California labor laws dating

29-Feb-2020 04:55 by 9 Comments

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Julie actively navigates employers of all shapes and sizes through the legal pitfalls of the employment relationship from its inception at recruitment and hiring through the implementation of policies and procedures, and the conclusion of the relationship with the termination/separation process.

The adjudication of the law is generally divided into two main areas.A general distinction can be made between (a) civil law jurisdictions, in which a legislature or other central body codifies and consolidates their laws, and (b) common law systems, where judge-made precedent is accepted as binding law.Historically, religious laws played a significant role even in settling of secular matters, and is still used in some religious communities.Julie provides labor and employment counsel that is outcome based.Before giving advice, she asks her clients what they want or need as the outcome to their matter; then skillfully crafts a pragmatic, business-centric solution to the issue.Contributing Author, Illinois Chamber of Commerce's Chamber Dispatch, an HR advisory blog.

Contributing Author, Administrative Eyecare Magazine.

In this role, she conducted numerous internal investigations, reviewed policies and procedures for legal compliance, and developed training programs aimed at preventing employment litigation and liability.

Contributing Author, Smith Amundsen's Labor & Employment Law Update, a labor and employment advisory blog.

In 2012, Julie was honored as one of the 40 Attorneys Under 40 in the State of Illinois to Watch by Chicago Lawyer magazine.

At the time, she was described by a client as, “honest, bright, creative, diligent and aggressive.” Another client stated, “Julie has never failed to give me exceptional assistance.” Smith Amundsen leadership and Julie’s labor and employment team members echo these sentiments.

Finally, in addition to, and in concert with, her labor and employment practice, Julie assists a substantial number of not-for-profits with both their traditional employment issues, as well as the issues that arise before 501(c)(3) and 501 (c)(6) organizations.

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