Employment Law Attorney In St. Louis For Employers
Labor is a major aspect of your company’s success, and a large part of a successful workforce is having clear human resources policies. A robust employee handbook is part of the solution, but there are many intricacies to employment law that may require the insight and detailed attention that I can offer as your employment law attorney.
Why Choose Rowe Law Office, LLC, When You Need An Employment Lawyer?
My name is Susan Nell Rowe, and for more than 35 years, I’ve been an attorney for companies with considerable employment law needs. I’ve represented clients as a partner in a commercial law firm and as a sole practitioner in St. Louis. I bring extensive knowledge of national and Missouri employment law to your situation.
I provide you with assistance in several areas, including:
- Regulatory compliance: I provide you with the roadmap to compliance under employment laws such as the Fair Labor Standards Act (FLSA), Occupational Safety and Health Act (OSHA) and Equal Employment Opportunity (EEO) laws. Early compliance saves you time and money in potential litigation.
- Employer responsibilities: In crafting your employee handbook, I will educate you and all your C-suite staff on the necessities of wage and hour compliance, workplace safety and nondiscrimination practices, among many other important factors.
- Drug and alcohol policies: I help businesses create legally compliant and effective drug and alcohol policies by drafting/reviewing policies, advising on legal obligations, developing implementation procedures and providing staff training.
- Hiring and termination: Every company has to expand through hiring and removing employees. However, ignorance of the law in these important functions can lead you to face considerable regulatory risks.
- Employment disputes: It is inevitable that at some point you will come into conflict with one or even a larger group of your employees. Interceding and finding a resolution to these issues is a must. I can assist you with this, through any venue, from litigation to mediation or arbitration.
What you deserve as a business is a lawyer who understands the strains of running a company and who will work diligently to help you secure your company’s future.
Experienced Service For High-Stakes Issues
I provide counsel and advice to companies of all sizes facing some of the most serious legal concerns a business can face. Employee disputes that cannot be resolved internally can turn into major crises that you need experienced, thoughtful guidance to overcome.
I’ve defended many companies from sexual harassment complaints and other sensitive problems. I bring to the table experience and confidence in my skills as your employment lawyer. I will help you find the right resolution and best path forward for your company.
Frequently Asked Questions
Running a business in St. Louis is not always easy. Whether you are updating policies, handling a personnel decision or trying to avoid a dispute before it starts, making sense of what matters may not always be a straightforward answer. Here are three workplace legal issues that employers commonly face in Missouri.
How does the “motivating factor” standard under the Missouri Human Rights Act (MHRA) strengthen an employer’s defense against discrimination charges?
Under the MHRA, the “motivating factor” standard can strengthen an employer’s defense by raising the employee’s burden of proof. In practical terms, the employee must show that the protected characteristic was a motivating factor in the adverse employment decision. That gives employers a stronger position when they can document legitimate, nondiscriminatory reasons for the action, such as performance issues, attendance problems, policy violations, restructuring or business necessity.
The defense is especially effective when the Missouri employer can show contemporaneous records, consistent treatment of similarly situated employees and decision-making that is tied to objective criteria rather than subjective impressions.
What elements make a noncompete agreement legally enforceable against a former employee in Missouri?
A noncompete agreement in Missouri meets enforceability requirements only if its scope is reasonable and narrowly tailored to protect a legitimate business interest. The agreement should protect interests such as trade secrets, confidential information or customer goodwill, rather than simply preventing ordinary competition. Missouri courts also look closely at whether the restriction is reasonable in geographic reach, duration and the type of activities prohibited.
Employers help improve enforceability when the agreement is clear, specific and limited to the employee’s actual role and access to protected information, rather than using a broad, one-size-fits-all restriction.
How can employers structure workplace break policies to defend against FLSA wage and hour lawsuits?
To reduce exposure to FLSA wage and hour lawsuits, employers should structure break policies with clearly written rules and consistent payroll practices. Short, five to 20-minute rest breaks are compensable and should be paid. Bona fide meal periods, usually 30 minutes or more, may be unpaid only if the employee is relieved of all duties for the entire break. Employers should prohibit off-the-clock work during unpaid breaks, train managers not to discourage employees from recording all time worked and provide a reliable mechanism for employees to report missed or interrupted breaks.
It also benefits employers to ensure that timekeeping systems record when employees interrupt or shorten their breaks and to pay employees for any work they perform during what was supposed to be an unpaid period.
Diligence. Intelligence. Experience.
As an employment law attorney, my ability to make a difference is what matters most. I want to help your company remain as successful as possible and help you maintain a disciplined, profitable labor force. Call my office today at 314-720-6890 or send me an email.