Employment Law Counsel For Employers And Employees
Employers and employees have certain rights and obligations under state and federal laws. Employers who fail to comply with federal employment law and regulations can be held liable for harm suffered by an employee as a result. Alternatively, employees who fail to adhere to company policies and procedures may not have grounds for legal action should they lose their job or enter into a dispute with their employer. At THE WOLF LAW FIRM our attorneys advise and represent both employers and employees in matters related to employment law throughout the Detroit metro.
Determining if a case has merits begins with understanding the rights and obligations of employers and employees. We review employee handbooks, employment contracts, and allegations of discrimination or harassment in evaluating our client’s case. If necessary, we work with investigators to recover emails, office memos, human resources files and work schedules to investigate allegations of wrongdoing.
Our lawyers advise and represent clients in the following employment law issues:
- Overtime pay violations
- Family and Medical Leave Act (FMLA)
- Fair Labor Standards Act (FLSA)
- Severance pay
- Noncompete agreements
- Confidentiality agreements
- Employee handbooks
- Wrongful termination
- Workers’ compensation
What Does The Employee Handbook Say?
Although the court does not view employee handbook as a legally binding contract, they do hold companies responsible for what is contained in them. If a company has a stated policy regarding harassment, severance pay, overtime, medical leave, benefits or other issues, they are expected to adhere to what is stated in a handbook. Failure to follow stated procedures will likely result in a company being held liable for alleged harm occurring as a result. If Human Resources does not intervene to ensure due process is afforded to an employee, the court will often view a company’s actions as discriminatory, capricious or arbitrary.
Don’t Assume You Have The Upper Hand
Too often, employers mistakenly believe they have the upper hand because company lawyers have told them they comply with the law or are in a position to out-spend an employee in a lawsuit. Alternatively, angry employees who believe they were discriminated against mistakenly believe the facts are obviously in their favor. In both cases, understanding the law and an employer’s and employee’s legal rights and obligations is essential to determining if one has a strong case.