Welcome to the second installment discussing the theme Staffing Your Business During a Global Health Pandemic. The Families First Coronavirus Response Act (FFCRA) requires employers to provide paid leave to employees suffering from certain COVID-19 related circumstances. However, employers and employees alike have struggled to implement the paid leave requirements. This article will provide some practical guidance in areas where businesses are struggling.
For business owners, expanding or moving operations can be fraught with a variety of costs and commissions. In the interest of saving money in the short term, it may be tempting to forego hiring an attorney to advise on the transaction. But don’t give in; hiring an attorney just might save you money in the long run. Whether you go with legal counsel or not, keep an eye out for these pitfalls.
Hello and Welcome!
With this first post, I simply want to lay out what you can expect to see from me.
As a labor and employment attorney, I focus on all aspects of workplace relationships. This may include unionized workplaces as well as non-union shops.
From the standpoint of an employer, it’s so important to structure policies, practices, and contracts in a way that increases operational efficiency and also manages risk exposure for employment practices. Once a lawsuit or an administrative charge hits, then it’s time to consider a range of dispute resolution options.
It is equally important for an employee to understand his or her role in the workplace, including the rights and responsibilities that he or she has. This all starts pre-employment. Many employees don’t have negotiated contracts, and that’s okay. But it’s still crucial for employees to know what’s on the line if things go south.
I write about labor and employment and business law issues that are relevant to current events and trends that I’m seeing. Please, if you have any general questions or comments or topic suggestions, I’m happy to discuss!