Employment Law and Employee Benefits Law
As part of its 360° approach to, S+U counsels small to mid-sized employers regarding all aspects of the employment relationships within your company.
Whether you are looking to interview and hire employees, determine the best ways to retain those employees, manage the employment relationship, or, when necessary, terminate the employment relationship, we are adept at using different tools such as iron-clad employer-friendly employment agreements and change-in-control agreements, well-crafted and innovative policies and procedures, severance agreements, and general release agreements to help you navigate the complex federal and state laws that govern the employer-employee relationship.
We also advise employers on how to minimize the risk of discrimination and harassment issues in the workplace by developing strong employment policies and procedures, drafting employee handbooks and providing training to HR staff on how to comply with the requirements of various federal and state employment laws including the Americans with Disability Act (ADA), Age Discrimination in Employment Act (ADEA), Employee Retirement Income Security Act (ERISA), Family and Medical Leave Act (FMLA) and the Internal Revenue Code.
Finally, when your company has to terminate the employment relationship with one of your employees, we will help you navigate through the intricacies of involuntary separations from employment. Whether such separation involves the termination of an individual employee for whom an entire separation package needs to be developed or in the form of a reduction-in-force that applies to a large group of employees, we will walk with you through the separation process to ensure all federal and state law requirements are satisfied and while reducing the administrative burdens on the employer.
Employee Benefits Law
Retirement plans form the foundation of most employers’ benefits programs and plans offered to their employees. This is the case even if you are a small or mid-size company.
If you are interested in establishing a plan for just you or for your entire workforce, we will help you to carefully develop the plan with the features that work best for your employees’ needs and your company’s needs (be it a profit-sharing plan, a 401(k) plan, a defined benefit pension plan, a cash balance plan, a 403(b) plan or a 457(b) plan).
Once the plan has been established, we will work with you as the plan sponsor (and the administrator) to address the issues that arise with the day-to-day administration of the plan. We work with the relevant third-party administrators to ensure the plan’s compliance with the Internal Revenue Code and ERISA.
Finally, when (not if) you find that the plan is dealing with compliance issues under the federal tax code or ERISA, We will work with you and the IRS and/or the U.S. Department of Labor to resolve the compliance issues.
Find out more about S+U’s Employment Law and Employee Benefits Law team