Welcome to Employment Practices Group

Employment Practices Group (EPG) provides comprehensive and customized training, education, and investigative services, as well as expert and prompt legal advice, to employers, municipalities, non-profit organizations, schools and individuals. The laws affecting employers – whether they relate to unlawful harassment, discrimination, leaves of absence, wage and hour, or any other employment issue -- are dynamic and fluid, constantly evolving in the courts, administrative agencies and legislatures around the country. What may have been a sound, legal workplace policy in the past may have dramatically changed today. Maintaining working knowledge of these laws and applying them in the correct way to your workplace is a daunting task for any business owner, manager, or human resources professional.

EPG acts as an integrated part of its clients’ management team to help organizations respond to employer-employee relations issues that arise everyday in the workplace. Employers of all sizes and industries can count on EPG’s legal team to offer proactive and effective risk-management services and solid solutions to problems arising in the workplace. EPG’s legal team (see Our Staff) is a valuable resource to be utilized by the broad spectrum of employers properly concerned about the legal landscape pertaining to sexual and other unlawful harassment, discrimination and employer-employee relations.

EPG Provides the Following Services:

Education and Training: EPG’s management and employee education and training is the right way to prevent unlawful workplace conduct. Training for managers can include any of the following topics: sexual and unlawful harassment, diversity and transgender issues, workplace violence, discipline and termination procedures, lawful hiring, and basics of employment law (including discrimination, leaves of absence, and other workplace issues). In addition, best practices suggest that employees receive harassment prevention training..
Advice and Counsel: EPG provides its clients with regular legal updates and prompt advice and counsel to enable them to confidently identify, address and correct potentially troublesome workplace conduct and practices.
Personnel Policies and Practices Audit: EPG drafts and revises workplace policies, procedures, and handbooks to ensure that an organization’s internal guidelines are legally-sound, unambiguous and consistent with best practices.
Internal Investigations: Organizations may require EPG’s professional and experienced investigative services to conduct an internal investigation of complaints of harassment or other employee misconduct. The use of EPG’s investigators avoids any conflict of interest in subsequent litigation and provides an objective evaluation of the particular employment issue in the workplace.
Expert Testimony: EPG provides expert testimony on a number of workplace practices that are the subject of litigation in the state and federal courts. EPG has offered opinions to plaintiffs and defendants on preventative measures relating to harassment, proper investigations, appropriate termination procedures, and disability accommodation, to name a few.
Individual Representation: In limited circumstances, EPG represents individuals seeking advice about their employment situations, such as an accommodation for a disability, negotiating help with a severance or non-competition agreement, or representation before an administrative agency.

Who Needs EPG's Services?

Public companies, private companies, non-profit organizations, public employers, educational institutions or any other business entity that employs one or more persons because:

Federal discrimination and harassment laws apply to organizations with 15 or more employees.

State discrimination laws vary by state, but generally apply to employers with as few as 5 or 6 workers.

Federal and state wage and hour laws apply to every company, regardless of the number of employees.

All employers, regardless of size, must be mindful of best practices relating to hiring, protected categories, documentation, personnel records, discipline, written policies, leaves of absence, employees with disabilities, or other issues that may invite legal claims by prospective, current and former employees.

Organizations in these situations need EPG . . .

When Management and/or Human Resources are in need of legal advice on employment issues.
When the organization is in need of training resources on a workplace issue.
When the organization is faces with a claim of harassment or other misconduct that requires an internal investigation.
When the organization gains awareness of the need for legal protection against employment lawsuits.
When the organization lacks up-to-date and legally sound employment policies.
When the organization needs assistance with creating, maintaining, and apprising managers of effective and sound employment policies and practices.

Lawyers need EPG when they are looking for ...

Experienced professionals to conduct internal investigations.
Experienced trainers to conduct training sessions for management and non-management employees of clients.
Expert testimony on workplace issues when in court.
Guidance on risk-management strategies.
Knowledgeable assistance with drafting employment policies, manuals and handbooks for clients.
Expert assistance in handling litigation matters involving employment practices.