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The GCI Business Assessment

The first step in any General Counsel Initiative engagement is the GCI Business Assessment, which gives us the information we need to function as a true General Counsel. We accomplish most of this using a unique, cost-effective and proprietary method: GCI Assessment Surveys.

We use an array of GCI Assessment Surveys as the first step in our effort to gather information about GCI clients.  These subject-specific surveys provide a time-saving foundation for the follow-up interviews and document reviews that help us determine what a client needs and how best to meet those needs in a prioritized and efficient way. 

Once we complete this fact-gathering process, we provide a report detailing what we found, along with preliminary recommendations. We discuss those findings and recommendations with you, and then finalize an agreed plan for our future services and involvement. 

Below is a sample of one of our GCI Assessment Surveys, dealing with employment law compliance.  If you wish, you may complete the form, press SUBMIT at the end of the form, and we will respond with a summary of key findings.  All responses will be maintained in confidence.

Sample Survey:
Employment Law Compliance.

GCI Assessment Survey (Updated)

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    Provide the address of each of your business locations and state approximately how many employees work at each location.
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    In the last two years, have you completed a compliance review respecting the Americans with Disabilities Act and the Family Medical and Leave Act?
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    In the last two years, have you completed a compliance review respecting your classification of employees as exempt or nonexempt, your classification of personnel as independent contractors, and your procedures respecting the payment of overtime?
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    In the last two years, have you completed a compliance review of your use of criminal background checks and drug and alcohol screens?
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    In the last two years, have you completed a compliance review respecting your applicant job interview forms and procedures, applicant criminal background checks, and applicant drug and alcohol screens (including medical marijuana)?
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    In the last two years, have you reviewed and updated your policies and procedures respecting harassment (including sexual harassment), discrimination and retaliation, and have you professionally trained your workforce on those subjects?
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    Have complaints been filed against you for employment law violations during the last three years?
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    Do you have a procedure respecting the issuance of employee warnings and discipline? Is it consistently enforced and respected?
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    Do you have a procedure respecting employee evaluations? Is it consistently enforced and respected? a. Inquiries respecting arrests or criminal convictions; b. Drug testing; c. Use of compensation history; d. Inquiries respecting health history, status and physical abilities?
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    Do you have a procedure (for example, in your employee handbook) respecting how employee complaints about harassment or discrimination are to be handled? Is it consistently enforced and respected?
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    Do you utilize employment agreements that include confidentiality, non-compete and/or non-solicitation, confidentiality and trade secrets provisions?
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    Do you utilize independent contractor/consultant agreements that include ownership of intellectual property, confidentiality and trade secret provisions?
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    Do you have any arrangements designed to promote key employee retention, such as bonus, profit sharing, deferred compensation, stock options or similar programs?
  • This field is for validation purposes and should be left unchanged.