Business Counseling and Litigation Avoidance

Sexual harassment, employment discrimination with its basis in race, age, gender or national origin—as well as the attendant risks of disruption, conflict, and litigation—never need to occur in your workplace. Employers who have established the right policies and procedures and have made the effort to follow them, can avoid these problems in the majority of cases.

The most effective way to control litigation is to ensure a lawsuit is never filed. As Idaho Employment Law Solutions’ mission is to provide effective solutions to employment and labor matters at the lowest level, avoiding litigation wherever possible, Idaho Employment Law Solutions’ business counseling practice focuses on effective, and practical methods to minimize the risk of litigation for the employer. In meeting its mission, Idaho Employment Law Solutions provides the following counseling and litigation avoidance services to its clients:

Reviewing and assessing policies and practices for potential problem areas before they result in litigation.

Providing in-house training and assisting employers in developing work-place policies.

Writing employee handbooks, and creating accountability systems to prevent violations from occurring.

Providing in–house training to managers and supervisors on sexual harassment, ADA, FMLA, ADEA, Title VII, Diversity, and other EEO issues.

Providing advice and detailed statistical risk analysis of terminations and other employment actions before a lawsuit is filed against the employer which involves

An analysis whether the contemplated employment action can be defended, whether a release should be sought, and help negotiate and draft severance packages.

Providing advice, after an employee obtains counsel, or files a charge, as to whether the case should be fought, or the employer should look for the most economical settlement.

Preparing or assisting in drafting position statements. There are many cases in which outside counsel can aid in the administrative processing of a claim, such as an EEOC charge, and prevent it from turning into major litigation.