Last summer, I wrote about the United States Department of Labor's proposed rule to update the definition of "spouse" for purposes of the Family and Medical Leave Act (FMLA). Click here if you're looking for a refresher.
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
Many of you know that I used to be a part of a radio show called Risky Business, a show that I co-hosted with Michelle Gray of HR Synergy. Although the radio show ended, Michelle and I have picked right up where we left off and Risky Business is now a podcast!
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.