Royal Oak, Michigan, September 28, 2016: Twenty-five of Howard & Howard’s attorneys were recently named to Michigan Super Lawyers® and Michigan Rising Stars 2016 as a result of a patented selection process. This process includes peer evaluation and independent research. Only five percent of the attorneys in Michigan were named to the Super Lawyers list and two and one half percent to Rising Stars.
Featured in the top story on Employment Law This Week: Former employees turned competitors in Pennsylvania are hit with $4.5 million in punitive damages.
An insurance brokerage firm sued a group of employees, claiming that they violated their non-solicitation agreements by luring away employees and clients to launch a new office for a competitor. A lower court awarded the firm nearly $2.4 million in compensatory damages and $4.5 million in punitive damages because of the defendants’ outrageous conduct. On appeal, the appellate court agreed and upheld all damages.
See the segment below and read our recent blog post on this topic.
The Canadian Association of Gift Planners (CAGP), Greater Vancouver Area Chapter has launched their BC Executor’s Guide to Probate and Estate Administration. This guide is prepared as a resource for the Executor of an estate where a charity is a beneficiary of a gift under a Will. It was produced with the assistance of Raman Johal of Clark Wilson LLP and is sponsored by the CAGP Greater Vancouver Area Chapter as part of its LEAVE A LEGACY™ initiative in British Columbia. To order this guide, click here.
September 21, 2016 — As part of its continuing expansion to better serve its clients, RSS is pleased to announce that it has added the following lawyers to its team during the summer:
- Jean-Yves Fortin, Ad. E., a nationally-renowned legal advisor, and Annie Claude Beauchemin, who join the litigation team of our Business Law Practice Group, bringing their outstanding experience in business law, corporate restructuring and insolvency, and construction litigation;
- Benoit Byette, Jeanine Guindi and Trent Helms, who now form part of our Insurance Law Practice Group;
- Louis Dessureault, who joins as the newest member in our Family Law Practice Group.
Shutts & Bowen LLP is pleased to announce the addition of four new attorneys to the firm. These new hires bring a diverse range of legal experience to support our more than 30 practice areas.
Alamea Deedee Bitran (Law Clerk, Fort Lauderdale) is a member of the Business Litigation Practice Group. Deedee focuses her practice on transactional and litigation cases. Deedee previously served as a Judicial Intern to the Honorable Ivan F. Fernandez in the Third District Court of Appeal.
A group of 21 states (“the States”) has filed a Complaint in the Eastern District of Texas challenging the new regulations from U.S. Department of Labor that re-define the white collar exemptions to the overtime requirements of the FLSA. The States argue the DOL overstepped its authority by, among other things, establishing a new minimum salary threshold for those exemptions.
Pursuant to the new regulations from the U.S. Department of Labor, effective December 1, 2016:
- the salary threshold for the executive, administrative, and professional exemption will effectively double from $23,660 ($455 per week) to $47,476 ($913 per week);
- “Highly Compensated Employees” (“HCEs”) must earn annual compensation of at least $100,000; and
- an indexing mechanism will be applied to automatically update the salary threshold and the HCE compensation requirement every three years.
In a “Tip of the Week” segment on Employment Law This Week, Will Hansen, Senior Vice President of Retirement Policy for The ERISA Industry Committee (ERIC), offers some advice on preparing a benefits program in advance of the Department of Labor’s overtime rule:
“The Department of Labor’s Final Rule increasing the overtime exemption threshold to $47,476 dollars will not only have an impact on the wages an employee receives, but also the benefits that they receive. In advance of these changes taking effect on December 1st, it’s important for companies to review their benefit programs. First, they should determine whether there will be any increase or decrease in the overtime wages provided, as well as an increase or decrease in salaried over hourly employees. Next, they should examine the financial impact any change in their workforce will have on the company. . . . Lastly, the company should look at other benefits, such as paid sick leave or commuter transit benefits to see if there will be a change in participation which would have an impact on costs.”