SLG has developed broad expertise representing Employers in three distinct areas:
- Employee engagement and disengagement
- Company employment policy compliance
- Employment disputes and litigation
Employee Engagement and Disengagement – With regard to employee engagement and disengagement, clients call SLG to advise on hiring, employment termination, employment offer cancellations, incentive programs, and related employment matters. This also includes drafting and negotiating executive employment agreements, incentive compensation (commission) agreements, and stock option plans, among others. SLG has advised clients on individual employee terminations, as well as large scale reductions of force. The SLG team also offers clients advice and counseling on employment-based U.S. immigration matters.
Company Employment Policy Compliance – SLG has vast experience in preparing Employee Manuals and Compliance Policies. Hand in hand with such documents, SLG provides compliance seminars for employees and conducts internal investigations relating to infractions of employee policies and guidelines. SLG has unique insights on the complex laws governing New York City-based employers, which have a myriad of federal, state, and city laws to follow.
Employment Disputes and Litigation – SLG has encountered numerous situations where employees have breached their agreements, have misappropriated trade secrets, solicited customers or employees, and have engaged in other unlawful conduct. SLG represents employers seeking to limit the harm caused by employee misconduct and defends employers against claims by employees, including labor disputes in court, before the Federal Equal Opportunity Commission (EEOC), as well as before various state Departments of Labor.
Among other things, SLG attorneys are routinely engaged on the following matters:
- Employment Agreements
- Consulting Agreements
- HR Policies/Handbooks
- Headcount Reduction Programs
- Sales Incentive Programs
Resources:
YOU CAN’T ASK THAT! NAVIGATING NEW YORK’S NEW BAN ON SALARY HISTORY
EMPLOYEE VS. CONTRACTOR: THE WRONG DETERMINATION CAN BE COSTLY