At the law office of Copple, Rockey, & Schlecht P.C., L.L.O., we are known for our ability to provide detailed, experienced, quality legal representation in a full spectrum of practice areas. Our firm is committed to providing clients with the legal counsel that is necessary to avoid expensive litigation when possible and efficiently resolve disputes when they arise.
Therefore, our employment law practice is focused on providing effective representation in transactional matters, such as employment contracts, and diligent representation when disputes arise. We work to develop practical solutions that meet the needs of clients.
About Our Clients
Copple, Rockey, & Schlecht P.C., L.L.O., represents and advises both employers and employees in employment law and human relations (H.R.) matters, including:
- Employment contracts: Our attorneys ensure that the interests of our client are fully served in confidentiality agreements, non-compete agreements, severance agreements, and other employment contracts. We negotiate, draft, and review employment contracts on behalf of employer and employee clients.
- Employee handbook: We work with business clients to develop a comprehensive employee handbook that adequately addresses issues involving sexual harassment and other discrimination or harassment, workers' compensation procedures, grievance issues/procedures, and other important matters. In addition, we offer effective human resources training on all relevant employee handbook issues in order to avoid future potential employment disputes.
- Employment litigation: Our lawyers represent employees and employers in employment disputes involving harassment, discrimination, wrongful termination, whistleblower retaliation, wage and hour disputes, breach of contract disputes, workers' compensation matters, and other employment law matters.
When Should a Person Contact an Employment Lawyer?
Knowing when to hire an employment lawyer can help you maintain a fair and respectful workplace. It can also help you protect your rights if you have been mistreated. We recommend contacting an employment lawyer if you are involved in a workplace dispute or you need advice regarding state and federal employment laws.
Legal guidance is not needed for every employment matter that may arise. However, some are particularly difficult or high-stakes, such as those that impact wages, job security, and workplace safety. These issues usually warrant the advice of a skilled employment lawyer.
Should You Contact An Employment Attorney Before Going To HR?
You have a serious employment law-related complaint. Do you reach out to an attorney or your company's human resources department first? It depends on the situation.
Some matters can be fixed with the help of HR. Going to HR can also strengthen your case if they ignore the problem and you choose to take legal action.
However, if you are concerned about retaliation or your complaint being used against you, it might be safer to talk to an attorney first. Our team can help you figure out the best course of action.
Hear What Our Clients Have to Say!
"Dave Copple and his staff helped us through a long, difficult process with the highest professionalism and caring. Answered our numerous questions quickly and completely. Would highly recommend to anyone." — Pat F.
"Allison and her team made me feel like a high priority throughout the entire process. They moved quickly and made me feel like my requests and needs were being met every step of the way and went above and beyond my expectations!" — Darik F.
"Michelle Schlecht has represented me now on two separate occasions for related issues. David Copple assisted on the first issue. I could not have asked for better outcomes in either matter...I highly recommend this firm, especially Ms. Schlecht and Mr. Copple. I’ve also heard great things about the other attorneys in this office from friends and family who have been represented by them." — Aaron W.
What Is the Difference Between At-Will Employment and Right-to-Work Employment?
The terms at-will employment and right-to-work employment are often used interchangeably. However, they mean very different things in the world of employment relationships.
Right-to-work employment is a doctrine that does not require a union membership to get or keep a job. There are currently 27 right-to-work states in the U.S. including Nebraska. Employees do not have to join unions or pay dues as a condition of their employment.
At-will employment, on the other hand, means that both employer and employee can terminate the relationship at any time. It can be terminated for any non-discriminatory or non-retaliatory reason. It can also be terminated for no reason whatsoever. Nebraska is an employment-at-will state.
Can HR Lie to You?
It depends on what they lied about. HR representatives certainly should not be slandering you due to a grudge or telling falsehoods to cover up noncompliance. These behaviors could land them in legal trouble.
However, there are times when HR professionals must tiptoe around sensitive matters. For example, they may need to keep quiet about an upcoming merger until the paperwork is finalized.
Can You Re-Negotiate An Employment Contract And How Can An Employment Lawyer Help?
The terms of an employment contract, such as salary, benefits, time off, and employment status, can be renegotiated. However, it may only be possible to do so during the renewal period or under certain circumstances.
Working with an employment lawyer to renegotiate a contract will ensure that all changes are legal, timely, and fair. It will help both parties achieve the best possible outcome and avoid legal complications that could become serious headaches down the road. Our attorneys have experience negotiating, drafting, and reviewing contracts for employers and employees.
Can I Sue My Employer For Stress And Anxiety?
You can sue your employer for stress and anxiety under some circumstances. The law recognizes two forms of emotional distress: Negligent Infliction of Emotional Distress (NIED) and Intentional Infliction of Emotional Distress (IIED).
NIED claims involve emotional distress caused by someone’s negligent conduct. If you work at a construction site, for example, you could bring this type of claim after narrowly avoiding a traumatic accident caused by poorly maintained equipment.
IIED claims involve emotional distress caused by intentional and outrageous workplace behavior. Sexual harassment, discrimination, and retaliation matters often give rise to this type of claim. Talk to our attorneys to learn more about recovering compensation for the undue stress and anxiety that you have experienced at work.
What Can HR Legally Say About You?
HR professionals can disclose virtually any information about former employees to potential employers. However, most will stick to the basics such as position, salary, and dates of employment. That is because talking about less cut and dry matters, including professional conduct and job performance, can put them at risk for a defamation lawsuit.
Keep in mind that your HR department should not be sharing the details of your salary with your peers while you are still employed. It is considered privileged information between you and your employer.
Ready to Take the Next Step? Schedule A Consultation.
Contact Copple, Rockey, & Schlecht P.C., L.L.O. online or dial 402-371-4300 to speak with an experienced employment law attorney at our office in Omaha or Norfolk. Our firm represents clients throughout Nebraska.
