Joel Greenwald, ESQ.
Not Your Traditional Employment Lawyer.
Joel helps employers make better decisions about people and workplace risk, long before those decisions turn into legal problems.
For more than 30 years, Joel Greenwald has advised employers on their hardest workplace calls. He is the founder and managing partner of Greenwald Doherty LLP and the founder and CEO of SignaTrain. His work brings together employment law, practical business sense, and realistic training, so organizations catch problems early and their people know how to handle them.
KEYNOTE AND GUEST SPEAKER
Leading Employment Law Conversations to Reduce Risk
Thought Leadership in Action.
Joel speaks regularly to business owners, HR professionals, and managers about the workplace situations that most often lead to legal trouble. His sessions are practical and interactive. He uses real scenarios and real stories, and he asks the room to make the call before he weighs in. Attendees leave knowing what to watch for, what to say, and when to get help.
Topics include hiring, performance management, terminations, harassment and discrimination complaints, leave and accommodations, and wage-and-hour compliance.
THE BUSINESSES BEHIND THE MISSION
Joel’s Companies
GreenWALD DOHERTY LLP
Legal Counsel That Thinks Ahead.
Greenwald Doherty is a management-side employment law firm that works as an extension of the businesses it represents. Many clients are small and mid-sized companies without in-house HR. Through the firm’s subscription program, clients get direct access to senior attorneys, customized employment documents, and timely compliance updates for a predictable monthly fee.
SIGNATRAIN
Better Judgment. Lower Risk.
Most workplace legal trouble starts with a single moment. A comment in a meeting. A complaint that gets brushed aside. A performance conversation that goes sideways. SignaTrain prepares managers and HR professionals for those moments.
Participants watch realistic workplace scenarios performed by Broadway actors. Then they work through them together, decide which responses create the most and least risk, and learn when to bring in HR and legal counsel. Employment attorneys lead every discussion.
