Two Decades. One Focus.

A severance review at NLC Law Group includes a full read-through of the separation agreement, identification of problematic terms, a valuation analysis of the proposed package, and a strategy memo outlining recommended changes. Common issues that surface include overly broad release language, restrictive non-compete or non-solicit clauses, non-disparagement terms that limit your future speech, and severance amounts that don’t reflect tenure or the circumstances of separation. The review is virtual and self-scheduled.

The EEOC (Equal Employment Opportunity Commission) is the federal agency that investigates workplace discrimination under federal laws like Title VII, the ADA, and the ADEA. The TWC (Texas Workforce Commission) is the state equivalent, enforcing the Texas Commission on Human Rights Act, and separately handles unemployment claims. The two agencies have a work-sharing agreement, so a charge filed with one is generally cross-filed with the other. Deadlines, procedures, and available remedies differ between them, which is why early legal guidance matters.

Yes. NLC Law Group represents employees and employers across the full spectrum of employment matters. Because we represent both sides, conflict checks are conducted on every prospective matter before engagement. If a conflict exists, we advise you promptly so you can seek counsel elsewhere. In some circumstances, the nature of the conflict may prevent us from disclosing its existence.

A workplace mediation is a confidential, voluntary process facilitated by a neutral third party (the mediator) to resolve a dispute between an employer and an employee. The mediator does not decide the case. The parties decide whether to settle and on what terms. Most mediations begin with brief opening statements, followed by private caucuses where the mediator works between the parties to find common ground. Most workplace mediations resolve in a single session. The process is private, off the record, and protected by mediation privilege.

Yes. Many claimants represent themselves successfully in TWC unemployment appeal hearings. However, the hearings are recorded, testimony is given under oath, and you may face cross-examination from the employer or their counsel. Common pro se pitfalls include missing the 14-day appeal deadline, failing to request employer records before the hearing, and not preparing witness testimony. If your former employer has retained counsel or sent HR representatives, retaining your own representation often levels the playing field.

For services that do not require state bar admission in the client’s home jurisdiction, NLC Law Group serves clients nationwide. This includes severance review, employment contract analysis, document drafting, HR compliance consulting, and workplace mediation. Court representation requires admission in the relevant court. The firm is admitted to the State Bar of Texas and federally admitted in Illinois. Matters requiring representation in courts outside these jurisdictions may be handled through association with local counsel. Inquire about your specific matter when you schedule a consultation.

HR compliance consulting focuses on processes, policies, training, and best practices for managing your workforce. Legal advice is the application of law to a specific client’s facts and circumstances. NLC Law Group offers both, and engagements are scoped accordingly. Drafting an employee handbook is typically consulting work. Responding to an active EEOC charge is legal representation. The distinction affects attorney-client privilege, ethical obligations, and the scope of the engagement, so we clarify which mode applies at the start of every matter.

Most severance negotiations resolve within one to three weeks from the date of initial review. The initial agreement review typically takes three to five business days, followed by negotiation correspondence that can range from a single round to several rounds, depending on the issues. Federal law gives workers age 40 and older at least 21 days to consider a severance offer (45 days for group separations), with an additional seven days to revoke after signing. Workers under 40 are bound by the deadline stated in the agreement itself. Engaging counsel early in the review window gives the most negotiation flexibility.