Client Services

We work closely with our clients to prevent and solve workplace problems that threaten to slow business and inhibit growth.  By keeping our clients abreast of changes in the law and offering customized management training, we enhance compliance and protect against employee lawsuits, allowing our clients to stay focused on business.  We provide regular counsel on:

• The Age Discrimination in Employment Act (ADEA)
• The Americans With Disabilities Act (ADA)
• The Fair Labor Standards Act (FSLA)
• The Family and Medical Leave Act (FMLA)
• Title VII of the Civil Rights Act of 1964
• State and Local Employment Laws
• Employment Termination Issues
• Employment Discrimination and Harassment
• Implementing Customized Management Training Programs

Strategic Litigation Avoidance
We recognize that even successful litigation can be expensive and time consuming.  We help employers minimize the risk of employee lawsuits through vigilant compliance with the complex array of federal, state and local laws and regulations governing the workplace. 

Employment Litigation
Despite a company's best efforts, litigation is sometimes unavoidable.  The Farrington Law Firm operates on a national platform and has substantial experience representing a broad range of employers in litigation matters in federal and state trial and appellate courts and before administrative agencies responsible for enforcing the employment laws.  When retained for a litigation matter, we represent our clients’ interests efficiently, thoroughly and aggressively.  We seek the quickest and most economical results for our clients, consistent with their strategic business goals.   

The Farrington Law Firm Employment Practices Audit
The cornerstone of our litigation avoidance strategy is our Employment Practices Audit, a comprehensive review of an employer's policies and practices designed to identify and correct potential legal problems before they arise. We examine compliance with federal, state and local laws regulating:

• Record keeping and record preservation requirements
• EEOC annual reporting requirements
• Anti-harassment policies and enforcement
• Family and Medical Leave Act notices and designations
• Accommodation requirements for disabled candidates and employees
• Wage and overtime practices
• Pre-employment applications and questionnaires
• Medical inquiries and examinations of employees
• Drug testing of employees
• Reference-giving policies
• Workplace privacy
• Compliance with legal notice posting requirements
• Arbitration agreements between employers and employees
• Other laws and regulations governing the employer-employee relationship

Situation Analysis
After the audit, we will meet with your management team to review our findings to ensure that your team understands the audit results and to provide the tools needed to implement any recommended changes. Additional topics covered include:

• Requirements of the various anti-discrimination laws
• Reasonable accommodation requirements of the Americans With Disabilities Act
• When an employee is entitled to Family or Medical Leave and how to protect the employer's interests when an employee takes Family or Medical Leave
• When an employee is entitled to time off for military service
• What topics are off limits during an employment interview and how seemingly benign questions in an interview can give rise to employer liability under the anti-discrimination law
• How taking certain actions when faced with a harassment complaint from an employee can insulate the employer from liability, and how taking other actions can enhance the employer's liability exposure
• The nuances of state and local law, such as when an employee has a legal right to time off of work to attend a child's school play or to register for a college class