Improve Employment Practices

Improving and controlling employment systems is key to improving employment relations and minimizing litigation risks.   For example, improving an employment system involves focus on providing clear documentation, identifying accountability and requiring consistent follow-through for your employment practices.  Both managers and staff need to be trained on your systems that apply to the full cycle of employment – from recruiting through separation.  Below are some of the most common areas of operation where process improvement is needed.

Discrimination and Harassment

Most companies want to eliminate all forms of discrimination and harassment in their workplace.   Your company  may believe that you have taken  the necessary steps to prevent discrimination and harassment, but without a clear understanding of your responsibilities and practices, illegal discrimination and harassment practices may still be occurring.   For example, companies can be vicariously liable for the discriminatory and harassing behavior of one co-worker to another co-worker if the employer knew or should have known that such conduct was occurring.  Therefore,  companies should have systems in place to educate their personnel about their non-discrimination and non-harassment policies and  practices.

Wage and Hour

How does your company track and report working hours? Does you company consistently follow its sales or commission plans? By implementing a consistent process for ensuring that wages, including commissions and bonuses are paid accurately and legally, you can protect your company against a common source of lawsuits.  Wage complaints by employees may trigger a Department of Labor lawsuit.   When state-level audits reveal illegal practices for the payment of wages or misclassification of employees, the resulting fines and penalties can be substantial.  A best practices system around employee compensation can protect against these risks.

Family and Medical Leave

Implementing best practices systems for FMLA leave will help you prevent FMLA violations that may occur when the company does not fully understand certain provisions of the law.  For example, concepts such as a “rolling year method” or “intermittent leave” often trip up employers trying to provide Family and Medial Leave to their employees.   A system of best practices can ensure that FMLA leave is administered in compliance with applicable laws.

Disability Accommodations

The Americans With Disabilities Act (“ADA”) requires employers to reasonably accommodate the disabilities of their employees.  To do so, the employer first needs to articulate the “essential function” of each employee’s job.  Then the employer, working with the individual with a disability, should identify a range of reasonable accommodations that may remove the difficulties, either in the work environment or job tasks, which would allow the individual to perform the essential functions of the job.   If your company does not have this system in place, it may not be in compliance with the ADA.


Companies must implement best practices to ensure that employees feel safe to speak up if something illegal is occurring at the work-place.   Companies need to have a written anti-retaliation policy and must train management so that no manager takes action against an employee because that employee complained of an illegal practice.  Not only is retaliation cause for a lawsuit (even if the underlying complaint proves to be not substantiated), but fearful employees who believe that they may lose their jobs will fail to share critical information with management.  Creating a system of best practices that actively encourages open lines of communication can help build trust with employees and reduce company liability.




Implicit Racial Bias in the Workplace

Whether waiting at a table at Starbucks[1] or applying for a job or promotion as a bank executive, people of color are frequently denied equal opportunities to participate as full citizens in the United States.  Some individuals face unlawful arrest or worse.[2]  The clients we represent suffer pay disparities,[3] hostile and discriminatory work conditions, harassment, denials of promotions, or even […]


Laura Noble discusses sexual harassment in small businesses with Triangle Business Journal

April 2, 2018 In the Triangle Business Journal’s March 30 cover story, “Sexual harassment in the workplace: Where numbers don’t tell the story,” The Noble Law Firm’s Managing Partner Laura Noble discusses the challenges of fighting sexual harassment in small businesses with reporter Jennifer Henderson. Despite the growing attention around sexual harassment, the number of charges alleging sexual harassment nationally […]


Laura Noble offers advice about preventing workplace discrimination at HERWorld18

Laura Noble, managing partner of The Noble Law Firm, has devoted her practice to helping create equitable and safe workplaces for all employees. She not only represents employees, but she also works with companies to put proactive policies in place to combat discriminatory behavior. On March 8, Laura participated in a panel discussion at PinkPetro’s HERWorld 2018 Energy Forum, where […]