Many employers are still a bit confused about when a worker should be considered an employee and when he or she should be considered an independent contractor. It's completely understandable given that state and federal agencies have so many different tests that employers need to understand before making the proper determination. Employers need to take the time to learn and understand the distinctions between the two given the focus on this issue by both state and federal agencies.
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:
Recent Blog Posts
Earlier this year, I wrote a blog post reminding NH restaurant owners that tip pooling and tip sharing arrangements are only valid in certain circumstances. (Click here for a refresher). Just last week, the New Hampshire Supreme Court issued a decision that is a good reminder of the penalties that employers may be subjected to if they violate this law.
On Election Day, while many of us were focused on national elections and whether or not the balance of power was going to shift from one party to the other, Massachusetts had a very important vote on an issue that will affect many employers in the Commonwealth. Voters approved a proposal requiring certain employers to provide paid sick leave to their employees. This law will go into effect on July 1, 2015, and employers should be certain to update their Employee Handbooks before that date.