As a boutique labor, employment and benefits practice, our clients range from start-ups to multinational corporations and non-profit organizations.
With our big Boston firm training and experience, we provide forward thinking best practice initiatives, consistent with industry specific compliance obligations, to address unique issues that arise in particular industries, such as:
(Click on an industry to learn more)
HR and Benefits Consulting
NELGPC partners with employers to develop workplace policies which are compliant with the complex and growing myriad of state and federal laws regulating the workplace as well as best practices.
NELGPC approaches ERISA from the perspective of the employer to assist it, as plan sponsor, in understanding and complying with the complex fiduciary, reporting and tax obligations imposed upon employers who sponsor health, welfare and pension plans.
NELGPC assists employers in lawfully hiring the most qualified employees, including lawfully hiring foreign workers to meet staffing obligations.
Due to the union roots of the founders of NELGPC, we understand the labor movement, and can assist employers in minimizing the need for a unionized workforce.
Workplace Investigations and Audits
Intuitive, thorough, and sensitive investigation of employee allegations of discrimination and harassment in the workforce requires emotional intelligence as well as the legal skills to conduct a proper investigation which will allow an employer to correct discrimination, if it exists, in an effort to avoid costly litigation or to effectively defend such litigation by taking prompt remedial action.
Although our goal is to avoid litigation for our clients, if the fight starts, we are prepared to aggressively defend employers in administrative proceedings as well as in state and federal courts.
Employment Law News
NLRB Issues Decision Prohibiting Certain Language in Severance Agreements
On February 21, 2023, the National Labor Relations Board issued its decision in McLaren Macomb (Case 07–CA–26304) which overturns the Trump era NLRB precedent set