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HR Policies Lawyers Protect Your Business From Legal Issues

hr policies lawyers

Human resources managers must make quick, on-the-spot decisions with significant legal ramifications in an instant, taking into account federal and state laws regarding employee benefits and compensation, health and safety, time attendance, parental leave policies, discrimination/harassment as well as discrimination/harassment.

An HR attorney can also be invaluable when negotiating contracts with employees upon hire or promotion. A reliable HR lawyer is capable of handling these complex issues efficiently.

Legal Issues

HR departments face many legal issues that must be managed, from employee confidentiality and data protection laws, to compliance issues related to workplace topics. HR professionals must keep abreast of changing employment laws as these are constantly being debated and revised.

For instance, the Americans with Disabilities Act of 1990 protects employees with physical or mental disabilities from discrimination in the workplace. Furthermore, OSHA was passed in 1970 in order to guarantee worker safety while the Family and Medical Leave Act allows workers to take up to 12 weeks of unpaid leave annually for medical-related matters.

An additional legal issue involves complying with state and federal labor standards when tracking employee time tracking. Federal labor standards mandate companies maintain records of when employees begin and end work each week as well as their total hours worked during that week; state law may have additional specifications about how overtime or time-in-lieu should be tracked or allocated.

Human Resources departments must comply with all applicable laws in order to reduce liability risks to their company, while still respecting employee confidentiality and rights of individuals. If an employee accuses another colleague of sexual harassment, for example, then HR must conduct a full investigation; any HR manager who discloses information without first consulting their employee could be sued for libel/slander and could face severe repercussions from law.


HR policies lawyers work with companies to develop human resource policies in line with state and federal employment laws, covering employee benefits, compensation and vacation time among others. In addition, these lawyers ensure companies follow disciplinary procedures as well as privacy rules regarding employees’ private information. HR policies lawyers frequently handle cases that could potentially become costly litigation such as wrongful termination cases, pension disputes and workers’ compensation claims.

HR professionals must remain abreast of an ever-evolving set of regulations, or face fines, financial loss and damage to their companies’ reputations. Failing to do so could expose employers to fines, financial loss and reputational risk; such as violations of the Employee Retirement Income Security Act for failing to meet minimum pension plan standards or HIPAA disclosure rules for providing employees’ medical records to spouses without prior consent.

HR staff must know when and why to consult an attorney, without becoming dependent on them for guidance. Otherwise, their ability to respond quickly and appropriately in workplace situations arising could be severely diminished; an employee alleging sexual harassment might go unheeded if HR waits until legal advice weighs in before taking action against it.


With workplace law cases on the rise, HR professionals must recognize potential legal issues and act quickly in order to mitigate them before any costly fines or damages occur. A professional HR attorney can help your company create employment policies which comply with laws while still creating positive associations for your company or organization.

HR lawyers frequently handle worker’s compensation claims on behalf of either companies or individual employees who believe they have been denied fair coverage. Furthermore, employment lawyers also assist workers seeking disability insurance, health care coverage or maternity leave benefits.

SHRM notes that in some states the practice of law dictates attorneys be present at unemployment compensation hearings; however, given these proceedings are typically remedial and informal in nature and do not necessitate as much analysis, HR professionals can often serve their employers by representing them during unemployment compensation hearings.

JMJ Talent Solutions provides comprehensive HR solutions to businesses and organizations of all kinds. As part of its HR Package, they can arrange training for employees regarding AODA and Code provisions; this will reduce disputes within your workplace while simultaneously improving workplace perception and decreasing the risk of costly lawsuits in future.


One of the best ways to protect your business from legal issues is having clear HR policies that are regularly communicated. Without such guidelines in place, your company could face lawsuits from employees who feel that they were treated unfairly or singled out – creating an effective compliance plan and hosting regular training sessions are both great ways to mitigate this risk.

HR professionals should also closely follow changes to laws affecting human resources management, and adapt their company’s internal policies accordingly. New regulations could impact time and attendance tracking or employee health and safety – keeping up with such developments will ensure your company abides by all relevant employment laws without incurring fines or penalties for breaking them.

HR teams should also demonstrate openness and transparency – two cornerstone principles in employment law. Listening carefully to employee concerns about certain processes must also be part of this commitment to openness and transparency.

HR managers must also remember their responsibility of preserving electronic records for use in litigation, which could include email, Slack, texts and video chats. While it might be tempting to neglect this requirement during times of emergency situations, overlooking it could prove costly in terms of lost productivity and legal fees.

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