The employment attorneys at Cueto Law Group go above and beyond their role as labor lawyers. We help clients through the complex maze of labor and employment rules and regulations that govern today’s workplace.
We handle all aspects of labor and employment law, from routine workplace compliance issues through complex jury trials.
We excel in resolving disputes in a variety of settings, including mediation, arbitration, proceedings by the EEOC and the Florida Commission on Human Relations and in court.
Making Your Workplace Compliant
The labor and employment lawyers at Cueto Law Group often review existing policies and procedures to ensure compliance with applicable laws and regulations. Our employment lawyers regularly review and prepare policies, procedures and documentation concerning:
- Job Classifications
- Wage and Hour
- Telephone and Computer Monitoring
- Discrimination and Harassment
- Maintaining and Protecting Trade Secrets
- Confidentiality Obligations
- Conflicts of Interest
- Privacy Rights
- Workers’ Compensation
- Codes of Conduct
- Employment Agreements
Cueto Law Group employment lawyers routinely advise clients on how to avoid or minimize liability that may arise from potential claims by employees who are about to be terminated, as well as claims made by former employees. Our lawyers are intimately familiar with:
- All federal, state and local laws prohibiting discrimination
- Implementation of reduction-in-force programs
- Exceptions to the at-will employment doctrine
- WARN Act obligations
- The applicability and interaction between the FMLA, ADA and Workers’ Compensation laws
- Employee embezzlement
- Independent contractor issues
- Sarbanes-Oxley Act
- Employee Leasing
- Preparation of severance agreements
- Unemployment compensation determinations and appeals
As experienced employment attorneys, we pride ourselves in handling crisis situations that may arise from workplace issues such as:
- Obtaining injunctions prohibiting employees from stealing trade secrets, unfairly competing or disclosing confidential information;
- Removing problem employees, and even owners, from the workplace;
- Obtaining orders restraining potentially violent employees; and
- Obtaining orders requiring return of electronic information and data owned by the company.