How Worklaw Operates

Worklaw firms pride themselves on devising creative strategies to address the complex problems facing employers. Working with our member firms, companies can expect:

• An in-depth understanding of federal, state, and local laws and how those laws are interpreted and enforced by federal and state courts and agencies.
• Knowledge of the labor unions, judges and lawmakers where the companies have operations, and the resources to obtain similar firsthand information about other geographic areas.
• Experience in and specialized knowledge of the business conditions and labor problems of virtually every American industry.
• A philosophy of "preventive" maintenance and frequent communication with clients on employment law developments.
• Prompt, accurate advice on any aspect of labor and employment law at a cost-effective fee.
• A "partnership" approach to each client's business.

Worklaw lawyers are linked by e-mail and share a computerized database containing research memoranda, briefs, election campaign materials, and other pooled information, allowing more cost-effective representation of clients.

Capabilities of Member Firms

Employers can turn to Worklaw firms for advice and representation in all facets of labor and employment law, including:

Employment Litigation: Representing employers in employment-related litigation including:

• Claims filed with federal, state, or local administrative agencies and courts alleging employment discrimination on the basis of age, race, sex, religion, national origin, disability or any other criterion.
• Wrongful discharge and associated tort claims.
• Employee benefits claims.
• Covenant-not-to-compete, breach of collective bargaining agreement, and other employment contract claims.
• Federal and state wage/hour and health and safety claims.

Labor Relations: Representing employers in all aspects of labor relations and collective bargaining including:

• Cases pending before the National Labor Relations Board, including union organizing attempts, representation elections, and unfair labor practice proceedings.
• Maintaining union-free status through positive employment procedures and employee relations.
• Negotiating collective bargaining agreements.
• Arbitrating union grievances.
• Sale or acquisition of unionized businesses and related successorship issues.
• Plant relocations, reductions in force, and plant closures, including WARN compliance.
• Coping with strikes, picketing, corporate campaigns, and "inside games."

Preventive Advice and Counselling: Advising management in how to implement effective human-resources and employee-relations policies and procedures, such as:

• Employee handbooks, arbitration agreements and employment contracts.
• Trade-Secret, Confidentiality, and Non-Competition agreements.
• Compliance with OSHA, wage/hour, family and medical leave, and employment discrimination laws.
• Sexual harassment training.
• Investigations into Employee misconduct.

Employee Benefits: The design and communication of cost-effective retirement, health care, and other benefits plans.

Workers' Compensation: Defending employers against workers' compensation claims and minimizing workers' compensation costs through aggressive claims management.

Immigration Strategies for Foreign Workers: Developing strategies and providing guidance to ensure compliance with complex immigration regulations when hiring or transferring foreign nationals into the U.S.