2021 in the workforce was known as the Great Resignation. In recent reports by the U.S. Bureau of Labor Statistics, 4.5 million people voluntarily left their jobs in November of 2021. Managing Attorney Nasir Pasha is here to provide you with a few tips on how to handle this situation if an employee quits you.
Many companies have opted for remote working since the pandemic, and many have chosen to stay that way. One of the main concerns with remote working is employees’ productivity. With this concern, some companies have implemented tracking software to help monitor their employees’ activity and work. While it may ease managers that their team is actively working, many employees feel like they are being spied on. Some companies even go beyond as to monitor their employees through the camera. In some states, tracking software is permitted but there are some states where it is not legal to do so.
When it comes to Restrictive Covenants, employers are fighting to keep their company safe while employees may use them to their advantage. Keep listening to find out if the Employer or the Employee wins this battle. Round 1: Trade Secrets A company’s trade secrets encompass a whole range of information and are one of the…
Deep into the Jim Crow south and along segregated New Deal programs, The Green Frog welcomed its tables to everyone. In 1938, Bill Darden, founder of Red Lobster and Olive Garden restaurants, opened this first restaurant with the tagline”service with a hop.” His defiance against local segregation laws was at a time where practically all…
While mandatory COVID testing seems like a logical step for protecting business owners and employees returning to work, no company seems interested in leading the way without clear guidance or legislation that would protect the employer from liability. However, the EEOC suggests that employers can require testing and recommends following CDC guidelines. Click here to…
EEOC’s guidance seems clear you can require an employee to get tested prior to coming back to work after a stay-at-home order, exposure to a COVID-19 case, or if the employee had previously been sick with COVID-19 or COVID-19-like symptoms. EEOC also recommends to follow CDC guidelines and specifically address being able to do temperature…
Legislative and regulatory initiatives restrict what employers can ask job applicants, and many employers are not aware that they can be subject to penalties for asking questions about criminal records, salary history and credit history. Read source article here>> https://www.pizzamarketplace.com/articles/are-your-interview-questions-breaking-the-law/
Nasir and Matt celebrate episode 250 by discussing the Department of Labor opinion about joint employment and how to distinguish between horizontal and vertical joint employment.
Nasir and Matt discuss the National Labor Review Board’s challenge of an employer’s social media policy andthe reason why the employer was able to prevail.
Ban the Box or Fair Chance to Work laws, as they are also known, pose a dilemma for employers who want to consider the widest possible range of candidates for a job, comply with laws relating to interviewing and hiring, and yet protect themselves from the risks of a bad hire. To one degree or…
Nasir and Matt talk about expandingemail usage for employees to include non-work purposes. They then answer the question, “How do I get out of a lease? We have been there for years, but our lease is ending in two. We originally signed a guarantee, but we didn’t in our renewal, so I’m willing to possibly…
Give me your social media username and password! The use of social media in the workplace can present several problematic situations around issues of free speech, discrimination of current and potential employees, harassment, and even termination. The California legislature, in its attempt to curtail these problems have passed a bill effective January 1, 2013 that…
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We love our work. We love reviewing that lease for your new location. We thrive on closing that acquisition that nearly fell through. We’re fulfilled when we structure a business to grow, raise capital, and be legally protected.
We focus on developing close relationships with our clients by being like business partners. A partner who provides essential, personalized, proactive legal support.
We do all of this without utilizing the traditional billable hour model. You pay for the value we bring, not the time spent on calls, emails, and meetings.
Our team is made up of attorneys and staff that share these values and we are retained by clients who want the same.
Pasha Law PC operates in the states of California, Illinois, New York, and Texas.
Meet Our TeamPasha Law Select offers the expertise of a high-end general counsel legal team for every aspect of your business at a fixed monthly rate. Pasha Law Select is deliberately designed to allow our legal team to be proactive, to anticipate, and to be comprehensive in serving our clients. To be great lawyers, we need to know our clients. We can’t know our clients unless we represent a select number of clients in the long-term. This is Pasha Law Select.
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