In 2013, Senator Elizabeth Warren introduced the Equal Employment for All Act, which would have banned employers from requiring applicants to disclose credit information and disqualifying candidates based on their credit score. To see my blog post about the 2013 legislation, including my thoughts on the proposed law, click here. The legislation did not go anywhere,
Let's get right to it - understanding ever-changing state and federal employment laws is hard. Even more so for business owners who spend most of their time focused on day-to-day operations.
The solution? Marble Employment Law.
I will work with you to identify concerns and provide practical solutions. I love to work with my business clients proactively to avoid agency investigations/audits or claims raised by employees, but I am ready and able to help if the unfortunate happens. From day-to-day employment law management to specific problems that arise along the way, I will work with you to create solutions that minimize your risk.
Learning that your business has been sued can be a very scary and uncertain time. Employers need guidance to navigate the litigation process. Katie can assist your company in managing litigation, whether in state or federal courts, by working with you to prepare a litigation strategy.
State and federal agencies have been ramping up enforcement activities, meaning that employers have to be extra cautious in ensuring compliance with state and federal law. In addition to helping with your business's compliance, Katie can help you navigate the agency process. Katie's experience includes appearing before the following agencies, among others:
Ensuring compliance with state and federal laws begins with a solid Employee Handbook that is tailored to your business needs. Katie will work with you to design a Handbook appropriate to the size and nature of your business. And best of all - she'll do it on at a flat rate! No matter how long it takes to finalize the Handbook, you pay one set fee.
Recent Blog Posts
In a previous blog post, I discussed the NH Job Training Fund (click here), which provides grants to NH employers to help with the cost of employee training. I thought you might like to know that there are many companies in the state who are benefitting from this Fund. As you are contemplating your company's training needs, keep in mind the following awardees:
If you've had a conversation with me recently, you know that I can't stress enough the importance of properly classifying your employees and independent contractors. Most of my recent DOL interactions have focused on this issue. And now I can share with you, once again, that I'm not alone in my opinion. Last week, the US Department of Labor's Wage and Hour Administrator David Weil issued an interpretation focusing on misclassification of employees as independent contractors. For those of you who like specificity, this document is called Administrator's Interpretation 2015-1 with the subject "The Application of the Fair Labor Standards Act’s “Suffer or Permit” Standard in the Identification of Employees Who Are Misclassified as Independent Contractors," found here. My guess is that many of you don't want to read this, so I'll give you the highlights.
Call today to speak with Katie about your employment law needs.