ST. LOUIS EMPLOYMENT ATTORNEY
Employers in all industries must take precautions to avoid accidentally violating labor laws. Employee complaints alleging employer violations such as workplace discrimination, retaliatory termination, failure to pay overtime, or breach of severance agreements can lead to your business being investigated by regulatory agencies, and may ultimately culminate a costly and demoralizing lawsuit against your company. By taking preventative legal measures today, you can drastically reduce your chance of facing litigation tomorrow. Our employment law lawyers can help you meet your goals. The knowledgeable attorneys of Bellatrix PC defend a wide variety of St. Louis businesses against wage claims, discrimination claims, and other legal matters related to employment law. Whether you need an aggressive trial attorney because your company has already been targeted by an employee lawsuit, or you’re starting a business in St. Louis and need legal advice about how to comply with state or federal employment laws, our legal team is prepared to consult with your company throughout every stage of its life cycle. To learn more about how Bellatrix PC can assist your partnership, corporation, non-profit, or limited liability company, call our law offices at (800) 449-8992 to schedule a private legal consultation. We represent businesses throughout St. Louis and St. Louis County, including Florissant, Chesterfield, University City, Oakville, and Wildwood.
Employment Law Matters Our St. Louis Attorneys Handle
Employment law is a broad field which touches on hundreds of legal issues, ranging from the posters you must hang in your break room to the enforceability of contracts such as non-disclosure agreements. As business owners ourselves, our attorneys have first-hand knowledge of Missouri’s employment laws and their often demanding requirements. Our legal team is equipped with the business acumen and practical experience to efficiently handle a wide array of legal matters, including but not limited to the following:
Employment Contracts, Agreements, and Handbooks
- Background Checks
- Employee Arbitration Agreements
- Employee Handbooks
- Covenants not to Compete
- Non-Disclosure Agreements
- FMLA Leave (Family and Medical Leave Act)
- Healthcare Plans
- Leave Benefits
- Workers’ Compensation Benefits
Hiring, Firing, and Layoffs
- Fringe Benefits
- Reductions in Force (RIFs)
- Retaliatory Termination
- Whistleblower Lawsuits
- Wrongful Termination Lawsuits
Wage and Hour Law
- Employee Classification
- Meal and Rest Periods
- Missouri Equal Pay Act
- Prevailing Wage
- Vacation and Sick Pay
- Wage Disputes and Wage Claims
- Wage Garnishment
- Age Discrimination
- Gender Discrimination
- Missouri Commission on Human Rights
- Missouri Human Rights Act
- Racial Discrimination
- Religious Discrimination
- Sexual Harassment
- Title VII of the Civil Rights Act of 1964
- MSHA (Mine Safety and Health Act) of 1977
- OSHA Inspections
- Workplace Accidents
Defending Businesses and Employers Against Workplace Discrimination Lawsuits
Caught up in the daily demands of running a productive business, even experienced and well-meaning employers can easily run into compliance pitfalls, particularly because labor laws are in a constant state of flux. When a disgruntled employee or job applicant alleges intentional acts of discrimination, the consequences for your business can be devastating. It is of the utmost importance that your company takes all possible measures to protect itself against being sued by a current or former employee, or by a job applicant who feels they were passed over based on their membership in a protected class. This entails keeping meticulous and accurate records of all disciplinary actions, hiring decisions, and termination decisions. We will review your entity’s employment policies to identify any rules or practices which could potentially invite a discrimination claim, and will work closely with you to revise vulnerable points in a way that both benefits andprotects your business. Prevention is always the best medicine. However, if your business has already been sued or threatened with legal action, we will be there to represent you in court. While we are fully prepared to vigorously defend your business all the way to trial should litigation become necessary, we also pride ourselves on versatility, and can assume a variety of roles to suit your company’s unique legal needs. For instance, members of our team are qualified to function as mediators, which may be a more appropriate means of dispute resolution depending on your specific circumstances. In certain cases, mediation can be a simpler and more cost-efficient route toward settling internal disputes, while simultaneously preserving your strategic professional relationships. If you have any questions or concerns about your company’s employment contracts, hiring policies, or any other aspects of federal or Missouri labor laws, our attorneys are here to help answer your questions and provide trusted legal advice. No matter how minor the issue may seem, it is always prudent for employers to err on the side of caution.
To start discussing your employment matter in a confidential legal consultation, call the law offices of Bellatrix PC today at (800) 449-8992.
How useful is a condom that is never taken out of its box and wrapper? If you were the kind of person with enough forethought to buy a condom, you would probably want it to protect you from several things. But it would not be very useful to go through the trouble of...
Maybe you have a rich friend who is looking to invest in something interesting or fun or worthy. And you have another friend who has just built a better mouse trap, but is living in his mom's basement. Together, the two could make millions. So you consider playing...
Marijuana is well on its way to being legalized in the United States. I'm going to make a prediction right now. In about a decade's time, marijuana will be legal to use in the United States. I say that because we are nearing a tipping point in legalization. By the end...
I had a law partner for 3 months. She and I were not friends before we partnered, actually, but we became fast friends once we decided to do business together. About a month later, she joined my law firm. It was temporary, though. Within a couple months, we disagreed...