How are GPP’s professional employment-related legal services different than that of a traditional employment law firm?
GPP’s employment law services focus on “prevention”, not litigation. Our client’s have the benefit of proven HR infrastructure and supervisory training that minimizes the risk of having a conflict with an employee or government agency that cannot be entirely avoided, easily resolved or successfully defended.
How are GPP’s professional employee benefits brokerage services different than that of a traditional benefits brokerage firm?
GPP’s employee benefits services are focused on educating and obtaining informed “buy-in” from the employees utilizing them. Employee benefits orientations, wellness programs, health fairs and benefits “help-lines” are all included in the customized services provided to GPP clients. GPP’s benefits administration is also fully integrated with the client’s human resources infrastructure which provides greater employee awareness and appreciation for the “hidden paycheck” being provided to them by their employer resulting in increased employee retention and productivity.
How are GPP’s professional human resources consulting services different than that of a traditional human resources consultant?
Regardless of their experience, HR consultants are not qualified or licensed to provide and integrate their services with the “preventive” legal and employee benefits expertise provided by GPP.
How does GPP provide “Fortune 50” level workplace expertise to smaller businesses?
The partners of GPP have over 65 years of front-line experience in dealing with employment-related legal compliance, human resources and employee benefits. Most of that expertise was derived both as corporate employment counsel and as a senior human resources executive for a multi-state and multi-national “Fortune 50” business which both valued and practiced prevention of employee and compliance challenges. That large company expertise benefits smaller businesses by helping them avoid costly mistakes and utilize proven human resources infrastructure that is legally compliant, operations friendly and motivational.
We currently only have 25 employees. Will GPP work with us?
Absolutely. Smaller employers are perfectly suited for our integrated employment-law, human resources and employee benefits expertise. Doing things right initially with regards to employment practices avoids the costly and time-consuming retrofitting of employment practices and the human resources function that is typical of growing smaller businesses.
What if we only want HR consulting and not employment counsel or employee benefits consulting. Will GPP work with us?
Absolutely. Of course, using all 3 key areas of expertise is important to having well integrated and compliant employment practices, but, if HR consulting is where a client wants to start, we will provide that key service on a stand-alone basis.
If we get sued by a disgruntled employee, receive a discrimination Complaint or are audited by a government agency, will GPP still work with us?
Absolutely. Many of our current clients initially engaged us to meet one of these difficult and expensive employment-related challenges. GPP will not litigate on behalf of its clients, but, if a client requests assistance in that regard, GPP will hire and manage qualified outside employment counsel to achieve a timely and successful resolution of the action. GPP helps its clients avoid these kinds of costly challenges by pro-actively working with them to do the necessary “up-stream” work required to prevent such problems from occurring in the first place.
Does GPP conduct discrimination/harassment investigations and wage and hour compliance audits?
Yes. These types of challenges require precisely the experience and expertise that GPP provides to clients. Additionally, because these challenges often require delving into confidential documents or sensitive subjects, having these inquiries directed by an experienced employment attorney under protection of the attorney-client privilege can be an enormous strategic advantage for the client if litigation ensues.
What is GPP’s fee structure?
GPP works with clients on an hourly, project and monthly retainer basis. We normally agree with a client on an initial number of hours per month that they will utilize our services and calculate a monthly retainer based upon a combined hourly rate times that estimated number of monthly hours. After a few months, depending upon actual utilization, we will adjust the client’s monthly retainer up or down. If a special need arises such as an investigation or government audit, we will meet that particular client need by agreeing with the client on a set fee to handle that project.
How does GPP get started with a new client?
GPP normally has the client complete its proprietary Employment Practices Self-Audit and return it directly to GPP’s employment counsel for evaluation. Employment counsel produces a written evaluation of the employment practices of the client based upon the completed Self-Audit and makes recommendations for improving them. Importantly, the disclosures made to employment counsel by the client are all protected by the attorney-client privilege. From the evaluation an action plan with specific time-lines is developed to help the client both deal with any shortcomings that exist in their employment practices and build upon what they are doing right.
Does GPP conduct “prevention” focused supervisory and employee training for its clients?
Yes. Since employment policies, practices and compliance are administered on a daily basis by a client’s managers and supervisors, no-nonsense training is essential to their success. Ideally, orientations and trainings on key employment policies such as discrimination/harassment prevention, arbitration and protection of confidential information should be the provided to all employees to ensure that both supervisors and employees are fully aware of the employer’s essential “rules of the road”.
Can GPP service clients with multi-state facilities?
Yes. Because of GPP’s extensive experience with large firms, it can serve both multi-state and multi-national clients with employment-related legal, HR consulting and employee benefits expertise.