Build your HR infrastructure for growth. Attorneys help growing businesses develop compliant policies, agreements, and practices that protect your company and support your team.
HR Infrastructure
Employment law is one of the most complex and constantly changing areas of business law. From hiring through separation, every employment relationship creates legal obligations and potential liability.
Attorneys help growing businesses build the HR infrastructure they need, handbooks, agreements, policies, and practices that are legally compliant, operationally practical, and appropriate for your culture.
Whether you're a startup hiring your first employees, a growing company updating outdated policies, or a business navigating a specific employment situation, attorneys provide the guidance you need.
Why It Matters
Employment law is complex and constantly changing. Proper policies and agreements keep you compliant and reduce liability exposure.
Clear expectations prevent misunderstandings. When disputes arise, documentation provides protection and clarity.
Confidentiality, non-compete, and IP agreements protect what you've built from departing employees and competitors.
Professional HR infrastructure signals that you're a serious employer. Top talent expects clear terms and fair policies.
Written policies ensure consistent treatment across managers and locations, reducing friction and claims.
Scalable HR infrastructure supports growth. Building it right now prevents costly corrections later.
Services
From handbooks to individual agreements, the team provides comprehensive employment law services for growing businesses.
Comprehensive employee handbooks that communicate policies, set expectations, and protect your business. Attorneys draft handbooks that are legally compliant while being practical and readable for employees.
Employment agreements that protect your business while attracting talent. Attorneys draft agreements covering compensation, duties, confidentiality, intellectual property, and separation terms.
Complex compensation arrangements for executives, equity participation, bonus structures, deferred compensation, and change-in-control provisions. Attorneys structure packages that attract and retain leadership.
Clear, professional offer letters that communicate terms while protecting your flexibility. Attorneys draft letters that set appropriate expectations without creating unintended obligations.
Separation agreements that provide clean exits while protecting your business. Attorneys draft releases, confidentiality provisions, and non-disparagement terms that hold up.
Proper classification of workers as employees or independent contractors, critical for compliance and avoiding misclassification liability. Attorneys assess relationships and structure arrangements appropriately.
Restrictive covenants that actually protect your business. Attorneys draft non-compete, non-solicitation, and non-interference agreements that are enforceable under applicable state law.
Protect your proprietary information with confidentiality agreements tailored to your business. Attorneys address trade secrets, customer information, business methods, and other sensitive materials.
Clear, legally compliant commission plans that motivate sales teams while protecting against disputes. Attorneys draft plans with clear calculation methods, payment timing, and termination provisions.
Comprehensive review of your HR practices, policies, and documentation. Attorneys identify compliance gaps, prioritize risks, and provide practical remediation plans.
Individual policies addressing specific workplace issues, anti-harassment, social media, drug testing, attendance, and more. Attorneys draft policies that are compliant, clear, and appropriate for your culture.
Policies addressing the unique challenges of remote and hybrid work, equipment, expenses, time tracking, multi-state compliance, and data security. Attorneys help you navigate the new world of distributed work.
Virtual-First HR Support
Employment law support works perfectly in a virtual model. Document development, policy discussions, and situation advice all happen efficiently through video and portal communication.
Video consultations allow in-depth discussions about policies, situations, and strategy without travel.
Portal document review makes it easy to review drafts, provide feedback, and track revisions through MyRelevant.
Quick questions get answered promptly, critical when you need guidance on a developing situation.
MyRelevant for Employment
All your employment documents, handbooks, agreements, policies, organized and accessible.
Get answers about policy application or specific situations without scheduling calls.
Automatic reminders for annual reviews and alerts when law changes affect your policies.
Review sessions and strategy discussions via video conference from anywhere.
Access to agreement templates for routine hiring situations.
Sensitive HR documents stored securely with controlled access.
The Process
From needs assessment through ongoing updates, here's how attorneys develop employment documents and policies for your business.
Your attorney discusses your current HR infrastructure, workforce, challenges, and goals. This helps the team understand what you need and prioritize the most important issues.
45-60 minutes
If you have existing documents, your attorney reviews them to identify gaps, compliance issues, and improvement opportunities. For new documents, your attorney gathers the information needed to draft.
1-5 business days
Attorneys prepare documents tailored to your business, handbooks, agreements, or policies, incorporating your input and reflecting your culture while ensuring legal compliance.
5-15 business days
You review drafts through your MyRelevant portal. A follow-up meeting covers questions, incorporate feedback, and finalize documents that work for your business.
As needed
Your attorney provides guidance on rolling out new policies and agreements, employee communications, acknowledgment processes, and training considerations.
1-2 weeks
Employment law evolves constantly. Your documents are stored in MyRelevant with reminders for periodic review and updates when laws change.
Ongoing
Common Questions
Most businesses benefit from a handbook once they have 5-10 employees. Beyond that threshold, informal practices become harder to manage, and written policies become essential for consistency, communication, and legal protection. If you're experiencing more employee questions, inconsistent practices, or growing compliance concerns, it's time for a handbook.
Enforceability varies significantly by state. Some states like California generally prohibit non-competes, while others enforce reasonable restrictions. Attorneys draft agreements tailored to applicable state law with appropriate scope, duration, and geographic limits. Importantly, the focus is on protections that actually work, overly broad agreements often aren't worth the paper they're printed on.
Classification depends on the actual working relationship, not what you call it. Key factors include behavioral control, financial control, and relationship type. The IRS, DOL, and states have different tests. Attorneys analyze your specific situations and help structure relationships appropriately, or restructure existing arrangements if needed.
At minimum: position, compensation, at-will status (if applicable), confidentiality, and IP assignment. For key employees, consider non-compete/non-solicitation, incentive compensation, severance, and dispute resolution. The right provisions depend on the role, seniority, and your specific concerns.
Review annually for potential updates, and revise when laws change or when you modify policies. Major legal changes, like updated leave laws or harassment requirements, require prompt updates. Relevant changes are tracked and clients are alerted when updates are needed.
Yes, remote work raises unique issues, equipment and expenses, time tracking, multi-state tax and employment law, data security, and workplace safety. Your attorney helps you develop remote work policies that address these challenges while maintaining flexibility.
Misclassification can result in liability for unpaid wages, overtime, benefits, employment taxes, and penalties. Beyond financial exposure, it creates operational disruption and reputational risk. Proper classification upfront is far less expensive than correcting mistakes later.
Yes. Beyond policy and document work, attorneys advise on specific situations, disciplining or terminating employees, investigating complaints, responding to agency claims, and other HR challenges. Attorneys can help you navigate difficult situations while minimizing legal exposure.
Related Services
Whether you need a complete handbook, specific agreements, or help with a particular situation, attorneys are ready to help build employment practices that protect and support your business.