Prevention Strategies


"An ounce of prevention" is truly "worth a pound of cure" in the highly litigious and potentially costly area of labor and employment law defense.

With this age old adage in mind,our Labor and Employment Law Group developed and a comprehensive and effective “Employment Practices Wellness Program” that has received national attention through the world’s largest Human Resources professional association, the Society for Human Resource Management.

The Newton, O'Connor, Turner & Ketchum Program empowers and equips employers with practical, customized tools and solutions for minimizing and avoiding costly and disruptive labor and employment law disputes.

Our proactive prevention strategy is tailored to the needs of our clients and includes:

  • Comprehensive labor and employment law compliance audits to ensure all of an organization's labor and employment polices, procedures, and practices relating to all phases of the talent acquisition and management life cycle comply with applicable laws and regulations.
  • Targeted compliance audits to ensure that select policies, procedures, and practices are in compliance.
  • Collaborating with clients to develop cost-effective, incremental strategies for addressing issues and eliminate or minimize risks identified through an audit.
  • Auditing, designing, and providing counsel regarding contingent worker arrangements and related contractual and employment issues.
  • Reviewing employment contracts, including non-compete agreements, trade secret and confidentiality agreements, severance agreements, retention agreements, and other employment-related contracts.
  • Designing, reviewing,and updating employee handbooks, policy manuals, and select policies and procedures.
  • Designing, reviewing,and updating supervisors' guides to an employer's human resources policies and procedures.
  • Training managers and employees in all areas of labor and employment law compliance, including harassment and discrimination prevention training; effectively navigating legal issues that commonly arise in the talent management life cycle; managing leave-related issues implicating the ADA, FMLA, and workers' compensation laws; union avoidance for front-line supervisors; and many other off-the-shelf or customizable training modules.
  • Investigating or providing counsel to employers regarding the investigation of complaints of harassment, discrimination, and retaliation.
  • Collaborating with decision-makers concerning real-time employment issues in order to avoid or minimize risk.
  • Developing, reviewing, and executing reduction in force strategies and processes, including compliance with the Older Workers Benefits Protection Act and the WARN Act.
  • Teaming with management to develop and execute labor strategies involving union avoidance, representation and decertification campaigns, collective bargaining strategies, and contract administration.
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