Employees are a company's most important investment. This investment can maximize profitability, yield increased productivity, and make the work environment enjoyable. Having good employees ensures protection of confidential business data, sets company expectations, and decreases employee disputes, thus, lowering the risk of legal and liability costs.

Employment lawsuits can end in large damage awards against the employer. These are expenses that an employer may not foresee. Employers are always looking for ways to keep employees happy, productive, and to reduce the risk of litigation.

Employment laws change rapidly. Not only does an employer need to be aware of the evolving federal laws, but each state has its own unique laws that also must be followed. Courts and agencies issue decisions, opinions, guidelines, and recommendations every day, sometimes overturning laws or interpreting those laws differently than how you have always interpreted them. Click here to read more.   

To most of us with children, we consider the joys and responsibilities of parenthood to be the most significant role in our adult lives. Along with sharing in our children's accomplishments and successes, we must also work through their hardships with them. This is something that we, as parents, learn early in our parenting journey. We kiss scraped knees and dry our children's tears as they experience all types of adversity in their lives.

Once our children enter their school years, it is sometimes necessary to help them navigate the public education system, and ultimately, to become functioning adults. Sometimes, this includes working through issues involving disabilities. Some children have minor disabilities, while others face much more significant challenges.  Click here to read more. 

In this ever challenging economy, many companies are entering the government market or focusing more of their business on federal contracting. Often overlooked in this decision are the equal employment opportunity (EEO) requirements placed on federal contractors. These requirements are burdensome and allow for demanding, periodic compliance audits by the Department of Labor (DOL).

The EEO requirements are significantly more onerous than simply complying with Title VII and similar employment statutes that are familiar to most businesses.  Three federal laws included in the EEO requirements are: Executive Order 11246 (EO 11246), Section 503 of the Rehabilitation Act of 1973 (Section 503) and the Vietnam Era Veterans Readjustment Assistance Act of 1974 (VEVRAA). Together, these laws prohibit discrimination and require federal contractors to take affirmative action to ensure that individuals have an equal opportunity for employment; without regard to race, color, religion, sex, national origin, disability or status as a protected veteran.  Click here to read more.