​​​​​​​​​​​​​​​​​ ​THE BOURNE FIRM

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​​​​​​​​​​​​​​Experienced on-demand general counsel for small to mid-sized companies not yet ready for full-time general counsel. 

The following are examples of THE BOURNE  FIRM's experience with respect to employment and how that experience could benefit you:

• ​Advised regarding a myriad of employment matters, including employee handbooks, laws and regulations, policies and procedures, training, discrimination, disabilities, leave, records and discipline and discharge.
  
• Chaired compliance committees responsible for evaluating and managing employment and other risks, delivering strategic and tactical direction for compliance programs and overseeing common-sense implementation of compliance initiatives.
• Counseled concerning precise language necessary for offer letters, including contingencies such as background and credit checks, approval with respect to equity compensation and employment at will.
  
• Drafted, reviewed and counseled concerning employment agreements, including description of duties, location of performance, bonus, equity, benefits, relocation and termination.
  
• Drafted and negotiated retention bonus agreements, including conditions for bonus payments and non-competes.
  
• Advised concerning severance arrangements, including releases, admissions, warranties, non-competes, confidentiality, property, non-disparagement, non-solicitation and equity. 
  
• Drafted and advised with respect to benefit plans including, among others, cafeteria plan, prescription drug plan and similar documents concerning dental insurance, health care, deferred repatriation and 401(k) plan.
  
• Drafted, reviewed and advised concerning a myriad of provisions in employment handbook, including with respect to social media, conflicts of interest, privacy, security, breaks and ethics.
  
• Reviewed and counseled concerning response to blog posting about alleged age discrimination in applications.
  
• Advised regarding whether Americans with Disabilities Act requires employer to determine if a reasonable accommodation is necessary when employee does not ask for one.
  
• Reviewed and advised regarding complaint about alleged labor violations, sexual harassment and discrimination in violation of the Occupational Safety and Health Administration Act.
  
• Analyzed and advised concerning a wide array of whistleblower complaints, including allegations relating to rape and illegal sale of firearms.
  
• Analyzed and advised with respect to options for addressing injuries of participant at host sites in connection with workforce operations, scope of insurance coverage and contractual allocation of risk to address estimated contingent liability of $500,000.
  
• Reviewed and advised about documentation, process and procedures for internship.
  
• Counseled concerning differences between an independent contractor and employee.
  
• In connection with recruitment, advised regarding whether contracts with employer prohibited solicitation.
  
• Advised concerning executive compensation arrangements.
  
• Advised regarding terms and specific calculation of incentive bonuses.
  
• Counseled concerning protocol and procedures for termination and exit interviews.
  
• Advised regarding testimony of former employee at appeal of adverse ruling regarding unemployment insurance.
  
• Advised regarding request for release of employment file.