FAQs
Labor & Employment FAQs
What does Lewis Rice’s Labor & Employment Practice Group offer clients?
We provide comprehensive legal assistance to help employers navigate the challenges of workforce management as local, state, and federal labor and employment laws continue to evolve. While we prioritize taking proactive measures to avoid litigation, we also defend against lawsuits whenever necessary. From drafting and modifying employee handbooks and navigating collective bargaining agreements to assisting with workplace safety and health programs, our attorneys tailor their services to meet the unique needs of each client.
How do you help clients maintain positive employee relations while navigating legal obligations?
We work with HR teams to develop and sustain employee engagement strategies that comply with labor and employment laws and benefit companies and employees. In addition, our attorneys provide counsel on difficult situations like conducting layoffs and terminations to ensure they are not only done legally, but also with empathy and professionalism. Drawing from our experience, we share insights on how other employers have navigated similar challenges in ways that increased or mitigated the risk of litigation. Overall, our understanding of labor and employment laws and workplace dynamics helps clients maintain a harmonious and productive environment.
What are some of the most pressing legal issues employers are currently experiencing?
The rise of remote work is posing significant compliance challenges for employers, especially those operating in highly regulated industries like manufacturing, banking, and health care. When an employee is not physically present, it can be difficult to ensure they are complying with company policies and legal requirements. Additionally, many states have different labor laws governing issues such as minimum wage, mandatory paid and unpaid leave, and allowing workers to organize. Therefore, a company in Missouri with remote employees based in California must be prepared to comply with the laws of both states.
Additionally, many employers are grappling with the implications of the legalization of medical and recreational marijuana. Our attorneys can answer questions regarding an employer’s power to prohibit the use of cannabis during work hours, protections for workers with medical marijuana licenses, and the extent to which they can test employees for marijuana use.
Employers continue to approach us for assistance in reviewing and drafting separation and release agreements, which are contracts between companies and departing workers. A thoughtful and well-written separation and release agreement can benefit companies by reducing the risk of litigation and protecting their reputation while also providing value to employees.
What distinguishes Lewis Rice’s Labor & Employment Practice Group from others?
At Lewis Rice, we are more than just order takers; we adopt a collaborative and pragmatic approach that helps our clients make strategic decisions that align with their business needs and goals. We dedicate the time to understanding what our clients want, work with them to determine the broader implications of those desires and chart the best course of action. Employers value us because we serve as true partners, always acting in their best interest and working with them to effectively navigate and find solutions to complex workplace situations.