Employment Counseling Strong Relationships
A focus on treating employees with respect and sensitivity and in accordance with the law is key to avoiding employment claims, including litigation. Our attorneys counsel clients on EEO law, affirmative action issues, wage and hour law, traditional labor, and occupational safety and health matters. We help our clients establish policies and practices that foster strong employee relations, protect critical assets, meet staffing needs, and comply with all relevant regulatory frameworks.
We provide solid support in the following areas:
- Equal Employment Opportunity. By engaging in periodic reviews and updates of employee handbooks, policies, and work rules, companies can keep charges of discrimination to a minimum. We assist in establishing and updating policies on a wide range of topics, including sexual harassment, the Family and Medical Leave Act, The Uniformed Services Employment and Reemployment Rights Act, and the treatment of employees with disabilities.
- Affirmative Action & OFCCP Compliance. For companies doing business with the federal government, we provide critical advice in drafting and reviewing affirmative action plans, advising employers regarding the requirements of the Office of Federal Contract Compliance Programs (OFCCP), and handling OFCCP audits.
- Wage & Hour Compliance. We advise on requirements of state and federal laws relating to overtime compensation, payment of wages, pay for work breaks, restrictions on child labor, and hours of work. Our attorneys also perform audits and defend employers in wage and hour-related litigation.
Charting A Course
Large organizational changes, such as reductions in force (RIFS), corporate reorganizations, and headquarters moves can have major domestic and international implications on the labor and employment front. We counsel U.S. and multinational clients on structuring RIFS to minimize liability under antidiscrimination statutes, providing strategic advice on the structure, timing, communication, and implementation of major corporate reorganizations and relocations.
Second Circuit Becomes the Second Federal Appeals Court to Hold That Title VII Prohibits Sexual Orientation Discrimination
Kilpatrick Townsend Counsel to Leaders
The Seventh Circuit Holds That Title VII Prohibits Sexual Orientation Discrimination: Key Takeaways for Employers
Department of Justice Releases Guidance for Human Resources Professionals
California Continues to Broaden the Scope of Its Equal Pay Law
EEOC Issues Updated Guidance on Workplace Retaliation
Meet The Team View All
While we are pleased to have you contact us by telephone, surface mail, electronic mail, or by facsimile transmission, contacting Kilpatrick Townsend & Stockton LLP or any of its attorneys does not create an attorney-client relationship. The formation of an attorney-client relationship requires consideration of multiple factors, including possible conflicts of interest. An attorney-client relationship is formed only when both you and the Firm have agreed to proceed with a defined engagement.
DO NOT CONVEY TO US ANY INFORMATION YOU REGARD AS CONFIDENTIAL UNTIL A FORMAL CLIENT-ATTORNEY RELATIONSHIP HAS BEEN ESTABLISHED.
If you do convey information, you recognize that we may review and disclose the information, and you agree that even if you regard the information as highly confidential and even if it is transmitted in a good faith effort to retain us, such a review does not preclude us from representing another client directly adverse to you, even in a matter where that information could be used against you.