Our Focus in Employment Law Includes:

  • Discrimination
  • Workplace harassment
  • Sexual harassment
  • Recruiting, interview, hiring and disciplinary issues
  • Employment handbooks, policies and procedures
  • Wage and hour issues
  • Non-competition, non-solicitation and confidentiality agreements
  • Disability and religious accommodation issues
  • Family, medical, parental, military and other leaves
  • Wrongful termination or other adverse actions
  • Employment & severance agreements
  • Employment and business contracts

Workplace disputes happen.  We help our clients – both employers and employees – to minimize the distractions and damage from these disputes.  Our goal as legal counselors to employers is to help you productively work through the legal and social challenges of the workplace so that the company or organization runs the best it can.  As counsel to individual employees, we work to help you solve the problem quickly and efficiently so you can continue to do your best work and advance your career with your employer.

We do our best work when we can help employer and employees do your best and take away any obstacles that prevent you from doing your best work.  Because we represent both employers and employees, we can see the workplace from both perspectives, understand both points of view and are uniquely prepared to turn legal challenges into good solutions that provide opportunities for growth for everyone in the workplace.

Our Approach is Responsive to Your Specific Situation

Our approach at Dispute Resolution Counsel, LLC is intentionally designed to resolve your specific dispute, and responsive to what matters most to parties in employment disputes:

  • Cost and time efficiency;
  • Preserving important relationships;
  • Minimizing the loss of productivity and disruption in the workplace;
  • Prevent the draining of your energy, emotions and resources;
  • Maintain confidentiality and privacy;
  • Keep the control over the process used as well as the determinations of how the dispute will be best resolved in your hands.

Consider 3-D Mediation or Settlement Counsel for Resolving Employment Disputes

We encourage the use of early 3-D Mediation or Settlement Counsel for quicker, less costly, more efficient and more creative resolutions than litigation or arbitration can provide.  3-D Mediation is used instead of litigation or arbitration, or very early – right after the complaint and the answer have been filed with the court – in the litigation process.

Employment disputes often involve many issues and interests.  Parties in workplace disputes often tell us that these disputes are not only about money, but also about their other interests and needs. These include:

  • Preserving or improving relationships
  • Correcting a wrong so it doesn’t happen again to others
  • Changing the workplace culture for the better
  • Creating more clarity and consistency about workplace practices or policies
  • Having the opportunity to be heard by the other party (getting our “day in court”)
  • Having the opportunity to listen and consider what the other party has to say
  • Offering a chance for apologies, explanations and better mutual understanding
  • Maintaining confidentiality and privacy

When some of these considerations are present in a dispute, 3-D Mediation or Settlement Counsel (including Collaborative Law) provide better and faster ways of reaching an optimal resolution.  For more information, go to 3-D Mediation or Settlement Counsel. To read more about Settlement Counsel, here are two excellent articles by James McGuire and by William Coyne.

Proactive & Preventive Workplace Counsel

Our focus is to assist you in your proactive and preventive measures taken, working with employers, businesses and organizations to put measures into place to prevent disputes from arising and keep the workplace and all its relationships strong and healthy. Our work as your Primary Care Lawyer (PCL) includes the following proactive services:

  • Employment audits of employment manuals, hiring practices, policies and procedures
  • Preventive training in discrimination, harassment, internal investigations
  • Ongoing proactive counsel and advisories
  • Ombuds services for workplaces or organizations
  • Drafting and review of employment-related contracts and agreements

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