Employment Law Willimantic CT

The employment law attorneys at The Prue Law Group, P.C. are here to help employers in Willimantic CT with their legal business needs. Regardless if your business is large or small, we understand the importance of putting forth the best business practices. Employment law can affect many facets of your business. As an employer, you need to be aware of laws pertaining to a number of things, including:

• Wages and hours;
• Discrimination, retaliation, and harassment;
• Employment contracts;
• Hiring and firing;
• Workplace safety;
• Healthcare;
• Family and medical leave.

The employment lawyers at The Prue Law Group, P.C. are here to help protect businesses from legal disputes based on employment laws. In particular, if your business is faced with any of the situations below, then it may be a good time to speak with an employer defense attorney.

Here are some scenarios when we would advise contacting one of our employment law attorneys:

1. You’re Hiring for a New Position

When you are hiring for a new position, it’s important to accurately classify the role. Different employment rules apply to different types of positions. For example, there may be exemptions from overtime, breaks, and other rules imposed by the federal Fair Labor Standards Act. This depends on the person’s duties, salary, and method of payment. Additionally, specific rules govern whether you can classify someone as an independent contractor rather than an employee. If you misclassify a role, then can you can face hefty financial consequences. The employment attorneys at The Prue Law Group, P.C. can help you understand the rules that apply to you and make sure you’re in compliance.

2. You’re Establishing Employment Policies and Creating an Employee Handbook

If you’re establishing new employment policies or writing a new employee handbook, then it’s an employment lawyer helps craft them. We can make sure that the policies comply with all federal and state laws, define your obligations to your employees, and limit your liability. This helps to create expectations for your employees and can protect you in the event of a lawsuit. Even if you decide to draft your own handbook, it’s a good idea to have an employment attorney look it over for any legal issues.

3. You’ve Been Sued by an Employee

In the unfortunate case, you are sued by an employee, then it’s essential that you contact an employment lawyer right away. Time is of the essence especially if you’ve been served with a legal complaint. You only have a short period of time to respond to a complaint. If you neglect to do so, then you could forfeit many of your rights to effectively defend against the allegations in court. An employment law attorney can help make sure you meet all necessary deadlines and file a response to preserve your defense.

Even if legal action hasn’t officially begun, an employment attorney can help negotiate with the employee’s lawyer and attempt to reach a resolution without incurring extensive expenses.

4. An Employee Has Filed an Administrative Complaint

There are a number of federal and state regulations that protect employees from things like harassment, discrimination, retaliation, and unfair labor practices. These regulations have a mechanism for employees to file administrative complaints to seek redress. If one of your current or former employees has filed an administrative complaint, then it’s important you call an employment lawyer as soon as you can. We can advise you about how to cooperate with any investigation and the proper way to respond to allegations. Also, we can represent you at an administrative hearing.

If you operate your business properly, then you can avoid unnecessary misunderstandings with your employees and costly litigation in the future.

The Prue Law Group is here to help assist employers in a variety of areas, including:

-Commission on Human Rights and Opportunities (CHRO) complaints

-Wrongful Termination and Constructive Discharge

-Americans With Disabilities Act (ADA) Compliance

-The Family Medical Leave Act (FMLA)

-Sexual Harassment

-Investigations

-Discrimination