Common Employment Issues

Employment counseling and litigation

Employee handbooks and personnel policies

Employment agreements

Non-competition, non-solicitation
and confidentiality agreements

Wage payment issues

Executive compensation

Exempt/non-exempt status

Independent contractor status

Leaves of absence

Reasonable accommodation

Workplace health and safety

Investigations

Management training

Unemployment benefits

Employment discrimination,
harassment and retaliation

Burtch-Paragraph-Separator

Typical Clientele

Businesses of all types and sizes

Public and private corporations

Non-profit organizations

Executives and professionals

The Best Employment
Strategy is Often a
Pro-Active Action Plan.

The Best Employment
Strategy is Often a
Pro-Active Action Plan.

Employer/employee relationships can range from smooth to adversarial. Whether it’s a corporation involved in litigation, a company faced with lay-offs or an executive suddenly made redundant, an action plan can help to align interests or minimize liability.

In this case, a pro-active strategy resulted in a stable working environment.

Employer/employee relationships can range from smooth to adversarial. Whether it’s a corporation involved in litigation, a company faced with lay-offs or an executive suddenly made redundant, an action plan can help to align interests or minimize liability.

In this case, a pro-active strategy resulted in a stable working environment.

Situation  An accounting firm realized it had no formal policies and procedures in place for its employees. When workplace issues arose, they were not handled consistently.

Burtch Law Strategy  Determine the firm’s greatest workplace needs and challenges. Identify and prioritize the legal documents necessary to operate the business smoothly.

Outcome  The firm ended up with an employee handbook and new employment documents. Both the employer and the employees were now clear about policies and expectations, and the firm was better protected under the law.

Situation  An accounting firm realized it had no formal policies and procedures in place for its employees. When workplace issues arose, they were not handled consistently.

Burtch Law Strategy  Determine the firm’s greatest workplace needs and challenges. Identify and prioritize the legal documents necessary to operate the business smoothly.

Outcome  The firm ended up with an employee handbook and new employment documents. Both the employer and the employees were now clear about policies and expectations, and the firm was better protected under the law.

Common Employment Issues

Employment counseling and litigation

Employee handbooks and personnel policies

Employment agreements

Non-competition, non-solicitation
and confidentiality agreements

Wage payment issues

Executive compensation

Exempt/non-exempt status

Independent contractor status

Leaves of absence

Reasonable accommodation

Workplace health and safety

Investigations

Management training

Unemployment benefits

Employment discrimination,
harassment and retaliation

Burtch-Paragraph-Separator

Typical Clientele

Businesses of all types and sizes

Public and private corporations

Non-profit organizations

Executives and professionals


BURTCH LAW PLLC | 1802 Bayberry Court | Suite 302 | Richmond, Virginia 23226 | Phone 804 593 4001 | Fax 804 593 4002

BURTCH LAW PLLC
Richmond, Virginia | 804 593 4001