March 7, 2013
The Department of Labor (DOL) celebrated the Family and Medical Leave Act’s (FMLA) 20th anniversary by issuing updated regulations, optional notice and certification forms, and a new FMLA poster. (http://www.dol.gov/whd/fmla/2013rule/)
The FMLA applies to all public agencies, including state, local and federal employers, local education agencies (including schools), and private sector employers who employed 50 or more employees in 20 or more workweeks in the current or preceding calendar year. Most covered employers are well aware of the FMLA provisions that entitle qualifying employees to 12 weeks of unpaid, job-protected leave in a 12-month period for certain events such as: the birth of a child or the placement of a child for adoption or foster care; to care for a spouse, child, or parent with a serious health condition; or the employee’s own serious health condition.
February 22, 2013
By Pratibha Sharma
Employees are a valuable asset of any successful business. However, in the context of the purchase and sale of a business, buyers and sellers often do not turn their minds to key labour and employment law considerations relating to these employees until a very late stage in the transaction. The parties to a transaction should not underestimate the impact that the transition of the workforce of a target business can have on both buyers and sellers. The purpose of this article is to highlight a few key labour and employment issues that arise in virtually all business acquisition and sale transactions in BC.
January 7, 2013
Arnstein & Lehr Milwaukee Partner Charles W. Pautsch was quoted in IndustryWeek, a management resource magazine, titled “Organized Labor’s Uncertain Future.” The article discusses how manufacturers can expect renewed enthusiasm from unions in the wake of President Obama’s successful re-election bid, however less certain is whether increased activity will translate into increased might or reverse unions’ declining fortunes, especially in manufacturing. Mr. Pautsch comments that any rulings that ease organizing efforts could provide momentum for union activity and that short-term action on that front is most likely to emerge from the National Labor Relations Board.
To read the article in full, please click here.
November 15, 2012
We are pleased to announce today that the Employer Defense Law Blog has a new look and a more focused approach. The Employer Defense Law Blog will now be known as the Retail Labor and Employment Law Blog, which will provide insights, news, updates, and commentary on labor and employment law developments affecting employers in the retail industry.
For more than three decades, Epstein Becker Green attorneys have been advising and representing retail clients on a wide array of matters that impact their businesses. Our services have included, among other things, drafting worldwide policies and procedures related to global retail operations; negotiating collective bargaining agreements for countless retail and service unions; advising clients in the retail industry on all aspects of the employment relationship; representing and defending retail clients in connection with federal, state, and local administrative charges and in mediations, arbitrations, and lawsuits; and conducting wage-hour, human resource, and compliance audits for retail companies.
ILN Today Post
September 28, 2012
Royal Oak, Michigan, September 28, 2012: Howard & Howard Attorneys PLLC has been selected as a Labor & Employment “Go-To Law Firm” in the In-House Law Departments at the Top 500 Companies 9th Annual Edition (from the publishers of Corporate Counsel magazine). Data on each company’s primary law firms is gathered first by surveys sent to General Counsel at each of the top 500 companies and second through research in various key databases such as, ALM Legal Intelligence, LitigationMonitor, Westlaw and others. Criteria for selection as a “Go-To Law Firm” were: (1) firms named as a “primary law firm” by a General Counsel at a top 500 company; or (2) law firms that were either utilized two or more times in the practice area specified since 2008 and/or counseled the client on a significant transaction/matter. More…
September 30, 2011
E. Jason Tremblay
On the heels of the U.S. Department of Labor’s announcement that it was going to share independent contractor misclassification information with the Internal Revenue Service (“IRS”), the IRS recently announced the implementation of the “Voluntary Classification Settlement Program” (“VCSP”). The VCSP is intended to encourage employers who have misclassified workers, for a relatively small payment to the IRS, to reclassify those workers as employees for federal employment tax purposes. In effect, this allows employers to avoid all but 10% of the past employment tax liability that the companies would have owed for prior years. The IRS will also not conduct employment tax audits of the companies for prior years with respect to the classification of the workers.