Rainey Law P.C.


Counsel: Managing relationships with employees grows more complex and critical every year. From workplace investigations and leave management to workplace safety and security, employers need a strong array of resources to navigate these complex issues and avoid the costs of litigation that ensue when mistakes are made. Virtually every aspect of the relationship between employers and employees is governed by some statute, contract, or principle of law. Employers can rely on Rainey Law P.C. attorneys to provide advice and counsel in order to comply with, and abide by, applicable rules and regulations. We assist in creating and maintaining positive employment relationships.
Our attorneys also supply advice and on-site training concerning many of the issues employers encounter from day to day. Our services include:

  • Creating and refining personnel policies, procedures, manuals, and grievance procedures to address potential employment problems before employees seek outside assistance from plaintiffs' attorneys, governmental agencies, and unions
  • Ensuring wage and hour compliance, and conducting audits
  • Addressing issues concerning higher-level executives, including:
  • Negotiating and drafting employment agreements
  • Providing compensation planning, including stock options and other non-cash compensation
  • Negotiating severance agreements for departing executives
  • Planning, implementing, and reviewing cost-saving mechanisms such as reductions-in-force
  • Conducting sexual harassment and other employment-related investigations
  • Implementing effective employee counseling and discipline procedures
  • Protecting trade secrets and preventing theft of proprietary employer information
  • Structuring the hiring process to avoid liabilities, including drafting compliant applications and addressing issues concerning applicant testing and other inquiries
  • Designing, managing, and containing costs with respect to fringe benefit plans
  • Advising on issues surrounding job safety and security
  • Structuring affirmative action programs for government contractors
  • Dealing with employee privacy issues
  • Designing and implementing programs to avoid workplace violence
  • Assisting in the successful navigation of audits and investigations by the U.S. Department of Labor's Office of Federal Contract Compliance, Wage and Hour Division, and OSHA
  • Responding effectively to requests for FMLA, military, and other leaves of absence or workplace accommodation
  • Conducting training for managers, supervisors, and human resource professionals on topics such as prevention of unlawful harassment, diversity in the workplace, effective performance management, effective handling of discipline and terminations, and managing leaves of absence and requests for accommodation
  • Assuring compliance with federal, state, and local employment-related laws and regulations

Representation: Our labor and employment law practice encompasses the representation of management exclusively in the full range of employment litigation matters that can arise out of the employer-employee relationship, including:

  • Title VII of the Civil Rights Act of 1964;
  • the Civil Rights Act of 1866 (Section 1981);
  • the Equal Pay Act;
  • the Americans with Disabilities Act (ADA);
  • the Age Discrimination in Employment Act (ADEA);
  • Executive Order 11246 (the Contract Compliance Program);
  • the Rehabilitation Act of 1973;
  • the Fair Labor Standards Act (FLSA);
  • the Occupational Safety and Health Act (OSHA);
  • the Employee Retirement Income Security Act (ERISA);
  • the Family and Medical Leave Act (FMLA);
  • the Uniformed Services Employment and Reemployment Rights Act (USERRA);
  • the Worker Adjustment Retraining and Notification Act (WARN);
  • the Immigration Reform and Control Act of 1986 (IRCA);

Ingrid Rainey
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