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Michele Morris
Attorney & Counselor at Law
Contact MeMy Bio

Hire someone with over 3 decades of HR, Labor and Employment Law experience.

Employment Law for Employers

Practice Areas

  • Employment Litigation Prevention
  • Employee Handbooks
  • Litigation Defense and Policies:  Title VII, Wrongful Termination, Discrimination, Retaliation, Whistleblower, FLSA, FMLA, FHA, Trade Secrets Act, Non-compete and non-disclosure violations 
  • Fair Labor Standards Act (FLSA) Compliance
  • Employee Leaves
  • Human Resource Audits
  • ADA, Disability and Reasonable Accommodation
  • Workplace Training
  • Internal workplace investigations
  • EEOC and state civil rights administrative agency representation
  • Termination and Layoff Consultation
  • Unemployment Benefits
  • Trade Secrets Law
  • Arbitration and Mediation
  • Non-compete, non-solicitation, non-disclosure agreements
  • Family Medical Act Leave Compliance
  • Federal Fair Housing Act Consultation and Representation
  • Workers Compensation Defense

I look forward to working with you.

If you are looking for someone who will have your back, no matter what others may think, no matter the odds, Michele is the one for you. She is a tough, fair minded yet compassionate professional, one that I would highly recommend as a lawyer. If you want to a strategy to win, it’s simple, have Michele head your team. I would.

Julia White

Corporate Trainer, Raleigh-Durham North Carolina

“Michele provides integrity and expert support to her clients. Her quality of counsel, leadership, professionalism and legal proficiency are to be commended. It is with great respect I recommend Michele for legal, business or leadership counsel.”

Doreen Vanchoff-Caler

Gallery Director at Gallery C, Akron Ohio

Frequently Asked Questions

What is the best way to avoid litigation?

Establish a solid relationship with an experienced employment lawyer like me and have your business systems and processes reviewed to ensure that your business is complying with current employment laws. That way, you are in the most defensible posture if an employee makes a claim against your business.

Why should your business have an employee handbook?
Even though companies are not legally required to have an employee handbook, having one will protect your business in several ways. For example, a handbook lets your employees know what is expected of them; and creates uniformity in the treatment of all employees regardless of whether or not they are in a protected class. There are many other ways a properly drafted handbook will protect your business. I will be happy to discuss those with you.
What should be done when there is an internal complaint of discrimination?
While no one wants an employee to complain, it is best to get a complaint internally. That allows you an opportunity to respond and correct if you find a problem. In some instances, an internal investigation might be legally required; and, it could (when properly done) allow you an absolute defense to an employee’s further legal claims against your business.
When should an attorney be consulted about an employee complaint?
You should have an ongoing relationship with an experienced employment lawyer like me to help you navigate through the maze of laws that exist governing employee rights. That way, you will maximize productivity and morale. Plus, it is the best way to avoid the cost of litigation.

Connect with me on LinkedIn.

Contact

Phone

(888) 999-9070

Email

mmorris@mmorrislaw.com

Visit My Office

PO Box 946
Asheville, NC 28802