Lemire, Johnson & Higgins represents both public and private sector employers in a range of employment-related matters. Our attorneys regularly appear before the Equal Employment Opportunity Commission, the New York State Division of Human Rights, and the Department of Labor on behalf of employers. We also defend lawsuits in state and federal courts involving wrongful discharge, discrimination, harassment, retaliation, wage, and regulatory claims.
We counsel our employer clients to optimize their employment practices and assist them in drafting employment policies, employment contracts and employee handbooks. We also advise employers on how to properly terminate and discipline employees while attempting to minimize their risk. We assist and advise employers with the development and enforcement of restrictive covenants, such as non-competition agreements in order to protect their intellectual property interests and their market share.
Lemire, Johnson & Higgins’ extensive practices in both traditional employment law and the often specialized areas of Workers’ Compensation and Disability, offers our employer clients a unique resource in evaluating and managing the costs and risks New York employers face every day.
In addition to our effective litigation of disputed matters “downstream”, the attorneys of Lemire, Johnson & Higgins continuously assist institutional clients with managing risks “upstream” in an effort to limit and/or reduce claims and litigation risks. The Firm provides practical, prevention-based solutions to employment and labor matters through training programs to ensure compliance with all federal, state, and local laws and regulations to prevent claims for wrongful discharge, discrimination, and harassment. Lemire, Johnson & Higgins attorneys have been asked to provide risk management and related seminars to groups throughout New York State.
The Firm’s attorneys also provide day-to-day advice to clients regarding a variety of human resource and risk management issues such as accommodating disabled employees under the Americans with Disabilities Act, determining which employees are “exempt” under the Fair Labor Standards Act, implementing drug testing plans, and discipline of employees.