Services Offered

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What is an Employment Law Consulting Firm? The term “employment law consulting firm” refers “to firms that offer the professional services of employment lawyers with similar legal knowledge and backgrounds as traditional law firm lawyers, but with a practice focus on prevention as opposed to litigation.”[1]

What I Offer You: I will help you identify employment law “hot spots”, avoid legal pitfalls and provide legal support if problems arise, all at your place of business.

Affordable Services:  You will not face legal issues in your business all the time, and hiring a fulltime lawyer is not that necessary. You just need someone to support you in case in times of need. Therefore, I provide you with affordable and flexible service agreements tailored to your needs.

Advice on Unanticipated Situations: Unforeseen situations can happen at any time. Looking at the legal aspect of situations is essential for a business owner. I am able to provide expert advice when you need it by phone and at your place of business.

Anticipate and Prevent Impending Problems: I help you handle many, but not all, potential problems before they become serious. Ensuring that you are on the right side of rules and procedures before you make any decisions for your is my role as your legal consultant.

I provide a broad range of strategic labor and employment law planning services such as:

Check-Ups: A review and evaluation of your policies, procedures, handbooks. At the assessments conclusion, I work with you and your staff to modify and revise the documents reviewed with a focus on the prevention of future complaints.

Consulting: Practical, “down-to-earth”, legal advice based upon an assessment of the client’s business and the creation of employment policies and procedures designed to minimize litigation risks;

Coaching/Mentorship:  One of my goals is to empower my clients to develop the skills to identify and solve problems without my assistance.  In order to accomplish this goal, I provide “hands on” coaching and mentorship on such topics as “alternative dispute resolution,” civility, work place harassment, bullying and unlawful discrimination.

Internal Investigations: Upon request, I conduct prompt and thorough internal investigation of complaints of workplace misconduct and grievances.

Employee Discipline and Termination: I assist in the preparation of letters of reprimand, notices of unprofessional conduct or unsatisfactory performance, and preparing employment termination notices.

Family Medical Leave and Job Accommodations: The federal Family and Medical Leave Act (FMLA) and California’s Family Rights Act (CFRA) require covered employees to provide eligible employees with up to 12 weeks of unpaid leave for specified medical reasons including the “interplay” between the Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA).

Management of External Resources: Recommendations for specialists in specific areas of employment law to meet specialized client needs, including, “outside counsel.” I am able to coordinate that resource with company employees and manage external counsel on your behalf.

Individual Clients:  I provide my individual clients with case assessments and advice based upon those assessments and, when necessary, make appropriate referrals.

I am an excellent researcher.  Clients hire me based on my unique approach to the identification and resolution of problems.

LEARN MORE

My services are limited to businesses, organizations, and individuals located within Sonoma County, California.

Office hours are by appointment only.

Services are provided at your place of business.

To schedule a “no cost” initial appointment, held at your office, you can contact using any of the following numbers/addresses:

Office Phone: (707) 479-2317

E-Mail: fengbarth@outlook.com

Web Site: www. employment-consultant.com

LinkedIn:  www.linkedin.com/in/fredengbarth  “Let’s connect.”

[1] See Legal Trends (Under A Different Shingle) at https://www.shrm.org/hr-today/news/hr-magazine/pages/0305legaltrends.aspx