Latest news with #Norton
Yahoo
2 days ago
- General
- Yahoo
Hubbard wins first district title in program history
LORAIN, Ohio (WKBN) – Hubbard topped Norton 3-0 in eight innings in the Division IV Baseball District Final on Thursday at the Pipe Yard in Lorain. With the win, the Eagles claim their first district championship in program history. The Eagles plated all three runs in the top of the eighth inning to seal up the victory. With the win, Hubbard advances to the Division IV Regional Semifinals. The Eagles will face the winner of Canfield/Field on Tuesday at 5 p.m. at Thurman Munson Memorial Stadium in Canton. Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
CNBC
2 days ago
- Business
- CNBC
There's a 'weird dichotomy' between the Magnificent Seven and the rest of the market
Stocks appear to have come full circle since the start of the year, but with one key difference: the "Magnificent Seven" stocks are not as expensive as they were coming into 2025. The S & P 500 is virtually unchanged on the year, following an extraordinary selloff and recovery over the past two months. In that time, the index slumped 20% from its February peak following the April 2 tariff announcement, then made back all those losses. The broader index is now a little more than 3% off its record high. For all off of 2025, the broad market index has eked out a 0.8% gain, not including reinvested dividends. .SPX YTD mountain S & P 500 in 2025 This time, however, there's a different nuance in the market, according to Marta Norton, chief investment strategist at Empower Investments. She pointed out that while the overall market is more expensive than it was at the start of the year, the Magnificent Seven stocks are cheaper than they were. "At the start of the year, the Mag Seven were very expensive, and you felt like that was going to lead the market down. But at this point in the year, Mag Seven is, you know, certainly rallied back a bit, but it's cheaper than it looked at the start of the year, and it's the rest of the market around the Mag Seven that looks expensive," said Norton. "So, there's this weird dichotomy where the area of greatest risk doesn't look to be quite as big a risk, at least from a valuation standpoint, that it had [at] the start of the year," Norton added. Take Nvidia , which started 2025 with a forward P/E of 31.3, is now trading at 29.6 forward earnings, according to FactSet data. Apple , which was at 33.0, now sells for 26.6 times the coming year's profits. Google-parent Alphabet , which was trading at 21.1, is now at 17.7. Amazon , previously at 35.2, now changes hads at 31.3. Only two of the megacaps stocks trade above their Dec. 31 forward valuations. Meta Platforms , which was at 23.0, is now at 24.3. Microsoft , once at 29.9, is now 30.6. Meanwhile, the broader market looks more expensive. The S & P 500, at 21.3 currently, is trading about where it was in December. But consumer staples companies were at 18.6 times at the end of last year, and are now at 19.9. The cheaper Mag Seven valuations suggest there could be some momentum left in the market even after its huge upswing since early April, since the elite group combined accounts for roughly 30% of the S & P 500 market value. Norton, however, is skeptical the market will rally meaningfully higher in 2025. She thinks the S & P 500 will be rangebound for the rest of the year as expensive valuations in the rest of the market, as well as the impact of tariffs on corporate earnings, will offset any benefits from deregulation later this year. "Should we see the Mag Seven continue to recover, that would certainly be a force for strength in the market, but we still have to watch that remaining 70%," Norton said. Other Wall Street firms are sounding similar concerns. In fact, a note from UBS said that "MAG-7 dominance risk has yet again returned" following Nvidia's latest earnings beat, a development that suggests the market is "now priced for perfection and is vulnerable to even slightly disappointing news."
Yahoo
2 days ago
- Business
- Yahoo
Knowing when it's time to talk to an employment attorney
When a workplace-related issue arises, you may need an employment attorney for legal advice. But when is it appropriate to reach out? Employment lawyers provide legal counsel to employers and employees facing workplace-related issues. They offer a wide range of services, including helping clients navigate state and federal employment law, ensuring businesses are legally compliant, drafting employment contracts, investigating employment disputes, and litigating disputes. But how do you know when it's a good time to talk to an employment attorney for your own employment-related issues? Below, LegalZoom unpacks everything you need to know about employment attorneys, when to contact them for legal advice, and how to hire the right one for your circumstances. There are basically two types of employment attorneys. One type focuses on plaintiffs or employees—sometimes referred to as an employment discrimination attorney, employment rights attorney, or federal employment attorney—and the other focuses on defendants or employers—also known as management attorneys. Usually, an employment attorney either focuses on one side or the other, but there are some attorneys who will take clients from either side. An employment lawyer can help employers and employees work together to reach a resolution in the event of a problem. If your employer-employee relationship becomes strained on account of a dispute involving wages, workplace safety, discrimination, or wrongful termination, it's helpful to consult an employment lawyer who can explain both sides' rights and duties. 'An employment attorney deals with any aspect of employment,' says attorney and shareholder Mark Levitt of Allen, Norton, and Blue. 'That could be discrimination, wage equality, hour allotment issues, creating new employee handbooks and codes of conduct, safety issues under the Occupational Safety and Health Act, or just about anything related to employment.' In short, this kind of attorney helps ensure that employers comply with employment laws and that employees are treated fairly. Here is what an employment attorney can do for you: Gives legal advice Employment lawyers provide legal counsel on rights and responsibilities outlined in federal and state employment legislation, such as the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). They help employees determine if their rights were violated and decide whether or not to pursue legal action. They also provide legal advice to employers who have claims filed against them and work to investigate, negotiate, and resolve the complaints. Creates employee handbooks and agreements Legal experts in employment issues draft and review employee handbooks and workplace safety policies to ensure they comply with labor laws and regulations. Negotiates and reviews employment contracts These lawyers negotiate, write, and review employment contracts and independent contractor agreements to ensure the terms are legal and fair. This involves examining the terms and conditions outlined in severance contracts, non-compete and non-disclosure agreements, and executive compensation packages. Advises on independent contractors In addition to helping employers draft independent contractor agreements, lawyers help ensure contractors understand how they're classified and how their contractor rights may differ from employee rights. Monitors regulatory compliance Employment lawyers help businesses comply with labor and employment regulations and state and federal employment law, helping prevent noncompliance issues that could otherwise lead to litigation. Aids with litigation and administrative proceedings Employment lawyers represent employees and employers in court during employment litigation and before employment-related boards and agencies, such as the Equal Employment Opportunity Commission (EEOC), the Department of Labor (DOL), and the National Labor Relations Board (NLRB). Provides representation in disputes During court proceedings, lawyers represent their clients and work to resolve disputes related to discrimination, harassment, wrongful termination, breaches of contract, wage and hour issues, and other violations of state and federal labor laws. They also negotiate on behalf of their clients' interests on potential settlement of legal claims. The unfortunate truth is that layoffs are a recurring theme in business, especially during economic downturns. Layoff data from the U.S. Bureau of Labor Statistics (BLS) illustrates this best—widespread job cuts in the private sector followed the dot-com crash in 2001, the financial crisis in 2008–2009, and the 2020 pandemic in dramatic fashion. Today, many businesses are once again under pressure to cut costs—whether due to shifting trade and tariff policies, supply chain disruptions, or persistent inflation. As in the past, economic pressures like these often lead companies to reduce staff. That said, not all layoffs are legally permissible. Most private-sector employees work at-will, meaning they can be let go for almost any reason. But even in at-will employment, there are limits. Some layoffs may still constitute wrongful termination if they involve the following: Breaches of contract, such as violating employment terms, withholding agreed-upon severance payments, or failing to follow standard disciplinary procedures. Employment law violations, including terminations based on discrimination, harassment, retaliation, or targeting of protected classes. If you believe your layoff was the result of one of these issues, it might be time to speak with an employment lawyer. Before you meet with one, it helps to gather any documentation that can support your case, such as written communications from your employer, your employment contract, the employee handbook, and a layoff notice. Federal employees can work with employment attorneys—and in many cases, they should. Layoffs in the federal workforce, formally known as reduction-in-force (RIF), are handled very differently than layoffs in the private sector. Federal agencies group employees by location and job type, then rank them using factors like tenure, military service, and recent performance to determine who stays and who is let go. Because of these complex procedures, it makes sense to at least meet with an employment attorney for a consultation. Many offer free initial meetings, which can help you understand your legal standing and whether you may have a valid claim. It's also important to act quickly—if you believe the agency failed to follow RIF regulations, you only have 30 days to file an appeal with the Merit Systems Protection Board (MSPB). With so many variables at play, an attorney can help you decide how to move forward and protect your rights in the process. As an employer, there are times when you might need a consultation with an employment attorney regarding your business or employees. This might involve having your lawyer review your business to ensure it's compliant with state and federal laws and to help prevent legal issues from arising in the first place. In other cases, you may want a lawyer's advice and counsel when a workplace-related issue arises, like if a former employee claims they experienced wrongful termination or sexual harassment at your workplace. It's also important to stay in regular contact with a lawyer along the way to ask questions, get clarification, and ensure your business is on the right track. Some instances when you, as an employer, may want to consult with an employment lawyer include the following: Writing your employee handbook: You need help ensuring your handbook is compliant. Drafting employment agreements: You want employment contracts, non-compete clauses, and severance agreements that comply with legal standards. Compliance with labor laws: Your business needs to be compliant with employment laws. Handling employee disputes: You need legal guidance when dealing with issues like workplace discrimination, sexual harassment, and employee rights. Workplace investigations: You're investigating allegations of misconduct or harassment within or against your workplace. Legal representation: You need legal representation during court or board proceedings. Training management: You're training managers and your HR department on legal compliance, best practices, and appropriate hiring and firing procedures. Restructuring your business: You need legal advice during mergers, layoffs, acquisitions, and divestments. Protecting information: You need to ensure your business' confidential and proprietary information stays private. For a real-world example: Let's say you want to seek legal advice from your employment lawyer concerning an age discrimination claim a former employee has filed against your business. In this example, your lawyer will review the claim, evaluate the evidence and circumstances, and provide advice on how to mitigate the situation. If the claim should proceed to court, then your lawyer can represent you and help resolve the dispute. Whether you're an employer looking to create legally compliant documents or facing an employee complaint, it's never too early to seek advice from a lawyer. In fact, as an employer, staying in regular contact with a lawyer can be extremely beneficial, as it can help ensure you're in a good position to address any current or future claims against you. As an employee, you may find yourself in a situation where you'd like to meet with an attorney to discuss your legal options. An employment attorney can help you navigate the laws, determine if your employee rights were violated, and decide whether further action is necessary. This might involve exhausting internal remedies or ultimately filing a claim against your employer, workplace, or another employee. The following are some examples of when an employee may turn to an employment attorney for help: Wrongful termination: You believe you were fired without a valid reason, or the reason given violates employee protection laws. Discrimination: You faced unfair treatment at your workplace due to a protected characteristic, such as your age, disability, religion, race, gender, or sexual orientation. Harassment: You endured sexual harassment or a hostile work environment. Wage and hour issues: You dealt with wage and hour issues that violated the Fair Labor Standards Act (FLSA), such as not receiving overtime pay or being denied unpaid meal breaks. Retaliation: You experienced retaliation, such as a demotion, after whistleblowing or filing a complaint, which are legally protected actions. Unsafe work conditions: You are concerned your workplace is in violation of the Occupational Safety and Health Act (OSHA). Contract disputes: You would like clarification or help with disputing the terms in one of your workplace documents, such as your employment contract or confidentiality agreement. Leave issues: You faced challenges when taking or returning from legally protected leave. If you're unsure whether your situation warrants legal action, consider scheduling a consultation with an employment lawyer to gain clarity. Let's look at a real-world example: You think you were unfairly treated at your job due to your sexual orientation. Perhaps your boss overlooked you for a promotion several times despite your excellent performance record, and that's coupled with comments from other employees or superiors about LGBTQ+ people or you personally. Because your sexual orientation is a protected class (along with other characteristics, like your national origin, age, gender, and religion) your attorney will review the facts and determine whether promotion discrimination was at play. If there is evidence you did face discrimination, your lawyer will help you take the appropriate legal action and file a workplace discrimination claim. Another scenario in which you, as an employee, might want to reach out to an employment law firm is if you've faced challenges associated with legally protected leave. For instance, if you were fired after taking medical leave for a serious health condition. The Family and Medical Leave Act (FMLA) provides job-protected leave for employees with medical conditions that make them unable to work, meaning your workplace cannot terminate you due to your inability to work. Therefore, you would want to schedule a consultation with an employment lawyer to determine if your workplace wrongly terminated you in violation of the FMLA. We've provided some examples of scenarios that might require an employee to consult with a lawyer, but at what point should an employee reach out? An employee should seek legal advice when they perceive an issue and no solution is provided by their employer. However, you don't necessarily need to hire a lawyer right off the bat. You can take other avenues, such as contacting the EEOC, which will investigate your claim and help determine if you have sufficient evidence. Based on the results of the investigation, the EEOC may offer further guidance or recommend that you hire an attorney. However, regardless of the EEOC's findings, you are welcome (and encouraged) to seek legal counsel at any time. A big part of choosing an appropriate employment lawyer involves doing your homework. Research their professional background to ensure they have the skills, knowledge, significant experience, and expertise to address your situation. Consider seeking out a lawyer with a specialization in your particular area of concern. So, what should you look for when hiring an employment lawyer? Consider some of the following: Licensed. Is the lawyer licensed and in good standing in the state where you live or work? Experience. How many years have they been practicing? And have they taken on employment law cases like yours before? Areas of expertise. Do they specialize in the area where you need legal guidance? Track record. What does their professional history look like? Have they been involved in any ethical violations or disciplinary matters? Reputation. What are other lawyers and previous clients saying about their experiences working with this lawyer? Personality. Do you feel comfortable working with this lawyer, and can you effectively communicate with each other? Legal fees. What is their legal fee structure? Can you afford the fees, and are you aware of any hidden or unexpected charges associated with hiring them? From reviewing testimonials to assessing their communication style, take the time to ask questions and determine if a particular lawyer is the right fit for you. As an employee, there are a few things you can do to protect yourself and prepare for meeting with an employment lawyer. Document everything Employees who believe they are being discriminated against in some way or are not being paid correctly, etc., should keep accurate records of incidents, including dates and times. Note any witnesses. All of this information will be helpful for the agency or attorney should the employee decide to pursue action. This means capturing emails, screenshots, Slack messages, or anything that can help an employee make a case that a violation or breach occurred. Know the code As an employee, your employment terms and rule of engagement are clearly outlined in the documents you signed the day (or day before) you become an employee of the firm. It is incredibly important to make sure you are firmly aware of the employee code so that you know when a violation has occurred. Follow protocol The quickest way to undermine your own case is to not follow the proper standard operating procedures that your firm has in place when a violation occurs. Most companies have a strict mandate in place that a violation must be followed up on by an investigative board. That requires the employee to file a complaint with HR before involving outside sources. If your company has this policy, you'll want to follow it to the letter to ensure you are still entitled to litigation if all other avenues are exhausted. There are a plethora of labor laws an employer could easily violate unknowingly, and since there are different employee count and tenure thresholds for different laws, it's helpful to get guidance from an attorney. Here are other ways employers can help protect themselves: Codify rules and culture 'Even very small companies should have an employment handbook,â' Levitt cautions. 'It should have policies and rules in place for equal opportunity employment. The handbook should clearly address how employees can register a complaint with the company or file grievances over discrimination. At that point, every employer has the duty to investigate and determine whether or not there was unlawful conduct.' Practice what you preach Many business owners and leaders have failed because they did not treat all employees equally. You must use the rulebook that you wrote as a strict living document that governs how each employee engages with you, how you engage with them, and how they engage with each other. Leave nothing to chance As a company owner or leader, your actions are visible to everyone. Maintain an open door policy. Document your communications so there is no misunderstanding and workplace policies can be referenced with clarity. Navigate termination effectively If you have to terminate, do it with an employee termination letter drafted by experts. Do not attempt to navigate the hoops of terminating an employee legally by yourself. This can raise risks that you will be unlikely to mitigate in the future. Still have questions regarding employment lawyers? Check out some answers to some frequently asked questions below: When is the best time to seek advice? 'As soon as an employee believes something is wrong and no remedy is forthcoming from the employer is the best time to seek out advice,' Levitt says. As soon as you experience a workplace-related issue, reach out to a lawyer for advice. In addition, depending on the concern, the Equal Employment Opportunity Commission (EEOC) may be able to help investigate the issue and provide additional guidance. How much does an employment attorney cost? The cost of hiring an employment attorney will depend on various factors, such as the specific lawyer, the law firm they work for, their level of expertise, and how long they've been in business. Some lawyers work on a contingency basis, which means the outcome of the case determines how much they get paid. For example, if they win the case, they'll earn a percentage of what their client receives, but if they lose, they won't get paid. Meanwhile, other lawyers charge hourly fees, ranging anywhere from around $250 to more than $1,000 an hour, and may require a retainer. Can freelancers consult an employment lawyer? Yes, freelancers can consult with employment lawyers. However, it's important to understand that freelance contractors or independent contractors are self-employed and treated as their own businesses, so they are not considered employees. This means they do not share the same rights as employees under certain employment and labor laws. It is strongly recommended to make sure you have a robust attorney-drafted independent contractor agreement in place before you take on new work. If these terms or the terms of federal law are violated, an independent contractor should reach out to an attorney. This will help you in the event of nonpayment or even termination without just cause. What are the potential outcomes of an employment dispute case? Each case is unique, but there are generally a few ways things could go. For one, the court could dismiss the claims and throw out the case before it ever goes to trial. Or both parties could agree to a settlement to resolve the case outside of court. Another potential outcome is that one party is found liable and is responsible for the damages, such as paying compensation, or the party is not found liable and not responsible for any damages. What can employers and employees do to protect themselves? Employers should create an employee handbook containing policies and rules for equal opportunity employment. The handbook should clearly address how employees can register a complaint with the company or file grievances over discrimination. At that point, every employer has the duty to investigate and determine whether or not there was unlawful conduct, which is where consulting an experienced employer defense attorney can provide invaluable guidance and legal support. As for employees, they should review their employment documents, familiarize themselves with their employee rights, and keep records of any instances of misconduct. If a workplace incident does occur, they should report it to their employer and request a consultation with the EEOC and/or an attorney. Can an employer be forced to rehire a laid-off employee? In most cases, no. If the original layoff wasn't wrongful, there's generally no legal reason that would force an employer to rehire a laid-off employee. Because most employment is at-will, employers usually aren't required to provide a reason for hiring (or not rehiring). However, in some cases, union contracts or collective bargaining agreements may require employers to offer rehire opportunities to former employees before recruiting new hires. If you're unsure whether your employer should be obligated to rehire you, it's best to contact an employment attorney for advice. Diane Faulkner and Chloe Packard contributed to this article. This story was produced by LegalZoom and reviewed and distributed by Stacker.
Miami Herald
2 days ago
- Business
- Miami Herald
Knowing when it's time to talk to an employment attorney
Knowing when it's time to talk to an employment attorney When a workplace-related issue arises, you may need an employment attorney for legal advice. But when is it appropriate to reach out? Employment lawyers provide legal counsel to employers and employees facing workplace-related issues. They offer a wide range of services, including helping clients navigate state and federal employment law, ensuring businesses are legally compliant, drafting employment contracts, investigating employment disputes, and litigating disputes. But how do you know when it's a good time to talk to an employment attorney for your own employment-related issues? Below, LegalZoom unpacks everything you need to know about employment attorneys, when to contact them for legal advice, and how to hire the right one for your circumstances. What is an employment attorney? There are basically two types of employment attorneys. One type focuses on plaintiffs or employees-sometimes referred to as an employment discrimination attorney, employment rights attorney, or federal employment attorney-and the other focuses on defendants or employers-also known as management attorneys. Usually, an employment attorney either focuses on one side or the other, but there are some attorneys who will take clients from either side. What does an employment attorney do? An employment lawyer can help employers and employees work together to reach a resolution in the event of a problem. If your employer-employee relationship becomes strained on account of a dispute involving wages, workplace safety, discrimination, or wrongful termination, it's helpful to consult an employment lawyer who can explain both sides' rights and duties. "An employment attorney deals with any aspect of employment," says attorney and shareholder Mark Levitt of Allen, Norton, and Blue. "That could be discrimination, wage equality, hour allotment issues, creating new employee handbooks and codes of conduct, safety issues under the Occupational Safety and Health Act, or just about anything related to employment." In short, this kind of attorney helps ensure that employers comply with employment laws and that employees are treated fairly. Here is what an employment attorney can do for you: Gives legal advice Employment lawyers provide legal counsel on rights and responsibilities outlined in federal and state employment legislation, such as the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). They help employees determine if their rights were violated and decide whether or not to pursue legal action. They also provide legal advice to employers who have claims filed against them and work to investigate, negotiate, and resolve the complaints. Creates employee handbooks and agreements Legal experts in employment issues draft and review employee handbooks and workplace safety policies to ensure they comply with labor laws and regulations. Negotiates and reviews employment contracts These lawyers negotiate, write, and review employment contracts and independent contractor agreements to ensure the terms are legal and fair. This involves examining the terms and conditions outlined in severance contracts, non-compete and non-disclosure agreements, and executive compensation packages. Advises on independent contractors In addition to helping employers draft independent contractor agreements, lawyers help ensure contractors understand how they're classified and how their contractor rights may differ from employee rights. Monitors regulatory compliance Employment lawyers help businesses comply with labor and employment regulations and state and federal employment law, helping prevent noncompliance issues that could otherwise lead to litigation. Aids with litigation and administrative proceedings Employment lawyers represent employees and employers in court during employment litigation and before employment-related boards and agencies, such as the Equal Employment Opportunity Commission (EEOC), the Department of Labor (DOL), and the National Labor Relations Board (NLRB). Provides representation in disputes During court proceedings, lawyers represent their clients and work to resolve disputes related to discrimination, harassment, wrongful termination, breaches of contract, wage and hour issues, and other violations of state and federal labor laws. They also negotiate on behalf of their clients' interests on potential settlement of legal claims. Should you talk to an employment lawyer if you're laid off? The unfortunate truth is that layoffs are a recurring theme in business, especially during economic downturns. Layoff data from the U.S. Bureau of Labor Statistics (BLS) illustrates this best-widespread job cuts in the private sector followed the dot-com crash in 2001, the financial crisis in 2008–2009, and the 2020 pandemic in dramatic fashion. Today, many businesses are once again under pressure to cut costs-whether due to shifting trade and tariff policies, supply chain disruptions, or persistent inflation. As in the past, economic pressures like these often lead companies to reduce staff. That said, not all layoffs are legally permissible. Most private-sector employees work at-will, meaning they can be let go for almost any reason. But even in at-will employment, there are limits. Some layoffs may still constitute wrongful termination if they involve the following: Breaches of contract, such as violating employment terms, withholding agreed-upon severance payments, or failing to follow standard disciplinary law violations, including terminations based on discrimination, harassment, retaliation, or targeting of protected classes. If you believe your layoff was the result of one of these issues, it might be time to speak with an employment lawyer. Before you meet with one, it helps to gather any documentation that can support your case, such as written communications from your employer, your employment contract, the employee handbook, and a layoff notice. Can federal employees work with employment attorneys? Federal employees can work with employment attorneys-and in many cases, they should. Layoffs in the federal workforce, formally known as reduction-in-force (RIF), are handled very differently than layoffs in the private sector. Federal agencies group employees by location and job type, then rank them using factors like tenure, military service, and recent performance to determine who stays and who is let go. Because of these complex procedures, it makes sense to at least meet with an employment attorney for a consultation. Many offer free initial meetings, which can help you understand your legal standing and whether you may have a valid claim. It's also important to act quickly-if you believe the agency failed to follow RIF regulations, you only have 30 days to file an appeal with the Merit Systems Protection Board (MSPB). With so many variables at play, an attorney can help you decide how to move forward and protect your rights in the process. How an employment attorney can help employers As an employer, there are times when you might need a consultation with an employment attorney regarding your business or employees. This might involve having your lawyer review your business to ensure it's compliant with state and federal laws and to help prevent legal issues from arising in the first place. In other cases, you may want a lawyer's advice and counsel when a workplace-related issue arises, like if a former employee claims they experienced wrongful termination or sexual harassment at your workplace. It's also important to stay in regular contact with a lawyer along the way to ask questions, get clarification, and ensure your business is on the right track. Some instances when you, as an employer, may want to consult with an employment lawyer include the following: Writing your employee handbook: You need help ensuring your handbook is employment agreements: You want employment contracts, non-compete clauses, and severance agreements that comply with legal with labor laws: Your business needs to be compliant with employment employee disputes: You need legal guidance when dealing with issues like workplace discrimination, sexual harassment, and employee investigations: You're investigating allegations of misconduct or harassment within or against your representation: You need legal representation during court or board management: You're training managers and your HR department on legal compliance, best practices, and appropriate hiring and firing your business: You need legal advice during mergers, layoffs, acquisitions, and information: You need to ensure your business' confidential and proprietary information stays private. For a real-world example: Let's say you want to seek legal advice from your employment lawyer concerning an age discrimination claim a former employee has filed against your business. In this example, your lawyer will review the claim, evaluate the evidence and circumstances, and provide advice on how to mitigate the situation. If the claim should proceed to court, then your lawyer can represent you and help resolve the dispute. The right time for an employer to contact an employment law attorney Whether you're an employer looking to create legally compliant documents or facing an employee complaint, it's never too early to seek advice from a lawyer. In fact, as an employer, staying in regular contact with a lawyer can be extremely beneficial, as it can help ensure you're in a good position to address any current or future claims against you. How an employment attorney can help employees As an employee, you may find yourself in a situation where you'd like to meet with an attorney to discuss your legal options. An employment attorney can help you navigate the laws, determine if your employee rights were violated, and decide whether further action is necessary. This might involve exhausting internal remedies or ultimately filing a claim against your employer, workplace, or another employee. The following are some examples of when an employee may turn to an employment attorney for help: Wrongful termination: You believe you were fired without a valid reason, or the reason given violates employee protection You faced unfair treatment at your workplace due to a protected characteristic, such as your age, disability, religion, race, gender, or sexual You endured sexual harassment or a hostile work and hour issues: You dealt with wage and hour issues that violated the Fair Labor Standards Act (FLSA), such as not receiving overtime pay or being denied unpaid meal You experienced retaliation, such as a demotion, after whistleblowing or filing a complaint, which are legally protected work conditions: You are concerned your workplace is in violation of the Occupational Safety and Health Act (OSHA).Contract disputes: You would like clarification or help with disputing the terms in one of your workplace documents, such as your employment contract or confidentiality issues: You faced challenges when taking or returning from legally protected leave. If you're unsure whether your situation warrants legal action, consider scheduling a consultation with an employment lawyer to gain clarity. Let's look at a real-world example: You think you were unfairly treated at your job due to your sexual orientation. Perhaps your boss overlooked you for a promotion several times despite your excellent performance record, and that's coupled with comments from other employees or superiors about LGBTQ+ people or you personally. Because your sexual orientation is a protected class (along with other characteristics, like your national origin, age, gender, and religion) your attorney will review the facts and determine whether promotion discrimination was at play. If there is evidence you did face discrimination, your lawyer will help you take the appropriate legal action and file a workplace discrimination claim. Another scenario in which you, as an employee, might want to reach out to an employment law firm is if you've faced challenges associated with legally protected leave. For instance, if you were fired after taking medical leave for a serious health condition. The Family and Medical Leave Act (FMLA) provides job-protected leave for employees with medical conditions that make them unable to work, meaning your workplace cannot terminate you due to your inability to work. Therefore, you would want to schedule a consultation with an employment lawyer to determine if your workplace wrongly terminated you in violation of the FMLA. The right time for an employee to contact an employment law attorney We've provided some examples of scenarios that might require an employee to consult with a lawyer, but at what point should an employee reach out? An employee should seek legal advice when they perceive an issue and no solution is provided by their employer. However, you don't necessarily need to hire a lawyer right off the bat. You can take other avenues, such as contacting the EEOC, which will investigate your claim and help determine if you have sufficient evidence. Based on the results of the investigation, the EEOC may offer further guidance or recommend that you hire an attorney. However, regardless of the EEOC's findings, you are welcome (and encouraged) to seek legal counsel at any time. Choosing the right employment lawyer A big part of choosing an appropriate employment lawyer involves doing your homework. Research their professional background to ensure they have the skills, knowledge, significant experience, and expertise to address your situation. Consider seeking out a lawyer with a specialization in your particular area of concern. So, what should you look for when hiring an employment lawyer? Consider some of the following: Licensed. Is the lawyer licensed and in good standing in the state where you live or work?Experience. How many years have they been practicing? And have they taken on employment law cases like yours before?Areas of expertise. Do they specialize in the area where you need legal guidance?Track record. What does their professional history look like? Have they been involved in any ethical violations or disciplinary matters?Reputation. What are other lawyers and previous clients saying about their experiences working with this lawyer?Personality. Do you feel comfortable working with this lawyer, and can you effectively communicate with each other?Legal fees. What is their legal fee structure? Can you afford the fees, and are you aware of any hidden or unexpected charges associated with hiring them? From reviewing testimonials to assessing their communication style, take the time to ask questions and determine if a particular lawyer is the right fit for you. What can employees do to protect themselves? As an employee, there are a few things you can do to protect yourself and prepare for meeting with an employment lawyer. Document everything Employees who believe they are being discriminated against in some way or are not being paid correctly, etc., should keep accurate records of incidents, including dates and times. Note any witnesses. All of this information will be helpful for the agency or attorney should the employee decide to pursue action. This means capturing emails, screenshots, Slack messages, or anything that can help an employee make a case that a violation or breach occurred. Know the code As an employee, your employment terms and rule of engagement are clearly outlined in the documents you signed the day (or day before) you become an employee of the firm. It is incredibly important to make sure you are firmly aware of the employee code so that you know when a violation has occurred. Follow protocol The quickest way to undermine your own case is to not follow the proper standard operating procedures that your firm has in place when a violation occurs. Most companies have a strict mandate in place that a violation must be followed up on by an investigative board. That requires the employee to file a complaint with HR before involving outside sources. If your company has this policy, you'll want to follow it to the letter to ensure you are still entitled to litigation if all other avenues are exhausted. What can employers do to protect themselves? There are a plethora of labor laws an employer could easily violate unknowingly, and since there are different employee count and tenure thresholds for different laws, it's helpful to get guidance from an attorney. Here are other ways employers can help protect themselves: Codify rules and culture "Even very small companies should have an employment handbook,â" Levitt cautions. "It should have policies and rules in place for equal opportunity employment. The handbook should clearly address how employees can register a complaint with the company or file grievances over discrimination. At that point, every employer has the duty to investigate and determine whether or not there was unlawful conduct." Practice what you preach Many business owners and leaders have failed because they did not treat all employees equally. You must use the rulebook that you wrote as a strict living document that governs how each employee engages with you, how you engage with them, and how they engage with each other. Leave nothing to chance As a company owner or leader, your actions are visible to everyone. Maintain an open door policy. Document your communications so there is no misunderstanding and workplace policies can be referenced with clarity. Navigate termination effectively If you have to terminate, do it with an employee termination letter drafted by experts. Do not attempt to navigate the hoops of terminating an employee legally by yourself. This can raise risks that you will be unlikely to mitigate in the future. FAQs Still have questions regarding employment lawyers? Check out some answers to some frequently asked questions below: When is the best time to seek advice? "As soon as an employee believes something is wrong and no remedy is forthcoming from the employer is the best time to seek out advice," Levitt says. As soon as you experience a workplace-related issue, reach out to a lawyer for advice. In addition, depending on the concern, the Equal Employment Opportunity Commission (EEOC) may be able to help investigate the issue and provide additional guidance. How much does an employment attorney cost? The cost of hiring an employment attorney will depend on various factors, such as the specific lawyer, the law firm they work for, their level of expertise, and how long they've been in business. Some lawyers work on a contingency basis, which means the outcome of the case determines how much they get paid. For example, if they win the case, they'll earn a percentage of what their client receives, but if they lose, they won't get paid. Meanwhile, other lawyers charge hourly fees, ranging anywhere from around $250 to more than $1,000 an hour, and may require a retainer. Can freelancers consult an employment lawyer? Yes, freelancers can consult with employment lawyers. However, it's important to understand that freelance contractors or independent contractors are self-employed and treated as their own businesses, so they are not considered employees. This means they do not share the same rights as employees under certain employment and labor laws. It is strongly recommended to make sure you have a robust attorney-drafted independent contractor agreement in place before you take on new work. If these terms or the terms of federal law are violated, an independent contractor should reach out to an attorney. This will help you in the event of nonpayment or even termination without just cause. What are the potential outcomes of an employment dispute case? Each case is unique, but there are generally a few ways things could go. For one, the court could dismiss the claims and throw out the case before it ever goes to trial. Or both parties could agree to a settlement to resolve the case outside of court. Another potential outcome is that one party is found liable and is responsible for the damages, such as paying compensation, or the party is not found liable and not responsible for any damages. What can employers and employees do to protect themselves? Employers should create an employee handbook containing policies and rules for equal opportunity employment. The handbook should clearly address how employees can register a complaint with the company or file grievances over discrimination. At that point, every employer has the duty to investigate and determine whether or not there was unlawful conduct, which is where consulting an experienced employer defense attorney can provide invaluable guidance and legal support. As for employees, they should review their employment documents, familiarize themselves with their employee rights, and keep records of any instances of misconduct. If a workplace incident does occur, they should report it to their employer and request a consultation with the EEOC and/or an attorney. Can an employer be forced to rehire a laid-off employee? In most cases, no. If the original layoff wasn't wrongful, there's generally no legal reason that would force an employer to rehire a laid-off employee. Because most employment is at-will, employers usually aren't required to provide a reason for hiring (or not rehiring). However, in some cases, union contracts or collective bargaining agreements may require employers to offer rehire opportunities to former employees before recruiting new hires. If you're unsure whether your employer should be obligated to rehire you, it's best to contact an employment attorney for advice. Diane Faulkner and Chloe Packard contributed to this article. This story was produced by LegalZoom and reviewed and distributed by Stacker. © Stacker Media, LLC.
Yahoo
2 days ago
- Business
- Yahoo
CT State Colleges and Universities union warns of cuts: ‘Cutting the faculty will diminish … essential supports'
Anticipating faculty layoffs and up to 750 course section eliminations Connecticut State Colleges and University faculty are calling on leadership to use its reserve funds in the millions to stave off potential cuts. Members of the CSU-AAUP urged the CSCU Board of Regents Wednesday to leverage the funds and protect faculty and students. Cindy Stretch, an English professor at Southern Connecticut State University and vice president of CSU-AAUP, said the legislature expects the money accumulated by the System Office to be used for teachers. 'Instead the Board's Finance Committee is channeling Scrooge McDuck and stockpiling our funding in so-called reserve accounts,' she said. CSU-AAUP members argue that the potential cuts would result in fewer course options, a reduction in faculty, larger class sizes, a heavier course load for faculty and fewer opportunities to work individually with students to help them excel. But CSCU officials say that the CSCU reserves are dependent on the funding allocation from the state, which has yet to finalize its budget and that the Board has no authority on how the money is spent, with any cuts made to programs or faculty done at the individual college or university. 'CSCU's colleges and universities plan to use more than $130 million in institutional reserves over the next biennium,' said Samantha Norton, director of communications for Connecticut State Colleges & Universities. 'At this point we do not know how much funding the CSCU system will receive. Our reserve plan is dependent on our funding allocation from the state.' CSCU requested $555.4 million in each year of the biennium, according to Norton. In fiscal year 2026, this is $83.7 million more than what Gov. Ned Lamont proposed in his budget; and in fiscal year 2027, it is $70.3 million more than what the governor proposed in his budget, Norton said. CSCU is a system of four state universities – Central, Eastern, Western and Southern – one community college with 12 campuses and Charter Oak State College, the state's only public online college. Madeline St. Amour, director of communications for the CSU-AAUP, said that the Board of Regents is planning potential cuts of at least $12 million at the four CSUs in fiscal year 2026 and 2027. Guay told the Courant that no number has been finalized yet. 'We are waiting for the budget to be finalized in June,' he said. 'That will dictate what the ask is and what the cuts could be. A lot of the reserves sit at the institutional level and the institutions get together in a shared governance process to agree to how to move the institution forward with their fiscal constraints and reserves.' Adam Joseph, vice chair for external affairs at CSCU, said putting together a budget is like putting together a puzzle. 'We are trying to adapt to what the state funding will be,' he said. 'Each year our institution is operating within the budget that is available to them.' Joseph acknowledged that this has resulted in cuts in some cases over the years. Wearing red shirts that read 'Opening Minds, Opening Doors,' the union members, all faculty members of CSU, attended the board meeting and went directly to Guay, wanting assurances that investments would be made in education. But they said they were not given those assurances, and instead left with no answers. Wendy Wallace, part-time faculty member in the English department at SCSU, said she believes the Board could allocate the funding from its reserves. 'They have the money,' she said. 'It is that simple. They need to allocate it.' But Norton said the vast majority of the reserves at $89 million at the System Office are held for debt service and deferred maintenance and are not readily available. 'It is not required for the state to fund those reserves first as the money is in our accounts,' she said in an email. The state has flat-funded the CSCU system for years, CSU-AAUP members say, leading to cuts over the years that have already left the CSCU system with fewer staff, with increased enrollment. At Southern Connecticut State University, Provost Julia Irwin has proposed a $750,000 cut in the adjunct faculty for the 2025-26 year, which amounts to a 5% cut in part-time faculty across the university. 'I am very concerned about part-time faculty losing jobs, myself included, and I am concerned about how this would impact student learning and resources for students and their opportunity to get an effective education,' Wallace said. Wallace went on further to say that with an evolving society changing so fast and the impact of COVID on learning, students need a lot of 'individual attention and they need to be cared for. 'They need the help, care and support that we as faculty provide,' she told the Courant. 'The value of that can't be understated. Cutting the faculty will diminish our ability to provide those essential supports and essential education that they require.' Michael Brelsford, part-time faculty member in the English department at SCSU, said the cuts will have a huge impact on students, explaining that their whole college career and retention is at stake if they don't have a meaningful experience, also increasing the drop out risk. St. Amour said the potential cuts will not only hurt students because of the limited course offerings but it may affect their ability to graduate on time because of a reduction in services and tutoring. Wallace said, 'It is a matter of do we want to have a world class education in this state or are we going to sacrifice that for dollars?' Stretch told the Courant the English department at SCSU is down a third since she has been there. 'There are a lot of people in our department that don't know if they are going to have a job in the fall,' she said. She also spoke to the reduction in part-time faculty in her department, explaining that 20 years ago they had 80 teaching composition. That number is now down by half to 40. 'There is nothing else to cut without making significant impacts on things like class sizes,' she said. 'What I am concerned about is the Board of Regents does not seem to have a plan or a vision on how to get the reserves and make it possible for us to do the important work we have been doing and continue to do. Give us the resources to meet the needs of the students.' She said students do not want large class sizes. 'They don't want that experience,' she said. 'They want faculty members that know their names.' Fiona Pearson, CCSU sociology professor and chair, said in 2017 the department had a budget of $13,000. Now they are operating on $6,000. They are now expected to do more with less, she explained, with enrollment increasing and full-time faculty dropping in the department from 11 to nine. The department has doubled its part-time faculty, she said.
