Hiring, Performance Management, & Termination
Jackson Walker assists businesses of every size with employer-employee relationship issues. We excel at professional, expedient complaint resolutions, and we do it all with an eye to the fact that our clients ultimately just want to get back to what they do best—running the business.
Our clients also benefit from our multi-disciplinary approach. Our Corporate lawyers regularly help companies and compensation committees monitor statutory and regulatory developments, while our Tax and ERISA attorneys are always available to provide guidance on the tax consequences of certain equity or severance payments. And when employers face litigation from disgruntled workers, our exceptional litigators provide a strong defense, whether in court or before an employment agency.
When employers need to hire workers, our attorneys partner with clients to help them navigate the legal pitfalls surrounding job applicants. We develop questionnaires and hiring criteria that comply with anti-discrimination laws. We also frequently draft offer letters and employment contracts, advise clients on current employees’ rights to apply for open positions, and review pre-employment screening tests.
Our attorneys help clients properly address all aspects of employee discipline and performance. For example, we counsel managers and human resources specialists on documentation practices to help ensure that all employment decisions and issues are supported by a written record. Our team’s comprehensive services also include advising companies on policies and handbooks, on grievances and internal investigations, and on drug testing and Employee Assistance Program issues.
Our attorneys help clients manage and minimize the issues that often arise at the end of an employee’s tenure. When in need of a severance agreement or release of claims, our clients turn to us because we draw on a high level of professional skill, combined with a results-oriented approach.
June 7, 2019
Supreme Court Holds Title VII’s Charge-Filing Requirement Is a Mandatory Claim-Processing Rule Subject to Forfeiture
Title VII of the Civil Rights Act of 1964 provides a claim for discrimination in employment on the basis of race, color, national origin, sex, religion, and retaliation, but it requires that a plaintiff file a charge of discrimination with the Equal Employment Opportunity Commission and obtain permission from the EEOC before filing a lawsuit.
February 1, 2019
Scott Fiddler brings to our Chambers USA-ranked Labor & Employment, Employee Benefits, & Executive Compensation practice nearly 30 years of experience representing clients in commercial litigation, wrongful termination, wage and hour law, discrimination, non-competition agreements, and other general labor and employment law.
- EEO guidance
- Employment agreement drafting
- Handbook and policy review
- RIF guidance
- Wrongful termination litigation