Business Law for Employers

I have worked for both employers and employees. When representing a business, my experience allows me to attack an issue with a 360-view of the landscape. I’ve been trained and skilled to look at a problem and break it down to that it is easy to understand. This ensures that we can quickly and fairly approach a resolution that both sides, the employer and its employees, can live with.

For an employer, I have to understand what the employer wants, the working environment and the employees. If you want to run a successful business based on social good, the employee base is the differential. Bringing success to your business requires knowing how to attract the best candidates, how to train employees to reach their potential and, then, how to retain those employees through best management practices and procedures.

Every employer understands the business and I bring the concept of using the law to best manage the operations. There are several key policies that can be utilized in the business, namely job descriptions, an employee manual and key operating procedures.

A question I answer quite often is why does a business need an employee manual. There is a difference between a contract and an employee manual and it is essential the employer understand that difference. An employee manual tells an employee what the employer is providing to the employee and it can include expectations of the employee. Nothing more, otherwise it will likely be interpreted as a contract, particularly by a lawyer bringing an employment discrimination case against the company. The employee manual must not include any promises from the employer. The employee manual is a one-way conversation. The key for me is to write an employee manual that portrays the type of working environment that nurtures employees to be their best.