Stop FLSA Lawsuits Before They Start

That’s why Kubera HR Solutions developed a custom implementation process (Patent Pending) that is not only airtight but also evidence heavy — giving you the documentation you need to prove your agreements are valid and enforceable.

Why Our Process Works

• Prevents Contract Defenses
  Blocks the most common arguments used to invalidate agreements, such as lack of notice, lack of consent, or unfair surprise.
• Evidence-Driven
  Every step of the process creates a trail of admissible evidence — proof that your workers received, understood, and accepted the terms. This evidence is what courts look for when deciding whether to enforce a contract.
• Creates Enforceability
  Agreements rolled out through our process have stood up against legal challenges, making them far more enforceable than standard HR documents.
• Reduces Risk Without Disruption
  Implementation is quick, seamless, and requires little to no disruption in your day-to-day operations.
• Backed by Legal Strategy
  Built on the latest case law and Federal Circuit standards, our process gives you a proven advantage if challenged.

We provide Alternative Dispute Resolution (ADR) agreements designed specifically for chiropractic offices. These contracts move disputes out of costly, public lawsuits and into private arbitration — where cases are resolved faster, more affordably, and without the threat of a class action.

We also create independent contractor agreements that hold up under DOL and court scrutiny. Many chiropractic offices use contractors — from massage therapists to marketing staff — but generic agreements often collapse under legal pressure. Ours are carefully drafted to reduce misclassification risk and strengthen your legal position.

The result: A practice that’s shielded from runaway wage & hour lawsuits, equipped with agreements that prevent minor disputes from turning into six- or seven-figure liabilities.

What Makes Our ADR Agreements Different

There are many types of arbitration agreements and/or alternate dispute resolution programs; however, we recommend an arbitration agreement with the following features:

• A mandatory condition of employment for all current and future
  employees;
• A mandatory condition of engagement for all current and future
  independent contractors;
  Class action waivers;
  Employer paid filing fees;
  Mandatory compliance with the Federal Rules of Procedure regarding discovery and summary judgment;
• Mandatory compliance with the Federal Rules of Evidence;
  Mandatory compliance with Federal Rules of Appellate Procedure;
• A right to arbitration appeal; and
• A provision providing that the express terms of the arbitration agreement supersede any conflict with the arbitration company’s arbitration rules andprocedures.

What Makes Our Independent Contractor Agreements Different

Class Action Waivers
Protect your agency from collective (class) actions that multiply liability.

Self-Actuating Misclassification Protection
Our agreements automatically address — and reduce — the very factors courts use to determine misclassification.

Behavior Controls for Contractors
Built-in terms that prevent contractors (and their employees) from engaging in practices that trigger misclassification findings.

Mandatory Oversight Requirements
Contractor management is required to oversee compliance with all “misclassification provisions,” reducing hidden liability.

Audit Rights with Remedies
You (or your designee) maintain the right to audit contractor compliance, with remedies for non-compliance.

Defense-Ready Affidavits
Our agreements come with admissible affidavits you can use in defense of:

• Misclassification claims
• Wage & Hour collective actions
• Any administrative or legal Wage & Hour violation

Arbitration enforceability can vary by jurisdiction and facts. We’ll tailor your documents and rollout to current rules and coordinate with counsel when appropriate.