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Business Journals
4 days ago
- Business
- Business Journals
Forum discussion: How employers and managers can negotiate a changing workplace
The workplace is changing all the time, but the pace recently seems to have accelerated. Employers are still dealing with a transition to remote work and how that plays out with employees and the office environment. And in recent months, the White House has issued executive orders concerning diversity, equity and inclusion initiatives that many companies have embraced. In addition, there have been changes to laws governing Social Security, 401k plans and other benefits. To sort it out, the Cincinnati Business Courier assembled a panel of legal, human resources, and benefits experts: Jennifer Walwyn Colvin, senior counsel, Calfee, Halter & Griswold LLP; Seth Priestle, partner, Pension Corporation of America; Andrea Whalen, senior human resources business strategist, Clark Schaefer Strategic HR. The forum, held May 15 at Union Hall in Over-the-Rhine, was moderated by Cincinnati Business Courier Market President and Publisher Jamie Smith. The panel kicked off with a question about legal compliance today, as laws and regulations appear to be shifting rapidly. Attorney Walwyn Colvin reminded the audience that the big federal employment statutes still exist. Those protect certain classes of workers under Title VII, the Americans with Disabilities Act, the Age Discrimination and Employment Act, and others. 'We should all still work to comply with those, regardless of what's happening with DEI and other actions by the administration,' she said. However, for federal contractors and subcontractors, the landscape has changed. For them, 'There is no longer an affirmative action obligation for anything except veterans as a protected class,' she said. The current administration has abandoned attempts to overturn the injunction that stalled the Federal Trade Commission's 2024 noncompete ban, she said, so at this point, state laws will govern noncompetes. That raised the question of laws governing people who work remotely in different states. 'The rules governing your employees will be based on where that employee is performing work, almost always,' Walwyn Colvin said. Smith then asked what is changing in human resources work. Whalen agreed that federal laws regarding employment still stand, but said, 'It's about respect anyway. It's about how can you create the most respectful environment without the chance of discrimination.' Many companies have instituted DEI policies and procedures in the last few years, which are now under attack. Every company that has a DEI policy should review it, Walwyn Colvin said. 'There is obviously still the opportunity for inclusion and creating diverse teams,' she said. 'What the current administration has prohibited is preferences and quotas.' Whalen said she has seen fear on the part of employers concerning their DEI policies. She advised, 'Let's see how we can work through and make sure that we're doing inclusion in ways that matter most to your team. A lot of it still applies.' Smith then turned to potential changes in corporate retirement plans. Priestle of PCA said SECURE Act 1.0 and 2.0 brought fairly significant changes. Some are still working their way through the system. But one, effective this year concerning catch-up contributions gives people ages 60 to 63 a greater ability to make those. Another coming down the road next year requires high earners to make catch-up contributions through a Roth after-tax basis. Another provision that created substantial tax credits for small businesses starting new retirement plans has resulted in an influx of new plans being created. Smith asked about retirement timing and how that may be affected. Priestle said changes in interest rates actually made it more beneficial for individuals covered by traditional pension plans to retire a year earlier in some cases. And the Social Security Fairness Act passed this year will affect those individuals with a public sector pension. 'It's a unique planning opportunity for teachers, cops, firefighters, and so on to make sure they're aware of it,' he said. Whalen said she sees a lot of people who don't want to retire because they've seen huge fluctuations in their 401k plans and are worried about Social Security benefits changing. She also hears from employees at retirement age, who want to continue working part-time. 'Think about great ways, interesting ways to keep those people who want to stay and be productive,' she advised employers and managers. A new administration has brought some new trends in employment regulations. Walwyn Colvin suggested that HR professionals review the company employee handbook with an eye to recent changes. She also suggested doing an audit of employment authorization forms or Forms I-9. 'With the immigration issues and raids, frankly, and deportations, we found that there are certain industries where, if you have not properly engaged in the I-9 process and ensured that the workers are authorized, it's possible you lose a significant portion of your workforce all at once.' Walwyn Colvin said she is also seeing more employment disputes coming based on reductions in force and misclassification claims. She suggested reviewing job descriptions to make sure that workers are properly classified as employees or independent contractors, and also whether employees are properly classified as exempt or nonexempt from overtime pay. Smith asked how important it is for multi-state corporate HR teams to work locally to make sure everything across the board is equal. 'It's really about consistency,' Whalen said. 'Job descriptions and the duties of what they're doing, and skills required should be pretty consistent.' Walwyn Colvin added that some states have different requirements related to who can be exempt. 'The state tests are often more restrictive than the federal tests under the Fair Labor Standards Act,' she said. The positions she sees misclassified most often include staff accountants, human resources generalists, and administrative assistants. From a legal perspective, it's preferable to have a signed job description that's accurate, Walwyn Colvin said. She also suggested retaining documents or reports that lead to changes in job descriptions. Whalen suggested that when changing a job description, make sure that the manager and the employee or incumbents in that role review the changes and sign off on them. Those new qualifications and job duties then need to be changed in the performance review system. Walwyn Colvin added that with remote workers, job descriptions can include cross-functional collaboration with individuals who are at the office location, and that can be included as an essential job function. 'You can then enforce it in a performance review,' she said. Smith brought up the needs and styles of different generations in the workforce. Whalen said most employers now have five generations in their workforces. 'The difference now is that there are smaller numbers coming in with Gen Z, so it's harder to find people,' she said. 'The different generations are being more vocal and more adamant about wanting a different lifestyle with work,' she said. Understanding generational differences and the talents of each and then adapting the culture will improve hiring and retention, she said. Walwyn Colvin remarked that younger generations generally need more feedback about their performance. 'It's the surprised employee that is more likely to sue,' she said. 'You have to be very clear and communicate about performance that is not satisfactory.' Priestle recommended looking at the entirety of the benefits package to make sure it's relevant to the types of employees you want to attract and retain. Whalen reminded the audience, 'The number one key benefit everyone still wants, no matter your generation, is pay.' But the desire for benefits such as financial counseling, retirement benefits, and time off may differ among generations. Turning to Priestle, Smith asked about retirement planning in this era. He responded saying that although traditional pensions are becoming a thing of the past, the workplace is still the primary means by which people save for retirement. Employers have flexibility to pick and choose different features within their retirement plans and reduce barriers for the type of employee population they have. How to communicate that plan to the workforce is another point to consider. He is also seeing financial planning as a workplace benefit. 'Offering comprehensive financial planning to your employees can be very beneficial in this, and, if done correctly, can run the gamut of your population.' The discussion turned from financial benefits to health and wellness, as Whalen said, she had changed her attitude about its importance during her career. 'It's critical,' she said. 'It's part of what employers should be doing.' That includes mental health too, she said. 'It's not just about providing some tips and wellness benefits,' she said. 'It's more about looking at the overall health of your culture, and the overall health and wellness, including mental health, of your employees.' About 75% of all employees often deal with mental health challenges, she said, citing a recent survey. Walwyn Colvin notes that mental health challenges can affect leave under the Family Medical Leave Act and under the Americans with Disabilities Act. Once an employee has a mental health challenge, the employer needs to consider if there are any functional limitations affecting performance of the job and, correspondingly, if accommodations might be appropriate, she said. She also cautioned employers that if a manager hears something from an employee that indicates a potential health issue, they should be trained to escalate it, 'don't just stay quiet and walk away, because your duty is triggered to engage in the interactive process.' Smith turned again to financial questions, asking Priestle how companies can design retirement plans that are attractive to employees but also financially sustainable for the organizations. Priestle noted that it is very beneficial to have employees who are financially healthy, as employees who are in financial straits will not be productive. 'There is a return on investment to the company from the standpoint of structuring retirement benefits,' he said. He suggested starting with a traditional 401k plan, then considering nonqualified plans that allow for more creativity about who you offer those to. These can be tied to job and company performance. An audience member asked about Generation Z. 'How do you advise trying to change that culture from the bottom up?' Whalen suggested trying to understand, or encouraging the organization to understand, the benefits that Gen Z brings, as well as the reasons behind their preferences. Forming cross-generational teams to do training also helps, she said. 'It boils down to just getting to know the person individually,' she said. 'Each generation has different unique qualities that they bring to the table, but each person has their own unique qualities too.' The conversation then turned to remote work and who is eligible for that as well as rules around the practice. Walwyn Colvin recommended making sure remote work decisions are very intentional and then creating standards around who is allowed to work remotely, and monitoring performance to expectations. 'Look at what standards and expectations can be set, including some that are quantitative, if possible, to make sure that performance can be managed even when an employee is remote' she said. Smith asked the experts for any final thoughts. Priestle said it is imperative that companies have an internal champion for financial wellness. 'They need that person in the organization to truly push the benefits and push the importance of them,' he said. Having that person internally to promote the programs increases their utilization substantially, he said. Whalen agreed, saying providing education about benefits, whether they are financial or concerning time off or mental health, will be helpful to both the employees and their company. Walwyn Colvin suggested that employers review policies to make sure they still serve the company and that they're accurate. Then, managers need to be trained on them. 'Your managers are going to be your first line, enforcing your policies and setting your culture,' she said. She recommended consulting with the company's legal counsel often, even if it's brief. She is seeing an uptick in litigation-demand letters. 'It seems like people are worried and nervous about the economy or other job prospects,' she said. Claims of discrimination and harassment are also up, she said. Walwyn Colvin advised making sure harassment policies are up to date and that they have reporting mechanisms that are useful and effective.
Yahoo
5 days ago
- Business
- Yahoo
Calfee Welcomes Erin E. Shick, Employee Benefits and Executive Compensation Partner
Shick Joins Calfee's Cincinnati Office Erin E. Shick, Employee Benefits and Executive Compensation Partner Cleveland, June 04, 2025 (GLOBE NEWSWIRE) -- The law firm of Calfee, Halter & Griswold LLP is pleased to announce that Erin E. Shick has returned to the firm as a Partner with the Employee Benefits and Executive Compensation practice group. Shick will work from the firm's Cincinnati office advising plan sponsors on compliance issues primarily related to ERISA, COBRA, HIPAA, the ACA, and the Internal Revenue Code. Shick assists clients with the design, implementation and operation of qualified retirement, health and welfare, and fringe benefit plans. She performs employee benefits due diligence in the context of mergers and acquisitions. Shick also handles executive compensation matters including 409A compliance, nonqualified plans and severance agreements. She regularly advises benefits committees, boards of directors and plan trustees regarding fiduciary and administrative obligations with respect to benefit plans. In addition to her significant background in establishing and advising on compliance matters related to Employee Stock Ownership Plans (ESOPs), Shick helped establish some of the nation's first ESOPs in the cannabis industry. Shick re-joined Calfee in 2025, from the Cincinnati office of a large national law firm, where she served as a Partner. Shick earned her J.D., summa cum laude, from the University of Cincinnati College of Law, where she was a member of the Order of the Coif honor society. She earned her B.A. in Politics, cum laude, from Hillsdale College. 'I am thrilled to be rejoining the Employee Benefits and Executive Compensation group at Calfee," said Shick. "I am excited to add my knowledge and expertise to a top-tier practice group and continue to provide excellent service to our clients.' With 15+ experienced attorneys, Calfee's nationally recognized Employee Benefits and Executive Compensation, Employee Benefits/ERISA Litigation, and ESOP Formation and Operation practice teams handle a significant number of complex and sophisticated legal matters for clients across the country and globally. The firm's employee benefits attorneys are experienced in all types of benefit plans, including defined benefit pension plans, 401(k) plans, ESOPs, executive compensation arrangements, welfare plans, Voluntary Employees' Beneficiary Associations (VEBAs), governmental plans, church plans, 403(b) plans and 457(b) plans. Areas of recent growth include forming ESOPs and pooled employer plans and negotiating pharmacy benefit management contracts. Calfee represents publicly and privately held corporations, nonprofit organizations, banks and trust departments, and government entities in all phases of designing and administering employee benefit programs and related tax and fiduciary duty issues. Calfee has been recognized as a Leading Law Firm for Employee Benefits and Executive Compensation by Chambers USA, most recently in Band 2 in Ohio (2024). "We are delighted to have Erin rejoin Calfee and our Employee Benefits and Executive Compensation Practice Group. Erin is an exceptional attorney, with a high level of expertise in all benefits areas – group health and welfare plans, defined benefit pension plans, profit-sharing and 401(k) plans, ESOPs, top hat plans, and equity and long-term incentive plans. She also regularly assists clients in handling challenging benefits issues, including in mergers and acquisitions. Erin's broad skillset and experience at national and multinational law firms will further strengthen our highly ranked Employee Benefits practice group and help drive outstanding results for our clients," said Robert A. (Bob) Miller, Partner and Chair of Calfee's Employee Benefits and Executive Compensation practice group. Calfee regularly advises large employers and governmental retirement systems on designing and administering their employee benefit plans, including drafting plan documents and summary plan descriptions, administering claims requests and appeals, and negotiating with recordkeepers, third-party plan administrators, pharmacy benefit managers, and other service providers. In addition, Calfee advises clients with large pension plans and 401(k) plans on matters related to the investment of their plan assets, such as investment manager and adviser arrangements, investments in private equity and hedge funds, transition management arrangements, and compliance with regulatory requirements. 'Calfee continues to attract top local talent as we strategically grow our Cincinnati office, and we are thrilled to have Erin join Calfee as our newest partner,' said John A. Mongelluzzo, Partner-in-Charge of Calfee's Cincinnati office. 'Erin's knowledge and experience are great additions to our firm's robust ERISA practice, and she will further enhance Calfee's ability to meet the unique needs of our clients.' About Calfee, Halter & Griswold LLP Calfee, Halter & Griswold LLP is a full-service, corporate law firm with 160 attorneys and professionals and five offices in Cleveland, Columbus, Cincinnati, Indianapolis, and Washington, D.C. Calfee serves clients in the Midwest, nationally and globally in the areas of Corporate and Finance, Employee Benefits and Executive Compensation, Energy and Utilities, Estate and Succession Planning and Administration, Government Relations and Legislation, Intellectual Property, Investment Management Law, Labor and Employment, Litigation, and Real Estate Law. Calfee has been recognized as a leading law firm by the Chambers USA 2024 Legal Guide in Antitrust, Banking & Finance, Bankruptcy/Restructuring, Corporate/M&A, Employee Benefits & Executive Compensation, Energy & Natural Resources, Environment, Government Relations: State & Local, Insurance: Policyholder, Intellectual Property, Investment Funds: Regulatory & Compliance, Labor & Employment, Litigation: General Commercial, Litigation: White-Collar Crime & Government Investigations, and Real Estate Law and by the Chambers High Net Worth 2024 Guide in Private Wealth Law. A founding member of Lex Mundi, Calfee offers international representation through a network of independent law firms with access to 22,000 attorneys located in more than 125 countries. Additional information is available at Attachment Erin E. Shick, Employee Benefits and Executive Compensation Partner CONTACT: Susan M. Kurz Calfee, Halter & Griswold LLP 2166228346 skurz@ in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
26-05-2025
- General
- Yahoo
Stones River National Battlefield, Cemetery host events throughout Memorial Day weekend
MURFREESBORO, Tenn. (WKRN) — The Stones River National Battlefield and Cemetery in Murfreesboro held a series of events over Memorial Day weekend to honor fallen U.S. military personnel. The Stones River National Battlefield is a significant historical site that commemorates the Battle of Stones River, which was one of the bloodiest conflicts of the Civil War, according to the National Park Service. Every year, the battlefield and the Stones River National Cemetery dedicate Memorial Day weekend to remembering the ones who sacrificed their lives for America. 'Yesterday, we had almost 500 youth, scouts, and families come out and they placed flags on all the 7,100 or so graves in the cemetery,' Park Ranger Jim Lewis said. There's a specific way to fly your US flag on Memorial Day: What to know The ceremony on Sunday, May 25 allowed people to pause, honor all the sacrifices made, and remember the stories not just from people buried in the cemetery, but throughout history. 'We can share these stories with people, particularly on days like Memorial Day when the focus really hardens on the terrible sacrifices that are made,' Lewis said. On Sunday, there were veterans and family members of veterans, like Andrea Calfee. 'I had a much older brother who joined the Army Air Corps in 1944 when he graduated from high school in New York,' Calfee said. What stores, restaurants are open for Memorial Day 2025? Calfee said her husband also served. He was in the Navy. According to Calfee, she has a passion for veterans because of her family ties to the military. She said she looks forward to the Memorial Day ceremony every year: 'It's a beautiful sight when you're driving by.' The Stones River National Cemetery invites people to come out on Monday, May 26 to continue the Memorial Day observance. The cemetery will be open until 7 p.m. that night. Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
Yahoo
08-03-2025
- Business
- Yahoo
Cohen & Co make Tassi and Company acquisition
US-based tax and accounting firm Cohen & Co has acquired Tassi and Company, a boutique accounting and consulting firm based in Chicago. Financial details of the deal have not been disclosed. The transaction, expected to close at the end of March 2025, marks a step in Cohen & Co's growth strategy. It is expected to enhance the firm's national real estate service offering and expand its presence in the Chicago market. Founded by Joe Tassi in 1990, Tassi and Company employs approximately 35 people. The firm focuses on providing tailored services to real estate owners, developers, managers, and investors. It also offers outsourced fund and partnership accounting, property management and development accounting, construction draw accounting, and tax services. Following the closure of the deal, all professionals from Tassi and Company will join Cohen & Co, including Joe Tassi, Terri Nietzel, and Gretchen Sampson, who will join as partners. The team will continue operating from its current office in Deer Park, Illinois. Tassi and Company founder and principal Joe Tassi said: 'Cohen & Co shares our core cultural and entrepreneurial philosophies rooted in client service and taking care of our people. 'This is the natural next step for our firm as we plan for our future. We are impressed with Cohen & Co and are confident our clients and teammates will benefit from their leadership and strategic vision.' Calfee, Halter & Griswold served as legal counsel to Cohen & Co, while Creative Planning provided legal counsel to Tassi and Company during the transaction. Cohen & Co CEO Chris Bellamy said: 'We are excited to welcome Tassi and Company to our firm. 'The real estate and construction industry is an important growth area and one that we've made a priority for investment. This transaction will provide additional expertise and scale for the benefit of our clients, as well as new career path opportunities for employees of both firms.' Cohen & Co's growth plans are further supported by its recent investment from Lovell Minnick Partners in late 2024. This investment is designed to meet the increasing needs of the firm's clients across various industries and markets. Earlier in 2025, Cohen & Co also completed its acquisition of Tax and Wealth Management, based in Cleveland, Ohio, marking another milestone in its expansion efforts. "Cohen & Co make Tassi and Company acquisition " was originally created and published by International Accounting Bulletin, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site. Sign in to access your portfolio
