I never thought I would ever have a job where I would have a lawyer’s cell phone number for professional assistance. I guess I should change that and say “not so soon.” With litigation laws like they are and penalties for out-of-compliance employers on a broad range of issues, a lawyer has become as valuable of a tool as any book or resource I use.
I don’t encourage people to use lawyers needlessly. If you have an in-house staff, it is less of an issue but if you are pegging an outside contractor every time, it can get expensive quickly.
{ 4 comments… read them below or add one }
Off topic:
You may want to add a little padding to your images so that they don’t run into your text. It is pretty easy, just google –> margin, padding, style. I promise that it won’t be pictures of bras.
Thanks!
Hello, First time reader. Anyway I am H/R Director for a med sized distribution company. I always tell my owners it’s the cost of defending an action that is the problem, not if we are right. Meaning my documentation can be our counsels wet dream and we can still spend 50k. In my experience the EEOC would give a right to sue letter to a fish. Now our professional integrity certainly matters but I am often in a position where I judge the litigious nature of someone to the best of my ability before planning the termination. Am I alone?
KEL
Absolutely not. In fact, I share the same opinion as you.