Michelle Wein’s employer-based employment practice encompasses all areas of employment compliance counseling, human resource management, and litigation of employment law disputes.  Because we represent employees, employers also seek our services because we have a deep understanding of employment disputes from all sides.

Compliance Counseling & Training.  We help employer-clients understand their responsibility to act within the law and formulate practices to minimize the risk of employee lawsuits and enhance workplace performance and morale.  Whether your company needs advice on a particular conflict or is interested in the legal benefits of management training sessions, Michelle Wein Law can help.

Human Resources Services.  Many small businesses are unable to maintain a full time human resources professional to manage the everyday employment issues that arise.  We’re here to fill the gap with one-stop shop human resources services, including affordable, flat-fee preparation of the following, tailored to meet individual business needs:

  • Employee handbooks and policies;
  • Employee and independent contractor agreements;
  • Non-compete, confidentiality, non-disclosure, and non-solicitation agreements;
  • Severance and release agreements;
  • FLSA audits (to assess compliance with employee exemption regulations);
  • New-hire paperwork and communications; and
  • Employee evaluation and disciplinary forms and policies.

Litigation.  Employment disputes can arise even with the most effective preventative measures in place. Michelle Wein Law expertly represents and guides clients through all phases of employment litigation—whether in state, federal, or administrative forums—in the following areas:

Wage & Hour claims such as unpaid overtime compensation and minimum wage under the Fair Labor Standards Act (FLSA), including cases involving employee misclassification and wrongful deductions;

Discrimination, Harassment, and Wrongful Termination claims based on age, sex, race, religion, disability, national origin, pregnancy, or sexual harassment under Title VII of the Civil Rights Act (Title VII), the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA);

Retaliation & Whistleblower claims involving allegations of adverse action in response to protected employee reporting of an employer’s violation of the law;

Family Medical Leave Act (FMLA) actions for interference and other violations

Unemployment Compensation claims and hearings; and

State law issues such as breach of contract (e.g. unpaid commissions), enforcement of non-compete agreements, and employee misappropriation of trade secrets or other confidential company information.