Protecting your business.
Council Baradel’s employment attorneys are widely respected for their knowledge and experience in the complex and constantly evolving area of employment law. We closely follow the rapidly changing developments in laws and technologies affecting the workplace in order to provide our clients with appropriate and up-to-date advice. Our attorneys litigate employment matters in federal and state courts and before government agencies such as the Equal Employment Opportunity Commission, the National Labor Relations Board, the Department of Labor, the Maryland Commission on Civil Rights, and other agencies.
Our attorneys routinely handle employment matters involving:
Our practice is based on four pillars essential to representing businesses in all aspects of employment law. The first pillar is the most imperative, providing our clients with a solid foundation to support their thriving work environment with documents and best practices to reduce risk. The second is offering on-demand advice, delivering answers regarding various employment law issues as they arise. The third is a strong defense, where we passionately advocate for our clients in negotiation and litigation, when the disputes cannot be avoided. The fourth pillar encompasses workplace investigations, which we conduct thoroughly when the employer needs to dig deeper. We take great pride in offering these pillars to our clients, and we believe they are imperative to their stability and prosperity.
1. Solid Foundation – Supporting healthy, thriving workplaces.
Our attorneys work with clients to prepare employment documents and develop best practices to reduce risk. We take a preventative approach in counseling clients to minimize conflicts in the workplace that may lead to costly litigation. Well-drafted contracts, non-compete agreements, commission policies, and related documents help businesses establish a solid foundation for their relationships with their employees.
Our attorneys regularly assist clients in the following areas:
Our attorneys also develop and conduct training programs for both supervisory and nonsupervisory employees. The training programs are designed to meet a client's specific needs in a wide variety of workplace issues, such as harassment; prevention of workplace violence; compliance with employment discrimination laws; proper hiring practices; minimizing liability in discipline and discharge decisions; compliance with health and safety obligations; and wage and hour compliance.
2. On-Demand Advice – Answers when you need them.
Our attorneys counsel clients and Human Resources departments on issues arising out of hiring, disciplining, and terminating employees, as well as navigating the difficult and expanding web of laws governing employee leave, pay, and other elements of the employment relationship. We're available for our clients when issues arise because, so often, employment problems can be avoided with planning and guidance (see: An Ounce of Prevention is Worth a Pound of Cure). Proper planning may be the difference between quick resolution and costly litigation.
3. Strong Defense – Powerful advocates for clients.
When disputes cannot be avoided, our experienced employment litigators represent clients in administrative proceedings, state and federal courts and appellate proceedings. Our attorneys approach cases aggressively and efficiently, with the goal of achieving the best results in the most economical manner. We litigate and negotiate a broad spectrum of employment related law suits.
Council Baradel also represents executive and other employees in certain matters such as wage and hour claims, contract review, negotiation and disputes, non-compete disputes, and severance agreements, to name a few.
4. Workplace Investigations – Thorough and complete.
Our attorneys also conduct and counsel employers on workplace investigations, including allegations of employee misconduct. We are frequently called upon to assist with investigations into harassment, discrimination and retaliation; possession/use/sale of controlled substances; compliance with corporate ethics; workplace violence; and employee theft.
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