Last November, I let you know about Massachusetts' voter-approved paid sick leave law (click here for a refresher). Recently, the Office of the Attorney General announced that it was offering a "safe harbor" to certain employers.
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
On April 1, 2015, the Massachusetts Domestic Workers Bill of Rights (“Bill of Rights”) went into effect. If you utilize domestic workers and are not currently complying with the Bill of Rights, you need to change your practices quickly.
On April 20, 2015, the Equal Employment Opportunity Commission (EEOC) issued proposed rules providing additional guidance to employers on the issue of how the Americans with Disabilities Act (ADA) applies to employee wellness programs. These rules impact wellness programs that are part of a group health plan and and include health questions and screenings. The proposed rules will be open for comment until June 19, 2015.
Call today to speak with Katie about your employment law needs.