA.
Learn more about compliance issues by reading our compliance issue blog.
McDonald & Kloth, LLC can help you with employee relations
The lawyers at McDonald & Kloth, LLC can help you with employee relations. It is important to create clear policies that are fair and effective for your employees. Creating a productive work environment can aid your business in reaching its goals. If you want to schedule an initial legal consultation, please call 262-252-9122.