Why does my company need labor and employment law counsel?

In the last twenty years, tremendous changes have taken place in the field of labor and employment law. Since the enactment of the 1991 Civil Rights Act which provided for jury trials, compensatory and punitive damages, employment discrimination litigation has skyrocketed. Also employees are more aware of their legal options as they read in the newspapers about jury verdicts that are frequently in seven figures.

What makes your law firm different from other law firms?

The attorneys at Franklin, Gringer & Cohen have devoted their entire professional lives to the practice of labor and employment law. We have over sixty years of combined experience representing employers in labor relations and employment law matters.

We believe that there are numerous advantages for a company to look to a firm that has practiced labor and employment law for many years in both preventing and defending employment discrimination litigation. Our foremost concern is to avoid litigation whenever possible through preventive planning. Our clients consult with us on a regular basis before taking action to avoid labor disputes and costly lawsuits. The best result for a client is the lawsuit that does not happen in the first place. We have been giving seminars and writing articles for many years on how to avoid litigation through the use of progressive discipline, documentation, consistent treatment, adoption of anti-harassment policies, employee handbooks, and proper training of supervisory staff. We give this advice because we have seen that it has worked for our clients. Our long-term clients who regularly consult with us before taking adverse disciplinary action rarely face litigation over those decisions. Unfortunately, many clients do not come to us until after they have been sued. However, our expertise and experience also benefit these clients. They do not have to pay for an inexperienced attorney’s “learning curve”. They can take advantage of our combined experience of over sixty years in handling thousands of termination cases so that the merits of the case and possible exposure can be properly assessed.

AREAS OF PRACTICE

• LITIGATION OF EMPLOYMENT DISCRIMINATION CASES

• DEVELOPMENT OF EMPLOYEE HANDBOOKS

• TRAINING SEMINARS FOR SUPERVISORS

• INVESTIGATION OF SEXUAL HARASSMENT COMPLAINTS NATIONAL LABOR RELATIONS BOARD PROCEEDINGS

• COLLECTIVE BARGAINING NEGOTIATIONS

• WAGE AND HOUR INVESTIGATIONS AND LITIGATION

• ERISA AND EMPLOYEE BENEFITS

• RESTRICTIVE COVENANT CASES

• UNION ORGANIZING CAMPAIGNS