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Jen Moeckel devotes her practice exclusively to assisting employers in complying with state and federal laws during all phases of the employment relationship, and defending employers in discrimination and other employment law claims.
Jen has substantial experience in background checks and hiring; non-compete and non-disclosure agreements; wage and hour laws and payroll compliance; employee handbooks and policies; conducting training for managers and employees; managing leaves of absence and responding to requests for reasonable accommodation; workplace investigations; disciplinary action and documentation; and employment terminations, reductions in force; and separation agreements. Jen also assists employers in preventing and correcting harassment, discrimination, and retaliation, and defends employers before the New Hampshire Commission for Human Rights, Equal Employment Opportunity Commission, and state and federal Departments of Labor.
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603-621-7112
j.moeckel@clrm.com
- Recognized by Chambers USA as one of America’s leading Employment Law attorneys
- Listed in Best Lawyers of America ®
- Selected as a New England Super Lawyer in the area of Employment and Labor
- Boston College Law School (J.D., cum laude, 1994)
- University of New Hampshire (B.A., magna cum laude, 1991); Phi Beta Kappa
- Society for Human Resource Management
- Manchester Area Human Resources Association
- Admitted to New Hampshire Bar (1994)
- New Hampshire Bar Association, Labor & Employment Section
- Answer calls and emails daily from employers regarding employee discipline and termination issues to avoid charges of discrimination and lawsuits.
- Act as a sounding board for business owners and human resource professionals, providing suggestions for avoiding and resolving workplace problems at all levels in the organization.
- Write and review disciplinary and performance documentation with an eye toward using the documents as future evidence, if necessary.
- Advise employers on recordkeeping requirements and best practices.
- Assist employers in designing hiring programs, performance programs, and drug and alcohol testing programs.
- Coach employers through internal investigations, and conduct difficult and high-level investigations.
- Assess various job positions and classifications to determine exempt or non-exempt status, and review commission agreements and other compensation plans.
- Defend employers against claims alleging discrimination, harassment, retaliation, and other employment law violations.
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