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Management Consulting

Management Consulting

The expensive HR mistakes don't happen during investigations. They happen in the days after, when your team has to decide what to do next. Management consulting is the call you make before you act, not after.

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Why Advisory Matters

The damage is done in the first 48 hours

Most employment lawsuits could have been prevented by a 30-minute phone call before someone hit send, signed a memo, or fired the wrong person on the wrong day.

$160,000
Average defense and settlement cost of an employment charge (2017 claims study)
The discipline decision is the case.
Source: Hiscox, 2017 Guide to Employee Lawsuits
30 days
The EEOC's standard window to submit your position statement after a charge arrives
Your first response sets the trajectory.
Source: EEOC position statement procedures
Mid-sized
Organizations rarely have on-staff employment-law expertise
Until they desperately need it.
What We Advise On

The expert your team calls before they act

Not a vendor you contact when something is already on fire, an ongoing advisory relationship that prevents the fires.

On-Call Advisory

When a complaint lands, a termination is being considered, or an EEOC envelope shows up, you call us. Same business day. The answer to "what do I do right now" is one phone call away.

Policy Development

Handbooks, anti-harassment policies, accommodation procedures, complaint processes, social-media policies, off-duty conduct rules. Drafted for your jurisdiction, your industry, and the way you actually operate.

Corrective Action Guidance

Discipline decisions are where most lawsuits are won or lost. We help you build the documentation trail, weigh alternatives, calibrate severity to your past practice, and avoid the disparate-treatment trap before you act.

EEOC Charge Response

When a charge arrives, the clock starts: the EEOC's standard position-statement window is 30 days, and the exact deadline is stated in the notice the EEOC sends you. We help you draft the position statement, assemble the evidentiary record, and present your Affirmative Defense in the format the EEOC actually wants to see.

How We Work

Discovery, strategy, execution support

A consistent advisory pattern from the simplest policy question to the most complex EEOC charge.

  1. 1

    Engagement

    Annual program clients get unlimited advisory hours for routine matters. Project-based clients engage us for a defined scope: handbook rewrite, EEOC charge, restructuring, etc.

  2. 2

    Discovery

    We listen first. What happened, who was involved, what's already been said and documented, what your past practice has been on similar matters, what your business goals are.

  3. 3

    Strategy

    We give you options (typically a defensible path, an aggressive path, and a conservative path) with clear-eyed assessment of legal risk, business impact, and operational cost for each.

  4. 4

    Execution Support

    When you've decided, we help you execute: drafting the memo, scripting the conversation, sequencing the steps, ensuring the documentation supports the action.

FAQ

Common questions

Are you a law firm? Will you give us legal advice?
We're not a law firm and we don't practice law. We're employment-compliance advisors with deep expertise in the regulatory frameworks (EEOC, Title VII, ADA, FMLA, state-equivalent statutes) that govern day-to-day HR decisions. For matters that require an attorney's signature (litigation, settlement negotiations, complex contract review), we work alongside your existing employment counsel and refer to specialists when needed. The vast majority of HR decisions don't need a lawyer; they need someone who's seen the same fact pattern 50 times.
How does this work alongside our existing HR team?
We don't replace your HR team. We make them better. Most in-house HR professionals are excellent at the day-to-day operations (payroll, benefits, recruiting, employee relations) and reasonably good at routine compliance. They're not employment-law specialists. When the unusual situation arrives (the FMLA/ADA overlap, the executive-level harassment complaint, the protected-class termination), your HR person calls us before they call the CEO. We provide the depth they don't have time to maintain in-house.
Can you help with an EEOC charge we already received?
Yes, and quickly. The EEOC generally gives respondents 30 days to submit a position statement, extendable for good cause, and the exact deadline is stated in the notice the EEOC sends you. Within that window we'll help you assemble the position statement, gather the evidentiary record, identify any documents you must turn over, and present your defenses (Faragher/Ellerth, business necessity, legitimate non-discriminatory reason, etc.) in the format the agency expects. Past clients have had charges dismissed at the position-statement stage when the underlying program was sound.
What about reductions in force or mass terminations?
Particularly high-risk because of disparate-impact exposure. We help you scope the action, build the selection criteria, run the demographic impact analysis, and document the business rationale. Done right, an RIF can be defensible against subsequent ADEA, Title VII, and state-equivalent claims. Done wrong, it's a class action waiting to happen.
Is consulting included in the Affirmative Defense Program?
Annual program clients receive unlimited consulting hours for routine matters (policy questions, discipline decisions, accommodation requests, charge responses up to a defined scope). Larger projects (full handbook rewrite, organizational investigations beyond a single complaint, multi-state restructuring) are scoped separately. The intent is that small daily questions are never gated by a phone-call budget. Your HR team should call us as often as they need to.

Stop figuring it out alone.

The cost of a wrong call is six figures and a year of your time. The cost of a right call is one phone conversation.

Talk to a Compliance Expert Call 866.240.6618