Employment

Stearns Kim & Stearns employment practice extends to representation of both employers and employees. Our services involve representation in disputes concerning:

  • Breach of Contract
  • Data Breach
  • Disability and Reasonable Accommodations
  • Discrimination Based on Race, Gender, Age, Disability, and Religion
  • Employee Counseling
  • Employment Contracts
  • Ethics Investigation
  • Family Medical Leave Act
  • Hostile Work Environment
  • Non-Competes
  • Retaliation and Wrongful Termination
  • Separation Agreements
  • Severance
  • Sexual & Workplace Harassment
  • Wage, Hour and Overtime Claims
  • Wage Fraud
  • Whistleblower Claims

FOR EMPLOYEES

Many employers fail to comply with their legal obligations to employees. Employer misconduct may involve discriminating against or harassing certain workers who belong to protected classes, failing to pay employees according to minimum wage and overtime laws, or otherwise denying employees rights and benefits guaranteed to them by law. In some cases, employers may unlawfully retaliate against employees who have complained about their mistreatment, or choose to advance employees on the basis of race or gender, as opposed to merit. Stearns Kim & Stearns is prepared and equipped to represent the employed who unfortunately fall into these categories and whose rights have been violated.

FOR EMPLOYERS

Many employers are victim to meritless suits alleging labor violations. Based on our experience in representing both employers and employees, the lawyers at Stearns Kim & Stearns are able to spot those claims that are frivolous, and engage a strategy for the employer to dispose of such claims. Our lawyers work with employers to pre-empt and avoid employee claims by collaborating with the employer and putting into place guidelines and procedures for the employer to follow so that such claims are not made, or are baseless if made. These services involve

  • assist employers in developing legally compliant policies,
  • consult and advise employers on employment-related decisions,
  • analyze current employment policies and devise revised policies if needed,
  • analyze, assess, and correct problematic practices, and
  • perform disparate impact analyses to ensure that employment decisions do not adversely affect a protected group.

Our proactive interaction and involvement with employers results in the avoidance of future litigation, which saves the employer substantial litigation costs in the end.