Brendan Cox Named Of Counsel to Laredo & Smith

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Laredo & Smith is pleased to announce the addition of Brendan S. Cox as of Counsel to the firm as of July 1, 2019. Brendan is a trial attorney who focuses his practice in business and employment law, as well as criminal defense.

Brendan litigates all aspects of the criminal process from probable cause hearings and arraignments through complex evidentiary motions and trial. He represents clients on a wide range of matters including minor misdemeanors through serious felonies. In his business practice, Brendan advises entrepreneurs and start-up companies across many industries. He advises on employment agreements, business law matters, contracts and intellectual property concerns. Often operating as virtual in-house counsel, Brendan guides clients through important strategic business matters. He takes start-up companies through the entity selection process, drafts founder agreements, develops operational policies and devises business game plans.

State-Administered Paid Family And Medical Leave Is On Its Way

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All Massachusetts employers, regardless of the employer’s size, must begin putting into place mechanisms to implement the newly-passed Massachusetts Paid Family and Medical Leave Law, M.G.L. c. 175M (PFML).

The law provides paid leave benefits for W-2 employees of Massachusetts employers. It also provides benefits for 1099 contractors if they make up more than 50% of the employer’s total workforce (W-2 employees plus 1099 contractors) and unemployed persons so long as they have been unemployed for less than twenty-six (26) weeks and have met the earnings requirements. Much like unemployment benefits, the weekly paid leave benefit is calculated as a percentage of the worker’s earnings, up to $850 per week.

Read more in this month’s newsletter.

June Newsletter

Employer Alert: Non-Compete Reform Law Passes in Massachusetts

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Effective October 1, 2018, employers must comply with a new Massachusetts non-compete law geared at protecting both employees and independent contractors from undue restrictions on their ability to work, on one hand, while providing employers some leeway to protect their business interests through compliant, reasonably-tailored non-competition agreements. Non-compete agreements are contracts between employers and workers (both employees and independent contractors) that restrict workers from engaging in certain competitive activities for a defined period of time after termination of their relationships with the business.  Read more in this month’s newsletter.

October Newsletter

Payal Salsburg Presents on Boston Bar Association Employment Panel

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Payal Salsburg presents as a panelist on the Boston Bar Association‘s “Speed Networking with Labor & Employment Attorneys.” This panel, which takes place on February 1, 2018 from 530-730pm will discuss the career paths and legal opportunities in Boston’s Labor & Employment landscape.

Massachusetts Enacts Law to Protect Pregnant Workers

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Beginning on April 1, 2018, employers must comply with the newly-enacted Massachusetts Pregnant Workers Fairness Act (“MPWFA”), which prohibits employers from discriminating against, ring, or refusing to hire a person due to pregnancy or pregnancy-related conditions.

Newsletter_October 2017

The Bathroom Bill: What Every Massachusetts Company Needs to Know

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As of October 1, 2016, transgender individuals will have the right to use the bathroom or locker room of their choice in Massachusetts. This summer, the Governor signed into law An Act Relative to Transgender Anti-Discrimination (the “Act”), adding gender identity in the list of protected classes covered by Massachusetts anti-discrimination laws. The Massachusetts Commission Against Discrimination and the Attorney General’s Office (“AGO”) have separately issued guidance to assist businesses in understanding and complying with their obligations.

Newsletter_October 2016

Stock or Salary– A Business Owner’s Dilemma

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Clients, particularly those starting new, closely-held businesses, commonly ask whether they should give stock in the company in lieu of or as a supplement to compensation.  The answer is: it depends.

Newsletter_September 2016

 

To Arbitrate or Not to Arbitrate– That is the Question

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Arbitration – the private means of resolving a dispute – is a well- accepted and often encouraged alternative to the court system. Whether arbitration is the right choice for your business contract, however, is a more nuanced question.  As a starting point, all contracts should contain language regarding the resolution of disputes, including which state and/or country’s law will apply, where disputes will be resolved (a particularly important issue when parties are located in different states or countries) and whether arbitration or the court system will be used. It is this last choice that is the focus of this article.

Newsletter_March 2016

Newsletter: EEOC Updates Pregnancy Rules

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For the first time in 30 years, the federal Equal Employment Opportunity Commission (EEOC) has substantially updated its rules concerning pregnancy discrimination.

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Newsletter: When a Release Doesn’t Release; December ruling requires different treatment regarding Massachusetts Wage Act

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Massachusetts employers may need to use new language in their releases, based on a December 2012 Supreme Judicial Court case.

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