The Welter Law Firm is a national employment law firm, founded by Eric A. Welter in 2000, focused on providing practical solutions to the complex employment law issues companies face today. Our philosophy is to minimize unnecessary conflict while helping our clients to maintain positive business relationships throughout their workforce. When faced with the unavoidable disputes that arise, we immediately bring the firm's experience and resources to bear on resolving the dispute in the most cost-effective manner possible.
When a dispute requires a more assertive approach, our attorneys understand how to aggressively prosecute a case to bring about the most favorable outcome possible. The Welter Way places the utmost importance on client service with integrity and honesty, as well as excellence in the delivery of legal service and dedication to hard work. Our attorneys take into account the full range of factors that impact your business in each matter we address.
By accounting for these considerations at every stage of an issue, we provide our clients with business-focused solutions to assist them in achieving the most important objective with employment law - effectively managing risk.
When a dispute requires a more assertive approach, our attorneys understand how to aggressively prosecute a case to bring about the most favorable outcome possible. The Welter Way places the utmost importance on client service with integrity and honesty, as well as excellence in the delivery of legal service and dedication to hard work. Our attorneys take into account the full range of factors that impact your business in each matter we address.
By accounting for these considerations at every stage of an issue, we provide our clients with business-focused solutions to assist them in achieving the most important objective with employment law - effectively managing risk.
Services
The Welter team provides employers with comprehensive expertise across a full range of employment law considerations and requirements.
Our attorneys can develop proactive strategies and review current procedures and processes to ensure that your company is fully compliant with the law, and engaged with best practices that can reduce risk and improve workplace strategy.
In addition, Welter can customize solutions to address your unique industry conditions, regulatory requirements or business objectives.
Our attorneys can develop proactive strategies and review current procedures and processes to ensure that your company is fully compliant with the law, and engaged with best practices that can reduce risk and improve workplace strategy.
In addition, Welter can customize solutions to address your unique industry conditions, regulatory requirements or business objectives.
Companies that have contracts with the federal government are subject to anti-discrimination and affirmative action regulations.
The Office of Federal Contract Compliance Programs (OFCCP), which is part of the U.S. Department of Labor, is responsible for enforcing affirmative action regulations.
The OFCCP has increased its enforcement activity in recent years, making it very important for government contractor employers to develop accurate and compliant affirmative action plans and correct potential issues before an OFCCP desk audit or investigation.
The Office of Federal Contract Compliance Programs (OFCCP), which is part of the U.S. Department of Labor, is responsible for enforcing affirmative action regulations.
The OFCCP has increased its enforcement activity in recent years, making it very important for government contractor employers to develop accurate and compliant affirmative action plans and correct potential issues before an OFCCP desk audit or investigation.
Corporate compliance policies and corporate codes of ethics are opportunities for businesses to instill and strengthen employer values and workplace culture while also promoting corporate compliance and risk reduction.
Implementing these policies and codes is vastly growing in popularity for employers small and large, and initiating the policies is a proactive step toward legal compliance and litigation avoidance.
The firm has assisted employers from Fortune 100 companies to regional businesses in developing and establishing compliance plans for employment law.
Implementing these policies and codes is vastly growing in popularity for employers small and large, and initiating the policies is a proactive step toward legal compliance and litigation avoidance.
The firm has assisted employers from Fortune 100 companies to regional businesses in developing and establishing compliance plans for employment law.
Businesses are required to carefully navigate disability discrimination and accessibility regulations to avoid liability.
These regulations have become increasingly complex over time and are subject to frequent change.
An employer's obligation under laws, such as the Americans with Disabilities Act (ADA), begins with physical access to work facilities, but also continues to development and implementation of policies, practices, and procedures that foster compliance, reduce risk of violations, and prevent future agency investigation and litigation.
These regulations have become increasingly complex over time and are subject to frequent change.
An employer's obligation under laws, such as the Americans with Disabilities Act (ADA), begins with physical access to work facilities, but also continues to development and implementation of policies, practices, and procedures that foster compliance, reduce risk of violations, and prevent future agency investigation and litigation.
Employee classification has far-reaching implications for employers and not only affects the individual's wages, hours and benefits but also determines an employer's obligations under the law, including its tax obligations.
Employee classification is based on a complex intersection of federal, state, and local laws, which can create confusion and misconceptions as to proper employee classification.
Employers face harsh consequences for misclassifying workers, including potential class action suits and investigations by state or federal agencies that could result in expensive verdicts, settlements, or fines.
Employee classification is based on a complex intersection of federal, state, and local laws, which can create confusion and misconceptions as to proper employee classification.
Employers face harsh consequences for misclassifying workers, including potential class action suits and investigations by state or federal agencies that could result in expensive verdicts, settlements, or fines.
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