Law Office of Michael R. Latimer
Law Office of Michael R. Latimer | 314 E. Commerce Street, Suite 300, San Antonio, Texas 78205 | Tel: 210-527-0900
Employers Information
Mr. Latimer is a trial attorney. He is keenly aware of the standards of proof in employment and labor-law cases and the kind of evidence that must be presented to a judge and jury. Mr. Latimer is aware of the anticipated arguments made by employees, former employees and witnesses in employment and labor-law cases. Knowing such, Mr. Latimer is able to tailor risk- management documents that will provide the employer with the most protection to eliminate or greatly reduce the impact such claims that are asserted against employers. Mr. Latimer believes that every risk management document that the employer has (from announcement of an open position, the application of employment and all the documents from the start of employment to a separation of employment) is to be drafted in such a way that it provides the employer with a tool to use in defending, eliminating and reducing the risk of loss to the employer. A specialized employee audit developed by Mr. Latimer will guarantee to eliminate at best; or reduce, at least adverse witnesses against the company. This includes the employees asserting claims against the employer. Such risk management documents and the proper application of such documents will support the employer in regards to Equal Employment Opportunity Commission (EEOC), Wage and Hour Claims and unemployment claims by current and former employees. Mr. Latimer’s clients call him at any time to seek assisting in risk management. Mr. Latimer provides periodic memoranda regarding risk-management areas and guidance on workplace issues. Another important risk-management tool is a company-wide audit to evaluate all documents used in relation to its employee. This audit would include an audit of exempt and non-exempt employee status. The improper classification of an employee as exempt (from overtime pay) could be a major problem for an employer and periodic audits are a must to avoid the tremendous costs in remedying the improper classification.*Licensed to practice in all areas of law. Not certified by the Texas Board of Legal Specialization in any area advertised
Law Office of Michael R. Latimer
Law Office of Michael R. Latimer | 314 E. Commerce Street, Suite
300San Antonio, Tx 78205 | Tel: 210-527-0900
Employers Information
Mr. Latimer is a trial attorney. He is keenly aware of the standards of proof in employment and labor-law cases and the kind of evidence that must be presented to a judge and jury. Mr. Latimer is aware of the anticipated arguments made by employees, former employees and witnesses in employment and labor-law cases. Knowing such, Mr. Latimer is able to tailor risk-management documents that will provide the employer with the most protection to eliminate or greatly reduce the impact such claims that are asserted against employers. Mr. Latimer believes that every risk management document that the employer has (from announcement of an open position, the application of employment and all the documents from the start of employment to a separation of employment) is to be drafted in such a way that it provides the employer with a tool to use in defending, eliminating and reducing the risk of loss to the employer. A specialized employee audit developed by Mr. Latimer will guarantee to eliminate at best; or reduce, at least adverse witnesses against the company. This includes the employees asserting claims against the employer. Such risk management documents and the proper application of such documents will support the employer in regards to Equal Employment Opportunity Commission (EEOC), Wage and Hour Claims and unemployment claims by current and former employees. Mr. Latimer’s clients call him at any time to seek assisting in risk management. Mr. Latimer provides periodic memoranda regarding risk- management areas and guidance on workplace issues. Another important risk-management tool is a company-wide audit to evaluate all documents used in relation to its employee. This audit would include an audit of exempt and non-exempt employee status. The improper classification of an employee as exempt (from overtime pay) could be a major problem for an employer and periodic audits are a must to avoid the tremendous costs in remedying the improper classification.
