HR can be complicated. Harman can help.
Harman Law is committed to representing and advising employers on employment law and human resources matters. We advise employers on issues like developing policies and structuring transactions to comply with the ever-increasing employment regulations and laws. We help stakeholders, business owners, and executives to establish preventive strategies in all aspects of employment practices and policies. Our steadfast employment lawyers are ready to provide your organization with human resources counseling to help you avoid violating pertinent laws.
The lawyers at Harman Law are extensively experienced in supporting and representing employers from several industries like hospitality, technology, manufacturing, and professional service companies. Your business or organization stands to save many resources in the future through investing and implementation of robust procedures and policies to handle employment issues. We understand the intricacy and sensitivity of human resource issues and will with your firm to achieve the desired, commercially realistic outcome for your company.
What Human Resource Counseling Matters Can a Lawyer Help Your Firm With?
Our attorneys can help your company navigate complicated human resources matters, including:
Equal Employment Opportunity Commission Compliance
Human resource counseling lawyers can advise your organization with respect to state and federal legislation to foster equality, diversity, and workplace rights. Our H.R. specialists work closely with employers to foster positive work environments and ensure they meet the criteria for EEOC compliance. Diversity will enrich your organization, and your workforce will reflect it. Besides, establishing a culture of inclusivity and happiness in the workplace not only ensures job satisfaction and retention but also prevents costly employment litigation.
Training and Educational Workshops
A human resource counseling lawyer can create a development program for training and leadership that addresses your organization’s business challenges. Harman Law can help your organization foster a coherent team to thrust your business in the right direction by educating employees on policies through training sessions, using management coaching for high-ranking leadership, and creating customized development opportunities.
Drafting Employment Handbooks, Contracts, and Policies
Our lawyers will help draft and execute employment policies that are appropriate to the industry. Additionally, we will help you prepare a personalized employee handbook. Our team will also revise, review, draft employment contracts, independent contractor agreements, confidentiality agreements, offer letters, and non-disclosure agreements.
Mediation & Dispute Resolution
Harman Law will also keep an eye on employee relations and give expert advice on the disciplinary measures you should take. Other dispute resolution issues our lawyers can help you with include:
- Advice on all matters of Occupational Health and Safety
- Advising employers regarding wage disputes
- Conduct litigation stemming from the termination of employment
- Provide impartial perspective in workplace negotiations at all levels and departments
Management Changes, Planning and Implementing Reduction in Force
Human resources counseling lawyers help organizations and companies to plan for and implement change management like take-overs, acquisitions, and mergers. Also, when you need to cut down employee numbers, a human resources counseling lawyer will provide adequate guidance.
Other ways in which a human resources counseling lawyer can help your firm include:
- Protecting your organization’s trade secrets and patented information
- Investigating discrimination, harassment, and wrongful termination claims
- Going over human resource and wage policies to ensure they comply with federal, state, and local regulations
North Carolina Human Resource Laws
State laws offer more protection to employees in North Carolina than federal laws. Such laws include coverage for health care continuation, E-verify, and leave requirements for parental leave. For occupation safety and minimum wage laws, North Carolina follows federal laws.
Employers must observe both state and federal laws. In addition to observing state and federal law obligations, employers should follow pertinent municipal law requirements. Below are laws that impact all human resource practices:
Equal Employment Opportunity (EEO) Laws (N.C. G. S. 126-16)
This law prohibits state departments, universities, agencies, and local political subdivisions from discriminating against individuals based on their sex, age 40+, national origin, race, color, religion, or disability except where the occupational requirement genuinely specifies the age, sex, or physical requirement.
Equal Employment Practice Act (NC G.S. 143-422.2)
As per the Equal Employment Practices Act and the North Carolina Persons With Disabilities Protection Act, employers who have 15 or more workers are forbidden from harassing or discriminating against people based on their sex, age 40+, national origin, race, color, religion, or disability.
Retaliation by Agencies, State Departments, and Local Political Subdivisions. (N.C. G. S. 126-17)
This law prohibits any local political subdivision, agency, or state department of North Carolina from retaliating against an employee for protesting violations of the Equal Employment Opportunity laws.
Handicapped Persons Protection Act (N.C. G.S. 168A-5-11)
This law forbids employment agencies, employers, and controllers of apprenticeship programs from discriminating against qualified disabled persons based on their disabilities, employment privileges, employment referrals, and admission to employment programs created to offer apprenticeship.
Appeal of Unlawful State Employment Practice (NC G.S. 126-36)
This law prohibits discrimination against such individuals because of their sex, age 40+, national origin, race, color, religion, or disability except where the occupational requirement genuinely specifies the age, sex, or physical requirement.
Appeal of State Human Resources Commission by Applicant for Employment (N.C. G.S.126-36.1)
This law states that individuals who were denied employment in violation of the Appeal of Unlawful State Employment Practice have the right to a retrial under the State Human Resources Commission.
Discrimination in Business (N.C. G.S. 75B 1-7)
This law prohibits people conducting business in North Carolina and the state from entering into a contract that may bar them from doing business with a third individual because of their religion, sex, race, color, creed, national origin, or foreign trade relationship.
E-Verify (NC G.S. 143-133.3)
The law in North Carolina requires employers with over 25 employees to validate the employment authorization of fresh recruits using E-Verify. Employers need not use E-verify for persons with employment terms of less than nine months. Where state and federal laws overlap, observe the law that offers the employee the most significant benefits.
Discrimination Against Individuals with Sickle Cell Trait or Hemoglobin C Trait (NC G.S. 95-28.1)
NC G.S. 95-28.1 prohibits employers from discharging or denying a person the opportunity of employment for having a Hemoglobin C trait or Sickle Cell.
Discrimination Against Military Personnel (N.C. G.S. 127B-10-15)
This law forbids employers from discriminating against military personnel.
Discrimination Against HIV/AIDS Infected Employees (N.C. G.S. 130A-148(i))
This law prohibits employers from denying employment to individuals with HIV infection or AIDS virus.
Our Attorney's are here for your human resources needs!
Having a human resource counseling lawyer is beneficial in many ways. Harman Law will offer counsel and advice relating to retaliation, discrimination, employee privacy, wages and hours, employee leave, employee hiring practices, company closures, and whistleblowing.
We also create customized training programs to enable you to reduce future liability for occupational conduct. We offer supervisors, employees, and H.R. professionals training to address complex client-specific issues and employment law issues. Contact us today to schedule a confidential consultation!