On January 7, 2015, former Governor Deval Patrick signed legislation expanding parental leave protections, replacing the former Massachusetts Maternity Leave Act. This legislation requires employers with six or more employees to provide eight weeks of parental leave (to both male and female employees) for a birth, adoption, or placement of a child pursuant to a court order. To be entitled to this leave, workers must be full-time employees who have worked for their employer for three months or more.
When an employer learns that it has been sued, it can be a very scary and uncertain time. Employers need guidance to navigate the litigation process and develop an effective and efficient litigation strategy. Katie has extensive experience representing clients in employment litigation, whether it be in state court or federal court, and can assist your company in managing litigation in the best way possible. You can be assured that Katie will prepare a litigation strategy with your best interests in mind and work with you to find a cost-efficient solution.
With the recent economic downturn, employers have seen an interesting dichotomy in their dealings with both New Hampshire and federal agencies: increased enforcement but longer time-frame to resolution. Whether an employee has filed a discrimination charge or you are undergoing a wage and hour audit, Katie will help you navigate the process. Katie has experience, including successful representation at hearings, before the following agencies:
The bottom line is that employers want and need to make day to day decisions to avoid litigation, and Katie has experience in assisting employers with these difficult decisions. Risk management and handling employee complaints are critical to employers, and Katie understands what it takes to do this. Katie’s experience in this area of the law includes:
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Under the Americans with Disabilities Act, when an employee becomes disabled and seeks a reasonable accommodation under the ADA, the employee and the employer must engage in an interactive process to determine the accommodation. A recent First Circuit decision serves as a helpful reminder to employers and employees alike that participation in the interactive process is important for both parties.
In case you were starting to feel like you finally understood the recent decisions from the National Labor Relations Board (NLRB), the month of December gave us another decision that turns much of what we know on its head. The decision of Purple Communication, Inc. overturned a 2007 decision (Register Guard) by holding that in most situations employers cannot have a blanket ban prohibiting employees from using company email systems for non-company activities.