Source: https://polauflaw.com/fees-services/legal-consulting/

Advice, Contracts & Documentation

# Employment Compliance & Pre-litigation Counsel

## Employment Compliance & Risk Mitigation

Connecticut employment law imposes compliance obligations far more stringent than federal baselines. CFEPA applies to businesses with one or more employees, CT FMLA grants job protection after three months of service rather than federal law's 12-month/1,250-hour standard, and Connecticut's paid sick leave and wage payment statutes create strict liability for procedural errors. Pre-litigation counsel addresses these risks before disputed actions become formal legal claims.

## For Employers

I advise employers on sensitive personnel decisions and compliance architectures: structuring involuntary terminations, establishing defensible progressive discipline records, administering complex leaves across CT FMLA, federal FMLA, and CT Paid Leave, and conducting lawful interactive processes for disability accommodations under the ADA and CFEPA.

Representation also covers contract review: drafting executive employment agreements, auditing non-compete enforceability, and preparing OWBPA-compliant severance and release agreements. Engagements are available on an hourly basis or through standing monthly retainer arrangements for ongoing advisory needs.

## For Employees

Pre-litigation counseling provides strategic legal advice before taking irrevocable steps: submitting an internal complaint, responding to a performance improvement plan (PIP), resigning, or executing a separation release.

I audit offered severance packages against potential statutory exposure under CFEPA, Title VII, or wage laws to negotiate enhanced financial consideration or release modifications. If discrimination or retaliation has occurred, counseling protects the 300-day statutory filing clock under CGS § 46a-82(f)(2)[1](<https://polauflaw.com/fees-services/legal-consulting/#fn-1>) and necessary documentary evidence is preserved.

## Engagement Structures

Advisory services are billed at the compliance and pre-litigation rate of $325 per hour or on agreed flat fees for discrete document reviews. Retainers are not required for individual advisory matters unless structured as a recurring monthly employer counsel agreement.

## Authorities Cited

1. CGS § 46a-82(f)(2) [↩](<https://polauflaw.com/fees-services/legal-consulting/#fnref-1>)

[Management Employment Counseling](<https://polauflaw.com/practice-areas/employer-advice-counsel/>)[Employee Rights Counseling](<https://polauflaw.com/practice-areas/employee-advice-counsel/>)[Personnel Policies & Employee Handbooks](<https://polauflaw.com/fees-services/employee-handbooks/>)[Employment Contracts & Severance Agreements](<https://polauflaw.com/fees-services/employment-contracts/>)[Connecticut Paid Sick Leave](<https://polauflaw.com/fees-services/paid-sick-leave/>)

Past Experience

- Employer compliance counseling: leave administration, termination procedures, accommodation, discipline

- Employment contract, non-compete, and offer letter review

- Severance and separation agreement review and negotiation

- Employee counsel on workplace disputes, documentation, and demand letters

- CT FMLA, CT Paid Leave, and federal FMLA interaction analysis

- Pre-litigation risk assessment and dispute prevention

- Retainer arrangements for employers with regular employment law needs

Fees & Contact

- [Fee Structures](<https://polauflaw.com/fees-services/>)

- [Contact](<https://polauflaw.com/contact/>)