Defending Employee
Claims
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Employment
Business must comply with federal, state and local employment and labor laws. Some acts have strict requirements which must be followed to ensure that employees are protected in the workplace. When a business is sued for alleged violation of any employment or labor law, the cost to the business may not only be the attorneys fees and costs associated with defending the case, but could also be the Plaintiffs’ attorney’s fees and costs. In addition, the employee, or former employee, may create disruptions to the business, its other employees and its culture. Therefore, it is critical that you contact your Private Corporate Counsel immediately upon receipt of any demand letter, Summons or other document related to any alleged violations of any employment or labor law. Alleged violations can come in many forms, including
- Discrimination Based on Disability
- Discrimination Based on Race
- Discrimination Based on Nationality
- Discrimination Based on Sex
- Discrimination Based on Sexual Orientation
- Discrimination Based on Religion
- Retaliation
- Violation of the Pregnancy Act
- Violation of the Minimum Wage Act
- Overtime Pay Violation
Employees
Business must comply with federal, state and local employment and labor laws. Some acts have strict requirements which must be followed to ensure that employees are protected in the workplace. When a business is sued for alleged violation of any employment or labor law, the cost to the business may not only be the attorneys fees and costs associated with defending the case, but could also be the Plaintiffs’ attorney’s fees and costs. In addition, the employee, or former employee, may create disruptions to the business, its other employees and its culture. Therefore, it is critical that you contact your Private Corporate Counsel immediately upon receipt of any demand letter, Summons or other document related to any alleged violations of any employment or labor law. Alleged violations can come in many forms, including
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