It’s about developing and implementing SOLUTIONS.
It’s about RESULTS.
Our mission at Sue Ellen Eisenberg & Associates, P.C. is to turn client goals into reality. We set the standard in negotiation. No one can SEE your case with our firm’s clarity of vision.
So how do we do it? Strategic thinking that comes from decades of employment law experience at the negotiation table and in the courtroom. We’ve successfully managed cases big and small and have received more six and seven figure settlements than we can count. It’s all in the way we handle YOUR employment case. It’s about not accepting the status quo; it’s about not settling for less than you’ve earned.
Regardless of whether we are evaluating a potential claim for discrimination, harassment, or wrongful termination – or reviewing a proposed severance agreement to determine how it should be enhanced, is sufficient “as is,” or should be rejected– our evaluation begins with thorough fact finding. There are no shortcuts to excellence. An accurate diagnosis always begins with reviewing a detailed factual chronology and pertinent documents, and it concludes with a precise strategic action plan.
Each negotiation addresses a client’s unique employment circumstances. We do not use cookie cutters or boilerplates. We get creative, so that an employee’s separation is on his or her own terms.
If the negotiation of a mutually beneficial resolution between the parties is unattainable, our attorneys are prepared to vigorously represent our clients in litigation. From the initial filing a complaint, through trial and an appeal process, we are prepared to handle the case from beginning to end. This includes participating in alternative dispute resolution, such as case evaluation, mediation, arbitration, or facilitation. If a case proceeds to trial, Sue Ellen Eisenberg & Associates, P.C. is prepared to present your case accurately and persuasively, with conviction and preparation. Our attorneys also possess years of experience appearing before the Michigan Supreme Court and Michigan Court of Appeals.
Each business has a unique mission. This mission must be supported by policies and procedures that ensure legally compliant operations. Sue Ellen Eisenberg & Associates, P.C. has extensive experience preparing employee handbooks, policies and procedures, and manuals. Additionally, we assist with composing legally compliant job descriptions, application forms, restrictive covenant agreements, and leave request forms.
Employee handbooks not only identify a business’s purpose, they outline the rights and responsibilities of all employees. They are an employer’s “house rules.” These policies and procedures should be regularly evaluated to confirm that employees are informed of their employment status, the benefits offered, their employer’s expectations, relevant disciplinary procedures, and critical reporting responsibilities.
For example, a company’s anti-discrimination policy should include an updated list of protected classes. Employers must also understand their potential liability for harassment, especially with respect to cases that impute knowledge to the employer when notice is provided to a supervisor. A clearly defined reporting structure is essential. Sue Ellen Eisenberg & Associates, P.C. will assist employers by not only preparing effective policies, but also by conducting training with management, employees, and staff to ensure that all policy goals are realized.
In addition, with the expansion of the Americans with Disabilities Act, it is now more important than ever that employers engage in an interactive dialogue with their employees to determine whether employees have a disability requiring an accommodation. Sue Ellen Eisenberg & Associates, P.C. will provide employers with a strategic plan and relevant forms so that they are acting in the best interests of their employees and in compliance with state and federal law.