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Most employers, regardless of size, are subject to both of these new laws!
Take a look at some of the takeaways:
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- How Much Paid Sick Leave Must Employers Provide?
- How is Paid Sick Leave Calculated?
- When do I need to Start Offering Paid Sick Leave?
- Does is Apply to My Small Business?
- Does it Apply to Part-Time, Per Diem or Temporary Employees?
- When can Sick Leave be Taken?
- Who Qualifies as a Family Member Under the New Law?
- Can an Employer Require Notice or Documentation From Employees?
- How to Properly Maintain Record Keeping.
- What Notices Requirements are Company Required to Follow?
- How do I know If I’m following the requirements of the Equal Pay law?
Shareholder Elizabeth Garcia is a world traveler, fluent in three languages--English, Portuguese and Spanish. Her travels aid her in understanding how culture and heritage impact the relationships and the workplace. In her employment and labor law practice Liz uses this perspective to assist employer clients manage issues and challenges with their employees. Knowing each client or litigation matter is unique, Liz combines her broad experience with curiosity, purpose and determination to win to learn about her clients’ corporate culture and challenges. She offers legal solutions to address immediate concerns as well as proactive advice to mitigate future litigation.
Liz works with both private and public sector employers on a wide variety of issues arising under federal and state employment laws such as anti-discrimination laws,
“whistleblower” laws, family leave acts, Fair Labor Standards Act, American with Disabilities Act, National Labor Relations Act, Public Employer-Employee Relations Act, and many others. As a champion of proactive human resources policies, she conducts frequent training sessions for management, supervisors and employees on countless topics, ranging from anti- harassment to wage and hour compliance. She also provides guidance on best practices for employee handbooks.
During her career, Liz has:
- Litigated and defended public and private entities in harassment, discrimination, whistle blower, equal pay lawsuits and other topics involving civil rights, non-compete, non-solicitation, and other breach of contract claims. Negotiated public and private union contracts.
- Handled grievance arbitrations.
- Prosecuted unfair labor practices.
- Drafted employment agreements for upper level management.
- Negotiated separation agreements.
- Counseled entities on day to day labor and employment related issues.
- Worked with human resource directors with problem employees, layoff and other complex human resource matters.
For the small business owner, Liz provides counsel on labor and employment issues unique to each company and industry. She meets her clients “where they are” and helps them make incremental changes to build compliant businesses.
For her public sector clients, Liz also offers guidance on civil rights, government liability, and municipal and governmental relations. In addition, Liz represents municipal clients before the Public Employment Relations Commission (PERC) and her private clients before the National Labor Relations Board (NLRB), in issues including unfair labor practices, mediations and arbitration. She is also well versed on civil service and pension laws.
Andrew tries to resolve problems through a collaborative process, one where the different sides work together with mutual respect to hopefully reach a desirable solution. But he is not afraid to take it up a notch and do what it takes to vigorously defend his clients against unreasonable and unacceptable positions.
Education and discipline shape much of his philosophy. As the grandson of a dean of Jilin University who educated future national leaders and a retired Chinese Nationalist Party army general who fought invading armies, Andrew brings a unique perspective to his practice in the area of School Law.
With nearly twenty years of experience in litigation, Andrew has represented a diverse group of clients, ranging from private individuals and companies (including a Fortune 500 national retailer) to public and governmental entities, authorities, and employees, as well as New Jersey school districts and their administrators, staff and employees, in the state, federal and administrative courts. In that time, Andrew has handled a wide range of legal matters, including negligence claims (motor vehicle liability, defective products liability, dangerous conditions of residential/commercial premises, and police and governmental liability), civil rights and unlawful discrimination/employment claims, public and private contract cases, and construction defect and delay claims.
Whether representing them in negligence and tort claims (from premise liability to sexual harassment), special education, anti-harassment, intimidation and bullying (HIB), public employment, public contracting/bids and school construction, and OPRA matters, or giving proactive advice to protect the legal rights or managerial prerogatives of school districts, Andrew is keenly aware of the regulatory, fiscal and administrative constraints under which boards of education operate. Efficient and effective legal services and thoughtful counsel, responsive to the specialized needs of local boards of education, are the hallmark of Andrew’s approach to the practice of school law.