HunterMaclean’s employment practice group is best known for its expertise in working with and for employers, that is, businesses, nonprofits, governmental entities, and their management teams. HunterMaclean’s employment practice group forges long-term relationships with clients of all sizes, working collaboratively to achieve clients’ business goals, improve employee relations, and avoid legal claims and liability.
We provide employer-centered advice and counsel on sensitive discipline and termination questions to senior management and human resource professionals, conduct employment audits and training to help clients stay current on ever-evolving legal requirements, and draft and review employment policies and handbooks. We also help clients respond to governmental inquiries, including I-9 audits, wage/hour investigations, and EEOC and DOL investigations. Additionally, we prepare employment contracts and confidentiality and restrictive covenant agreements to meet the unique and challenging requirements of Georgia law. When an employment problem becomes an administrative investigation, arbitration, or lawsuit, our attorneys vigorously represent the client before the appropriate administrative agency or arbitral forum or in the state and federal trial and appellate courts throughout Georgia, South Carolina, or elsewhere in the Southeast.
Our Georgia employment attorneys are very involved in the community and stay current with evolving human resources trends. In addition to serving in leadership positions in local and state-wide SHRM (Society of Human Resource Manager) chapters and local, nonprofit personnel committees, and state-wide Employer Committees sponsored by the Georgia Department of Labor, HunterMaclean’s employment attorneys are also frequent speakers at employment law and human resources seminars and continuing legal education programs. Our employment group has worked with other Georgia counsel and the Georgia legislature to change long-standing Georgia law governing the interpretation of restrictive covenant agreements in Georgia, bringing the state in line with the majority of other states and making Georgia’s business climate more attractive for companies located here and those looking to relocate to Georgia.
recently noted that “This Savannah-based firm continues to excel in the local market. The three-partner employment team is experienced in providing advice and solutions on a range of matters, from EEOC charges and wage and hour investigations to compliance with affirmative action obligations and employment contracts.”
HunterMaclean’s employment practice has been described as a model firm with respect to quality and value representation. Our attorneys are widely-recognized experts in the employment field and are passionate about helping clients achieve their business goals and create good places to work.
HunterMaclean employment attorneys practice in all divisions of the United States District Court, Southern District of Georgia, including Augusta, Dublin, Waycross, Brunswick, Statesboro, and Savannah. The Firm has clients throughout the region, including the cities of Hinesville, Jesup, Valdosta, Darien, and St. Mary’s.
- Health care
- Physician practice groups
- Dental practices
- Professional service companies such as construction companies, engineering firms, law firms, staffing firms, and accounting firms
- Independent schools
- Faith-based institutions
Audits and investigations:
- ) investigations
- EEOC charges
- DOL audits
- Wage-hour audits
- Investigations by DOL under
- Immigration audits
- Affirmative Action audits by the
- I-9 audits
Covenants and agreements:
- Restrictive covenant agreements that include non-compete, non-solicit, non-disparagement, and non-disclosure provisions
- Confidentiality agreements
Counseling and training:
- Policy review
- Employee handbook review
- Sexual harassment training
- Manager and supervisor training
Employment litigation and employment defense in state and federal court:
- Represent employers in discrimination (age, sex, gender, religion, disability, genetics, race, color, or national origin), harassment, and retaliation claims
- Represent companies with respect to , or military leave law)
- Represent companies and employers in ) and RIF (Reduction in Force) claims