Employment: Prevention, Compliance and Internal Investigations
Because Collora LLP has significant experience in the trial and settlement of employment-related disputes, some of our clients have asked our firm to counsel them regarding prevention of liability and compliance with employment laws.
We can identify for our corporate and institutional clients the current trends in regulatory enforcement by state and federal agencies, as well as the trends in civil suits by plaintiffs’ lawyers. In so doing, we can also counsel them on how to avoid the creation of any circumstances or documentary issues that can lead to a lawsuit.
Our lawyers can also perform internal audits to identify problems and root them out before they become liabilities, and they can conduct internal investigations to isolate and correct potential problems that have been flagged by employees, government offices or third parties. An effective and timely internal investigation can be critical to designing an effective remedy and limiting or avoiding liability in a civil suit. An investigation properly performed by our firm can also preserve attorney-client privilege and shield in-house personnel from charges of obstruction or involvement as parties.
Collora LLP can provide clients with the following prevention, compliance and internal investigation services related to employment matters:
- Auditing of policy and procedure manuals.
- Auditing of training manuals.
- Auditing of performance reviews, job descriptions and other documents.
- Conducting in-house seminars on how and why lawsuits get filed against the company and its managers by civil plaintiffs and by government agencies.
- Conducting internal pro-active investigations to deal with unsubstantiated concerns about employment law violations in the workplace.
- Conducting internal responsive investigations to deal with issues that have been reported by employees or third parties, or flagged by government offices.
- Training managers how to avoid or respond to charges of sexual harassment.
- Training managers about the simplest and most effective ways to avoid discrimination charges, including preventing charges of disparate treatment, unexamined bias and unexamined stereotyping.
- Training managers how to respond to charges of discrimination.
- Training managers about statutory compliance with specific rules that might affect their workplace and industry, such as rules regarding accommodation and access under the Americans with Disabilities Act.
- Training managers how to spot the problems for which plaintiffs’ lawyers are looking, and training them how to avoid or mitigate those problems.