Overbrook Law Group LLChttp://www.overbrooklaw.com/Copyright Overbrook Law Group LLCsNews Corporate Clients Employees are among a company's greatest resources. But the employer-employee relationship is one of the most highly regulated areas that businesses face on a daily basis, and it is likely to be increasingly regulated in the years to come. When employee relations issues rise to the level of a complaint, if an investigation is required, or a if government audit occurs, a company's mission can suffer as well as its bottom line. Good employment law compliance improves productivity, sets the tone for a positive corporate culture, and helps companies protect what they've built. Overbrook represents corporate clients in the digital media, high-tech, health care, publishing, non-profit and other fields and provides the following legal services: Employment Law Advice and Counseling: Minimizing Risk of Claims Overbrook advises clients on the wide scope of issues that impact the employer-employee relationship. Representative areas include: Avoiding and Addressing Potential Discrimination, Harassment and Retaliation Claims Wage and Hour Law and Compliance Audits FMLA, Military Leave and Return-to-Work Issues Americans With Disabilities Act and Accommodation Requests Employee Hiring, Performance, Evaluations, Discipline and Terminations Reductions in Force and Departmental Reorganizations Appropriate Designations of Temporary Workers Policies and Practices: Audits, Employee Handbooks and Other Policies Having in place up-to-date, compliant policies and practices helps promote a positive work environment and provides important tools in minimizing the risk of employment related claims. Overbrook reviews existing policies and practices and updates them for compliance with developing law. We also create handbooks and policies that reflect our clients' business culture while meeting legal requirements in all locations. Agreements With Employees: Employment, Non-Compete, Non-Solicit and Separation Agreements Overbrook regularly drafts, negotiates, interprets and enforces agreements between employers and employees at all levels of an organization, including Employment Agreements, Non-Competition Agreements, Non-Solicitation Agreements and Separation Agreements. Project Work, Leave Cover and Alternative Fee Arrangements In-house lawyers are busier than ever, yet regular reliance on outside counsel can be costly. As a former in-house lawyer, Ms. Zebrowski understands the needs and work demands of in-house counsel and can gap fill easily, efficiently and effectively in busy times or when a staff member is absent. Overbrook offers flat fee and retainer agreements at very affordable rates for project work, leave cover and overflow work. Internal Investigations of Employee Complaints When inappropriate conduct or discrimination is alleged, a prompt, thorough investigation is critical. A timely investigation gives an employer an opportunity to collect the facts and implement an appropriate response. It also provides an affirmative defense to liability for most harassment claims. Christine Zebrowski, Esq., principal attorney and Owner of Overbrook Law, is an experienced investigator of employee complaints. With over seventeen years of experience as an employment law attorney and investigator, she has personally investigated over ninety employee complaints of discrimination, harassment, retaliation and other forms of employee misconduct, and she has supervised and/or participated in numerous others. She has investigated complaints by and against employees at all levels of an organization. She has conducted hundreds of sensitive witness interviews, performed complex document analysis and evaluated witness credibility. She has advised clients on the scope and structure of investigations, provided draft reports, and recommended appropriate resolution and follow-up measures. GSA Schedule Overbrook Law LLC is a woman-owned law firm specializing in employment law. Overbrook will soon be listed on the GSA Schedule as a provider of EEO Services. SIN 595-25 EEO SERVICES - EEO Services may include but are not limited to: Providing investigation of discrimination complaints and preparation of reports of investigation (includes individual case/consolidated case, one or additional issues, continuing violations, on-line reporting, additional copies of investigation reports). Alternative Dispute Resolution including mediation, EEO training and consulting, and EEO counseling for individual and class complaints. Individual Clients Many of Overbrook's individual clients are physicians, attorneys, investment bankers, and other executives seeking representation and advice about terminations or potential terminations, employment agreements, consulting agreements, non-competes, severance agreements, disciplinary issues, and medical leave. Overbrook reviews and negotiates improvements to employment agreements, non-competes and severance agreements on behalf of individual clients and advises employees on the legality of pending or actual terminations. Overbrook also brings claims over employee terminations and violations of the employee leave laws and other workplace requirements. Christine Zebrowski, Esq., principal attorney and Owner of Overbrook Law LLC, has successfully represented individual clients in negotiation of employment-related agreements, in employment disputes and in mediation of employment law claims. Alternative Dispute Resolution: Mediation, Arbitration and Program Design What is Mediation? Mediation is a confidential process through which the parties seek a resolution of their dispute through their mutual agreement rather than having a decision imposed on them by a judge or other third party. The mediator helps both sides communicate their positions and interests, clearly identifies the issues, and keeps the parties moving towards resolution. The mediator will be impartial and will suggest alternative forms of settlement that the parties may not have previously considered. The mediation process usually begins with each party telling their side of the story and listening to the other side's perspective. The mediator may have private meetings or caucuses with each side in which the mediator may raise questions about each side's position and perceptions. The mediator will respect confidential and privileged information as designated by the parties. If a resolution is reached, the mediator will guide the parties in finalizing a specific settlement agreement. Why Mediate an Employment Claim? Mediation is particularly useful in employment cases, because the mediation process can be significantly less expensive, less time consuming and less stressful than litigation. Employers and employees who mediate their disputes often report higher morale and greater productivity following resolution of a dispute through mediation, whether or not the employee returns to a job with the employer. It gives the parties a chance to get back to work and leave the negativity of engaging in the dispute behind. Mediation can be initiated at any point, and it can result in a resolution of the dispute years before a jury verdict could be achieved and with significantly less cost. Mediation creates a settlement opportunity, because it explores non-monetary forms of settlement that are rarely sought in litigation. Considering that most employment cases settle before trial, using a mediator to resolve an employment dispute makes sense. Mediation With Overbrook Christine Zebrowski, Esq., principal attorney and Owner of Overbrook Law, is an experienced civil and employment mediator and is a member of the American Arbitration Association's (AAA) Roster of Neutrals for Commercial and Employment Cases. Ms. Zebrowski regularly mediates civil cases for the Multi-Door Dispute Resolution Division of the District of Columbia Superior Court. She has mediated employment cases of discrimination, retaliation and harassment, and civil and contract cases relating to business formation, fiduciary duties, insurance, motor vehicle claims, and other civil matters. She has also successfully represented individual and corporate clients in numerous employment related mediations and a AAA arbitration. Arbitration Arbitration is a dispute resolution process in which an arbitrator issues a decision on a dispute after presentation of the case by each side. Arbitration is similar to traditional court litigation in that it provides a clear process to be followed to insure fairness to the parties, including direct testimony and cross examination of witnesses, presentation of evidence, and submission of summary statements to the arbitrator. Arbitration is often preferred to court litigation, because it is less formal, less costly and faster than traditional litigation. Many employment agreements and alternative dispute resolution programs require arbitration of employment disputes under the rules of the American Arbitration Association. The American Arbitration Association (AAA) is a nationally recognized leader of dispute resolution services and is known for its long history and experience in the field of alternative dispute resolution. The AAA has a customer-focused division for resolution of employment disputes that provides arbitrators to serve in binding or non-binding employment arbitrations. Ms. Zebrowski is member of the AAA Roster of Neutrals for Commercial and Employment Cases. She has arbitrated numerous employment disputes relating to claims of employment discrimination, wrongful termination, breach of contract, and other employment-related claims. ADR Program Design Overbrook designs and implements alternative dispute resolution programs for the resolution of employment law disputes. Businesses that implement ADR programs often realize a decrease in meritless claims brought against the company as well as a significant reduction in legal fees spent on resolving claims. This result is achieved because ADR provides a less formal, more efficient and less time consuming process for resolving employment related claims than traditional litigation. There are many forms of alternative dispute resolution. Effective ADR programs often provide a multi-step process for evaluating and resolving claims, including internal review by Human Resources, a peer review panel, or an ombudsman, followed by mediation and/or arbitration. Arbitration can be binding or non-binding, depending on the nature of a company's industry and culture. Overbrook designs programs that utilize the most appropriate forms and forums available, working closely with clients to draft and administer their programs to achieve the best results. Training Overbrook Training Services: Bringing the Law to Life Overbrook provides high quality live training that "brings the law to life." Christine Zebrowski, Esq., principal attorney and Owner of Overbrook Law LLC, is an experienced trainer on workplace topics, including Anti-Harassment, Non-Discrimination, and Diversity and has trained hundreds of employees at all levels including senior executives. Why Live Training? With so many excellent online training programs available, why choose a live training? Live training offers interactive learning in a team-building environment with the added benefit of having a live person available to respond to questions, clear up misperceptions, and challenge beliefs that undermine a company's efforts to maintain a productive work environment. Live training can be customized to fit the company's needs and culture. Training: Diversity = Productivity Two Hours The modern workforce is the most diverse in history. Many employees find it challenging to work with others they perceive as being different from themselves, but varied perspectives can bring energy and creativity to an organization. This program helps employees recognize and respond to common ground with their coworkers and develop proactive team-oriented approaches that encourage cooperation and greater productivity in challenging situations. This interactive session includes a combination of group activities and facilitated discussion covering the importance of employees' individual cultures and the company's collective work culture, the importance of treating others with respect at work, and how to tell what actions or words may offend others and how to conduct oneself appropriately. Senior Management Training One or Two Hours Senior Executives are the "alter ego" of the organization and set the tone on workplace culture. High level executives also have greater liability for engaging in inappropriate conduct, including sexual harassment and discrimination. Senior management teams need to be clear on how their role as leaders of an organization can impact the company's liability. This training is an excellent follow-up to general online training and can be held at off-site retreats or during senior management meetings. Training for Individual Employees One Hour There may be times when one employee is in need of individual training because of actions or perceptions that negatively affect the work environment and/or as a required outcome of an internal or agency investigation. Overbrook provides a one-hour individual training that instructs the participant on anti-harassment and non-discrimination polices and practices and the employee's responsibility to understand and follow those policies and practices. The training includes a discussion and written exercise on how to tell what actions or words may offend others or may result in violations of policies and practices, and how to conduct oneself appropriately. The training also covers potential disciplinary actions and potential legal implications arising from violations of policies and practices and for engaging in inappropriate conduct. This training is also useful when a new manager or key employee needs training and a regular training is not scheduled soon enough. Thu, 16 Aug 2007 17:59:45 +0000http://www.overbrooklaw.com/services/services/http://www.overbrooklaw.com/services/services/Christine Zebrowski, Esq., Owner and Principal Attorney Ms. Zebrowski founded Overbrook Law LLC in 2007. Prior to starting the firm, she served as Vice President and Associate General Counsel for the National Geographic Society for nine years as lead employment counsel, advising on legal issues nationwide and internationally. Prior to National Geographic, Ms. Zebrowski was an Associate Attorney at the law firm of LeBoeuf, Lamb, Greene & MacRae LLP (now Dewey & LeBoeuf) in Washington D.C., and served as a law clerk at the District of Columbia Superior Court. She earned her law degree from Georgetown University Law Center and her undergraduate degree from Georgetown University. Ms. Zebrowski advises and represents employers and employees on the wide variety of laws that affect the employer-employment relationship. Representative Experience Ms. Zebrowski provides advice and counsel on the wide range of federal and state laws that impact the employer-employee relationship. She advises on employment-related matters including discrimination, harassment and retaliation, the Americans With Disabilities Act, Wage-Hour issues, family and medical leave issues, military leave, conflicts of interest, and issues related to the use of social media and other technology. She has thoroughly investigated, prosecuted, and defended claims of employment discrimination including age, gender, national origin and race discrimination, claims of retaliation and wrongful discharge, FMLA claims, and claims related to breach of employment agreements and non-competes. She has successfully represented both corporate and individual clients in the mediation of employment law disputes. Ms. Zebrowski reviews and updates existing employee handbooks and drafts new handbooks and new policies to keep clients up to date on emerging legal requirements. She also regularly drafts, negotiates and reviews employment contracts, non-compete agreements, separation agreements and temporary staffing agreements. Ms. Zebrowski has advised health care clients on employment policies and practices, employee and physician contracts, medical staff issues, and Professional Review Actions. She has advised clients on early retirement programs, corporate downsizing and restructuring, alternative dispute resolution measures such as mediation and arbitration, performance management, wage-hour audits, contingent worker audits and work visas. She has advised on employee compensation issues, hiring, promotions, discipline, and terminations. Ms. Zebrowski is an experienced trainer on workplace law topics and has trained hundreds of employees including senior executives. She is an experienced mediator of civil and employment law disputes. She is also an Arbtirator for the American Arbitration Association. Ms. Zebrowski has arbitrated claims of gender, age and national origin discrimination, wrongful termination, breach of contract, intentional interference with expected business advantage and other employment-related claims. Beyond her employment law expertise, Ms. Zebrowski has drafted, negotiated and reviewed general business contracts and vendor agreements and resolved commercial contract disputes. She has advised clients on copyright and trademark issues, protection of brand names and logos, licenses, privacy issues, and other legal matters. Professional Activities • Steering Committee, D.C. Bar Association Labor & Employment Law Section • American Arbitration Association Roster of Neutrals for Commercial and Employment Cases • Civil Case Mediator, District of Columbia Superior Court, Multi-Door Dispute Resolution Division • Dispute Resolver, American Health Lawyers Association • Alternative Dispute Resolution Committee, D.C Bar Association LItigation Section • Maryland Bar Association, Section of Labor and Employment Law • Association of Corporate Counsel, Labor and Employment Law Committee (2005-2007) Bar Admissions • Maryland • District of Columbia • New York Publications and Speaking Engagements • Speaker, Faster, Cheaper and Less Stressful: Making the Most of Alternative Dispute Resolution, SHRM Annual Conference, Las Vegas, Nevada (June 2011) • Speaker, Responding to EEOC Claims, SHRM Annual Conference, Las Vegas, Nevada (June 2011) • Speaker, Handling the Anti-Discrimination Agency Investigation, American Law Institute (ALI-ABA) Conference, Washington, D.C. (January 2010) • Speaker, Facing Your Fears and Taking Risks, Success in the City Astute Institute, Northern Virginia (October 2009) • Moderator, Alternative Dispute Resolution: Gaining Experience and Making a Difference through Volunteering, D.C. Bar Association (May 2009, June 2010) • Speaker, Employment Law for the Immigration Practitioner, Webcast. American Immigration Law Association (June 2008) • Author, Supreme Court Lets Stand Decision Allowing Access to Peer Review in Discrimination Cases, American Health Lawyers Association, Labor & Employment Practice Group Newsletter (Spring 2008) • Moderator, Employment Law Update: The Internet and the Workplace, Georgetown University Law Center Corporate Counsel Institute, Washington, D.C. (March 2008) • Author, Paid Leave Upon Termination, The Bar Bulletin, Maryland State Bar Association Newspaper (January 2008) • Speaker, Employment Law Update, Association of Corporate Counsel Annual Conference, Chicago, IL (October 2007) • Speaker, Mediation of Individual Employment Cases, D.C. Bar Association (June 2007) • Speaker, End it Before it Begins: Litigation Prevention in Today’s Business Environment, Association of Corporate Counsel Annual Conference, Chicago, IL (October 2004) Sat, 07 Apr 2007 09:34:27 +0000http://www.overbrooklaw.com/attorneys/attorneys/http://www.overbrooklaw.com/attorneys/attorneys/