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HR Policies Lawyers – Keeping Up With the Law

Human resources laws and regulations are an ever-evolving field. To remain effective HR managers must stay up-to-date with these latest updates in order to stay aware of potential risks and mitigate potential liabilities. This may prove challenging; however, this practice must remain ongoing in order to effectively mitigate them.

One way of accomplishing this goal is working with human resource policies lawyers. These attorneys can ensure that company policies adhere to current and emerging workplace laws.

Employment law

Employment law encompasses numerous aspects of workplace administration. It encompasses regulations on how a company should manage its employees as well as laws to protect workers against discrimination and ensure workplace safety. HR professionals must abide by all relevant employment laws in their company to ensure compliance. Furthermore, HR may need to handle issues like wrongful termination disputes or workers’ compensation claims that arise in addition to overseeing legal compliance requirements.

Employees might file a suit against their employer alleging racial discrimination, seeking back pay and other forms of compensation from them. Hostile work environments could also require legal intervention as an employee may feel they have been treated unfavourably by coworkers; such actions violate federal employment discrimination law which makes hiring or firing employees on such grounds illegal.

There are various laws that regulate these matters, including the Occupational Health and Safety Act which protects employees against specific actions taken by their employers and provides legal protections when reporting violations of employment policies. Unfortunately, not all employees will receive all of the protections offered under these laws; some states also have their own employment regulations which differ from federal ones – Employment lawyers understand these differences well so they can help their clients find solutions tailored specifically for their situation.


Whistleblowing refers to workers who disclose illegal activities, fraud, miscarriages of justice or threats to health and safety at their workplace. Disclosure can occur both internally or externally – usually management, regulators MPs or media; although whistleblowers don’t just include current employees. Past employees, customers and suppliers all can raise concerns about misconduct.

Whistleblowing laws exist to safeguard individuals against retaliation. Retaliation refers to any action that discourage someone from reporting misconduct – this can include demotions, involuntary transfers or removal of certain responsibilities; termination is the ultimate form of retaliation.

Workers are protected from retaliation if they report certain types of wrongdoing, such as corruption or violations of public policy. No laws or regulations need be cited – simply have reasoned belief that certain conduct violates public policy or is unlawful. Before making a claim it’s wise to consult independent advice first.

Occupational health and safety law

Occupational health and safety laws exist to safeguard workers in their workplaces. They set standards that must be observed, with the intention of reducing work-related illnesses and accidents. Government agencies such as OSHA enforce these laws, with noncompliance leading to fines or imprisonment being issued accordingly.

The Occupational Safety and Health Act of 1970 mandates that employers provide their employees with safe working environments. This requirement includes providing adequate medical and first aid equipment. Furthermore, employees must be fully informed about potential hazards related to their job duties, with means to report potential hazards without fear of retaliation from their employer.

No matter the industry, businesses face unique occupational health and safety challenges. Consulting a lawyer who can advise on ways to avoid legal trouble is vital, while understanding your responsibilities as well as those of employees is also key.

Ogletree, Deakins, Nash, Smoak & Stewart is a national labor and employment boutique offering comprehensive workplace advice. It is widely respected for its expertise in federal and state workplace safety matters – such as Cal-OSHA -and often called upon by clients seeking help with OSHA inspections or citations from major employers in construction, manufacturing and energy sectors, among others.

Employment contracts

Employment contracts are formal documents that outline the rights and responsibilities of both employees and employers. Contracts may be written out explicitly or be implied from actions or verbal statements by either party, such as agreements to serve a probationary period, give notice of termination at specific intervals or contain restrictive covenants enforceable under law; usually this agreement will be negotiated through HR professionals.

HR lawyers specialize in all areas of employment law, from discrimination, harassment and retaliation to federal/state agencies that regulate labor and employment such as the Equal Employment Opportunity Commission (EEOC), National Labor Relations Board, Occupational Safety and Health Administration and U.S. Department of Labor. Additionally, they can advise their clients on compliance with employment-related laws including wage/hour issues, family/medical leave/record keeping/occupational safety regulations.

An HR lawyer can also review employee handbooks and personnel policies to ensure compliance with state and federal regulations, such as overtime pay laws or family and medical leave policies that violate them. They can help employers draft or negotiate noncompete, nonsolicitation and nonpoaching clauses into employment contracts – as well as help clients meet government record keeping and reporting requirements.

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