Steven Stark Employment Lawyer for Washington, DC
Joshua Garber Employment Lawyer for Washington, DC
Jonathan Flugstad Employment Lawyer for Washington, DC
Hua Wang Employment Lawyer for Washington, DC
Nicole Islinger Employment Lawyer for Washington, DC
Judah Ariel Employment Lawyer for Washington, DC
Ayanna Wooten-Days Employment Lawyer for Washington, DC
Timothy O'shea Employment Lawyer for Washington, DC
Ramsey Taylor Employment Lawyer for Washington, DC
Washington Employment Lawyers
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Legal Services Offered by Our On-Demand Washington Employment Attorneys
Our experienced Washington employment attorneys & lawyers can help guide you on how to proceed with various employee decisions such as reviewing employee documents such as contracts, agreements, policies, and handbooks, along with difficult decisions such as firing, lawsuits, claims, and complaints.
Although not every single employment contract will require legal assistance, many employment lawyers would recommend avoiding unilateral employment contracts that strongly benefit one side over the other. These types of employee contracts rarely hold up in court, yet having the funds needed to combat an issue in court can limit the employee’s options.
A confidentiality agreement and a non-compete agreement are common forms of employee contracts that one of our Washington employment attorneys can help customize for your business. If your business needs to fire an employee, proper measures should be taken from a business legal standpoint to ensure proper communication and a smooth transition of dismissing that employee. In any case, we suggest you connect with our employment attorneys to discuss your options.
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- 2 min read
Learn More about HIPAA Compliance for Businesses
Along with protecting workers from the exclusion of preexisting conditions, HIPAA also protects patients’ paper and electronically stored medical information through the Security Rule and Privacy Rule, which were implemented by the U.S. Department of Health and Human Services.
In order to be in compliance with HIPAA, each covered entity must ensure they are abiding by the Security Rule and Privacy Rule standards.
Security Rule - Safeguards and Compliance
The Security Rule, a HIPAA provision, was included to ensure the confidentiality, integrity, and availability of electronic patient health information (EPHI). There are three types of security safeguards necessary for compliance with the Security Rule: Administrative, Technical, and Physical. For each of these three types, there are security standards set fort
- 5 min read
What Is Cliff Vesting?
Cliff vesting is the process where an employee gets fully vested on a given date. The employee receives his or her full benefits of the retirement plan on a specific date instead of in amounts over time. The "cliff" described is the date on which you become fully vested. A four-year vesting schedule with a one-year cliff is common.
Cliff vesting is the way that employees of a company can acquire full ownership of incentives or assets of the company's qualified retirement plan account on a specific, agreed-upon date, instead of over a longer period. This period cannot exceed six years. The "cliff" is usually one year in.
Companies put vesting schedules in place as a way to handle pension or retirement plans. There are other assets and benefits that can be specified. But they must meet t
- 3 min read
Learn More About The Types of HIPAA Violations to Avoid
HIPAA violations are nothing a business should be taking lightly. The minimum fine for a HIPAA violation starts at $100 and can grow as large as $1.5 million for each provision of the rules. As such, healthcare professionals and insurance adjusters are all feeling the pressure and are trying to do whatever they can to prevent falling out of HIPAA compliance.
But, in order to stay out of trouble, you must first understand which mistakes to avoid. Here's a look at some common HIPAA violation examples:
- 6 min read
Work for Hire: What Is It?
Work for hire is any created work that can be copyrighted like songs, stories, essays, sculptures, paintings, graphic designs, or computer programs. In the U.S., work for hire — shorthand for the term "a work made for hire" — applies if the created piece is part of a person's job or made by an independent contractor.
Instead of the creator keeping the copyrights, the copyright and publishing rights belong to their employer. For example, when a staff writer drafts a blog for his employer, the company becomes the author and assumes the copyrights for the blog. All areas of copyright ownership now belong to the company, including credit for the blog and control of the blog. Work for hire is part of the U.S. Copyright Act of 1976 and changed the go-to rules of copyright ownership. Work for hire applies in two situations:
- An employee creates work during her normal functions as an employee
- 5 min read
Statement of Work: What Is It?
A statement of work (SOW) is a document that lists all the work a supplier will do during a project. It will define the amount of work, the expected quality of the job performance, and the timeframe for completion.
A well-written SOW will help both parties understand the parameters of a successful project. A poorly worded SOW could lead to conflict. The parties may argue over unclear expectations and the definition of good work.
To avoid such arguments, a well-written SOW should include:
- A list of expected products and services
- A list of tasks leading to the product's creation
- Specifics regarding who will handle each of the listed tasks
- Due dates for deliverables
- Payment schedule and deadlines
- Determination of which party will helm the project and handle major