Service Details

Human Resources & Employment Law

A Proactive Approach to Human Resource and Employment Matters

Employers are faced with a wide range of complex employment law issues, whether you have two or two thousand employees. We provide guidance to assist in compliance with federal and state requirements, and emphasize a proactive effort to prevent enforcement actions and costly litigation. Not only do we act as trusted counsel on behalf of your business but our attorneys seek to build longstanding relationships with the businesses we serve, enabling us to better understand the unique needs of your organization.

Counsel on a Broad Range of Issues to Help Your Business Succeed

Our attorneys work closely with business owners, office managers and human resource professionals to provide guidance with regard to a broad range of employment issues. Whether you are drafting or reviewing employment policies or contracts, hiring, firing or defending an employment claim, consulting with an attorney will help you navigate the complex legal issues associated with employment matters. Our goal is to help employers develop policies that will allow them to avoid future issues and assist in effectively resolving matters that arise so that they can turn their attention to the day to day matters that are essential to the success and growth of their business. Following are some of the ways in which we assist employers are:

• Advise on hiring and termination procedures
• Prepare effective severance agreements including provisions necessary to ensure enforceability, non-disparagement and confidentiality
• Draft effective employment agreements and restrictive covenants with knowledge of enforceability
• Review and revise written policy and handbook provisions to clearly communicate your culture and state your compliance with employment laws
• Advise or conduct internal investigations with respect to employee harassment, theft, violation of policy, regulations or criminal statutes
• Audit internal practices with respect to wage and hour issues such as overtime, minimum wage and state and federal child labor requirements
• Provide interpretation of drug testing, ADA safeguards, interaction of leave policies and laws and regulations, workers compensation protections, OSHA violations and disability laws with respect to prospective and existing employees
• Provide experienced representation before administrative agencies, alternative dispute resolution forums and courts on claims made under Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA), the Pennsylvania Human Relations Act, Unemployment Compensation law, Wage Payment and Collection law, wrongful discharge common law claims and contract and restrictive covenant enforceability claims
• Consult on employee benefit issues
• Understand the distinctive challenges facing municipal and public employers and appreciate the differing obligations of the public employer

Recent Updates & Recommended Articles on the Lancaster Law Blog:

• Overtime - "Managers" Exempt or Not?
  • It does not matter what the title of the job is or what the job description says - what matters is what the employee is actually doing. If the work that the employee performs changes, even if the job title doesn't, the exemption status can change as well.

• IRS Wage Garnishment and Employment
  • When the IRS garnishes a person’s wages, it can also impact his or her employment and, in certain cases, may raise concern in an employer’s mind.
• Changes to PA Unemployment Compensation, Part 2:
  • As an employer, it is sometimes difficult to terminate an employee's job. It is also difficult for employees who are "let go." In some cases, employees are offered severance packages by their employer. Severance is money or benefits paid to employees when employment ends, also called separation or termination pay. It is not required by law but may be paid in accordance with an employment contract, collective bargaining agreement or an employer's policy.
    
• Changes to PA Unemployment Compensation Law, Part 1:
  • For employers and employees in Pennsylvania, 2012 also brings changes to the state's Unemployment Compensation (UC) laws. In a series of posts, we will discuss aspects of the amended UC laws that will impact both claimants and employers.