Friday, January 9, 2009

Does Hiring An Employment Attorney Makes Sense?

Should you need the professional assistance of an employment attorney in order to manage employment matters and disputes in your company, positively?

…And that is the question most employers, at one point in time, may ask themselves.

And to answer such question, indeed, it is quite sensible to retain the services of an experienced employment attorney. Why so? If you are an employer, it is but expected of you to pay attention to more pressing matters concerning your business operation other than occupying your time, effort and concern with problems regarding your employees.

Even if you are too conscientious and cannot help but care and go the extra mile in order to resolve employment matters, occasionally you need to get the help from a lawyer who has expertise on these matters.

While you can handle simple employment concerns and issues being raised by your employees very well on your own, still there are tricky issues that may come up that requires legal proficiency.

If you are employing people to work for your business, it is all very well that you are aware and knowledgeable of the employment law in the state governing your company. However, with the continuous changes in the standards of employment, the law involving employment matters can change pretty fast, too.

However, you need not consult with an attorney every time you schedule for an evaluation of your employees and discipline them or terminate their employment. Not every employment – related decision or matters you need to make or settle require the assistance of an employment lawyer.

Here are several employment-related situations and issues in your business wherein bringing in an expert legal assistance can decidedly be considered a great help.

1. Reviewing employment-related documents

• Employment contracts and/or agreements – quick appraisal and troubleshooting of agreements being used routinely by your company with your employees, checking if all the pertinent legal terms are contained in these agreements/contracts and could be imposed by any court, advising on the proper time when you can use the employment-related contracts.

• Handbooks and policies – meticulous legal review of your employee handbook and/or policies for personal, make sure your employment policies are within the acceptable bounds of the law, advise on considering other policies to impose

2. Counseling about employment decisions

• Firing – qualified legal advice before firing an employee for any reason, review decision of terminating employment based on lawful situations

• Other significant decisions – analyze whatever decision affecting many employees like laying off, changing pension plans, discontinuing a certain employee benefit, caution you about legal pitfalls you may likely face due to a decision, give advice on how to avoid these risks

3. Administrative or legal proceedings representation

• Lawsuits – guide you in taking certain actions quickly, make sure your rights as employer are protected, and help you preserve important evidence to use in court, if it becomes necessary, immediately prepare a legal response to the lawful filed against you, as courts usually require.

• Complaints and claims – legal advice on the strong suit of the claim made by your employee, guide on preparation of response to employee's charge, guide on handling investigation by an agency, presenting evidence during administrative hearing.

Employment matters can become complex when taken to court or other legal proceedings. It may be a wise decision and may save you a lot to seek out the expertise of a lawyer from time to time especially in situations aforementioned, instead of dealing with them by your own capacity.

As they say, let the experts deal with it!

About the Author

For more information regarding employment attorney services in California, get in touch with a qualified CA employment attorney at http://www.attorneyservicesetc.com/Professional-Employment-Attorney.html

See Also:

Posted by prolink at 7:00 AM

No comments:

Post a Comment

Subscribe to: Post Comments (Atom)