PHONE: 973.787.8442​

EMAIL: legaladmin@alixrubinlaw.com

Other Employment Law Services for Employers

A practical legal partner for the day-to-day HR moments

Most employment risk is created long before anyone calls an attorney. It happens during hiring, performance management, policy decisions, and pay practices. This page covers the additional legal services employers rely on to stay ahead of problems and make confident decisions.

Alix and team

Department of Labor (DOL) audits and wage-and-hour inquiries

DOL Audit

Audits are stressful because they move quickly and the stakes add up. Whether you’ve received a letter, a complaint, or a request for records, you need an organized response and a strategic plan.

Rubin Employment Law helps employers:

  • Prepare your documents before you produce anything
  • Respond to audit requests and manage communications
  • Reduce disruption and protect sensitive information
  • Identify fixable issues and create a corrective plan going forward

Audits may involve the U.S. Department of Labor or state labor agencies, depending on the issue.

Handbooks and workplace policies that actually get used

Company policies should be clear enough for managers to follow and consistent enough to protect the company.

Policy updates often include:

  • Anti-harassment/nondiscrimination and complaint procedures
  • Attendance, remote work, and device/social media policies
  • Disciplinary frameworks and documentation standards
  • Leave, accommodation, and medical documentation processes
Employee handbook

Hiring support that reduces risk from day one

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Hiring is where good intentions may still create legal exposure. Get clear guidance on how to recruit, interview, and onboard consistently.

Common projects include:

  • Job postings, descriptions and essential functions
  • Interview questions and selection process guardrails
  • Pay equity evaluations
  • Offer letters and onboarding paperwork
  • Independent contractor vs. employee classification guidance
  • Exempt vs. non-exempt from overtime analysis
  • Background checks and reference-check policies

Firing guidance that protects your business

Employment terminations (and even “simple” exits) can create issues around documentation, final pay, retaliation claims, or discrimination allegations. The goal is to ensure a clean exit process and clear communication.

Support can include:

  • Pre-termination risk assessment (what’s in writing, what’s missing, what’s risky)
  • Documentation cleanup: performance notes, warnings, timelines
  • Separation terms, releases, and practical offboarding steps
  • Guidance for layoffs/reduction in force (RIF) planning and messaging
Employment Law

Manager support and training

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Popular training topics:

  • How to document performance issues
  • Lawful interviewing basics
  • Handling complaints and investigations
  • Leave and accommodation “dos and don’ts”

FAQs

Do you work with small businesses, or only larger companies?
Both. The focus is practical employer-side guidance that fits your size, structure, and internal HR resources.
When should I call — before or after I decide to terminate an employee?
Before, whenever possible. A short risk check and documentation review can prevent expensive surprises.
Can you review and update our offer letters and agreements?
Yes — especially if you’re using outdated templates or hiring into new roles with different pay, duties, or confidentiality needs.
What should I do if I receive a wage-and-hour audit notice?
Don’t panic and don’t rush to produce records without a plan. The first response sets the tone and can limit scope and disruption.
Do you provide state-specific guidance for NY, NJ, and PA?
Yes. The approach and compliance details can differ by state, and guidance is tailored accordingly.
Can you train our managers?
Yes. Short, practical sessions that focus on documentation, communication, and consistent processes are important and we can handle those for you.
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