In working with an employee who feels they have been subjected to unlawful employment practices, we empower the client to seek open communication with the employer. The goal is to find a mutual understanding of what caused the conflict so that they can find a resolution that is meaningful and mutually beneficial.  By approaching the matter with peace rather than anger, we help employees manage workplace issues without the uncomfortable and unnecessary feelings threat of litigation that can ruin relationships.

The traditional approach for "employee-side" lawyers is to review the fact of a situation, compare the facts to the law, and then either decline to take the case or agree to sue the employer.  In the integrative approach, we consider a myriad of factors about the client, the employer, and potential outcomes, and then approach the employer with an invitation to begin a discussion.  We use language that encourages a coming together to try to find a shared solution, instead of pushing parties further apart.

Integrative law is ideal for employers who aim to create a welcoming, safe, and respectful working environment for their employees. Rather than treating employees as a threat, an integrative legal approach encourages parties to create open and honest dialogue so that conflict can be addressed and resolved meaningfully and efficiently. For instance, when an employee comes to their employer with a complaint, an integrative approach encourages kindness, cooperation, and collaboration with that employee. Rather than treating that employee as a threat, integrative law encourages parties to look for resolution and opportunities for improvement.

We believe that creating a workplace based on kindness, open communication, and lawful practices is the best way for an employer to avoid liability, employee turnover, and low morale.

In the traditional legal system, new or existing business owners often seek advice from lawyers who will produce legal documents that only legal scholars can read and understand.  These documents are boilerplate forms that are reused for each client.  An integrative practice seeks to understand the client and their goals, purposes, and values so that their own intent and language can be incorporated into their business documents. 

We take time to know and understand business owners so that the documents reflect the client's values and are designed to provide liability protection with intentional consideration of possibilities.

Mediation may seem an obvious part of an integrative practice. However, in the traditional legal system, mediation is more of a settlement conference, where a mediator shuttles messages between each "side" who are in separate locations, and might apply pressure in order to reach a resolution. Anyone who has played the childhood game of “telephone” knows what happens when you rely on a third party to deliver messages to another person.  In traditional form of mediation, it is often said that the best indication of a successful mediation is that both parties leave unhappy. 

An integrative practice incorporates a facilitative approach to mediation. The parties in conflict sit in the same room with one another and directly engage communications aimed at resolving their conflict. We support open dialogue and hold space for people to share their emotions and experiences, and to be heard. The "settling" of a matter can be internal and interpersonal.