Obviously, if you have an experienced human resource professional (not a glorified bookkeeper), you are ahead of the game. That said, there are many situations that call for qualified employment counsel. It’s impossible to list each of those situations here, but, at minimum, you should make sure that you’ve consulted with counsel regarding your hiring process, employee handbook and discharge/discipline policy.
It should also go without saying that you should consult with counsel when you have been served with any legal documents. You should also shy away from getting cocktail conversation advice—find an attorney who has real experience in employment law.
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