At Kurker Paget LLC, we are committed to using our years of experience as counselors and advocates to understand each client’s needs and goals, and to offer advice and guidance that is business-centered, cost-efficient and effective.
Employment Advice & Counseling
The most effective way to reduce legal exposure is to proactively address the Human Resources matters that give rise to lawsuits. We collaborate with our clients to create and implement strategies designed to prevent employer-employee litigation in the first place.
We advise employers in the areas of employment law most likely to give rise to lawsuits: hiring, firing, employee discipline, leaves of absence, compensation, the Fair Labor Standards Act and the Massachusetts Wage Act, independent contractors, and non-competition and non-solicitation agreements. In addition, the firm helps its clients manage other Human Resources legal concerns, such as workplace safety, employee privacy, CORI compliance, and eligibility for unemployment insurance benefits.
Employment Claims & Litigation
Sometimes, litigation involving an employee is inevitable. We have considerable experience defending employers against claims involving discrimination, sexual and other unlawful harassment, wrongful termination, retaliation, non-competition and non-solicitation infringements, breach of contract claims, wage and hour disputes, and employee-shareholder disputes. We represent clients in state and federal court, as well as before the Massachusetts Commission Against Discrimination, the Equal Employment Opportunity Commission, the Massachusetts Attorney General’s office and other state agencies.
Eventually, every business will be faced with an employee complaint, accusation or rumor that puts an employer on notice of a potential problem, and that, in turn, requires a duty to investigate. State and federal laws, such as Title VII of the Civil Rights Act, Massachusetts Law chapter 151B, the Sarbanes Oxley Act, the Occupational Safety and Health Act, the Americans with Disabilities Act, and many others require employers to gather facts, make judgments about credibility, and reach and ultimate decision. Under these laws, if an employer discovers wrong-doing is discovered, it must take prompt, effective, remedial action.
We have conducted hundreds of internal investigations concerning a broad range of sensitive personnel matters, including complaints of sexual assault, sexual harassment, discrimination, failure to promote or hire, wrongful termination, and wage violations, as well as broader human resources matters, such as concerns about company morale and leadership. We also help clients respond to internal complaints, comply with statutory requirements, protect the integrity of the work environment and position the client in the event of threatened legal action.