Schulman Blackwell has extensive experience advising and litigating matters involving all aspects of the employment relationship, ranging from employment manuals, policies, and employment contracts, to investigation and defense (litigation) of employment disputes (employment discrimination, sexual harassment, wrongful discharge, covenants not to compete, individual employment contracts, and work-related torts). We regularly appear in arbitrations and other alternative dispute resolution proceedings (among others, FINRA and AAA), and before the EEOC and various state and city Human Rights Commissions.
How We Can Help
• Workplace manuals and policies: We write employment manuals, and develop and implement policies and systems that monitor and enforce applicable employment laws, such as company policies and procedures; civil rights (employment discrimination); laws governing harassment; drug and alcohol testing, lie detectors, and other policies or procedures relating to employee privacy, and disability and family and medical leave requirements under local, state and federal law.
• General and specific advice to company executives or HR Departments.
• Draft form employment contracts, and draft and negotiate contracts with or for key executives.
• Advice as to legal and regulatory changes and requirements, ranging from regulatory requirements associated with reductions in workforce, to recent requirements under the Labor Law, such as the notices to be distributed (and signed) by employees pursuant to the NY Wage Theft Prevention Act.
• Investigations. Investigate claims of discrimination, kickbacks, employee theft, and bribery. Matters range from sensitive investigations of rank-and-file employees including junior managers –to ultra-sensitive investigations of allegations against senior management.
• Defense of employment discrimination charges and litigation.
• Drafting, negotiation, and litigation of matters encompassed by restrictive covenants, fiduciary duties, and torts (such as claims for tortious interference with contract or interference with prospective business relations), includinglitigation and negotiation of disputes between different employers relating to claimed breaches by a former employee of his or her covenants not to compete or not to solicit.