Should I Consult With an Employment Attorney to Protect My Small Business?
Consulting with a Columbus, Ohio, employment attorney can save a small business owner time, money, and frustration. Many federal and state laws put into place to protect workers’ health and rights apply to all companies regardless of how many people they employ. Even if you are a smaller employer, state laws apply to your business.
Beyond statutory considerations, well-run businesses of any size also need social media policies, written documentation of rules and procedures, and advice on how to handle issues like alcohol and drug use by employees. Some businesses will also need to know how to comply with the union, federal, and state contracts; how to hire freelancers and independent contractors; and how to keep and ensure the privacy of employee records.
Dealing with an unintentional or merely alleged violation of an employment regulation can create so much disruption and financial strain that staying in operation becomes impossible. Sitting down with an employment law lawyer before starting or expanding your own Columbus business will help you focus on serving customers and growing revenues instead of fighting your way through legal proceedings.
The following table outlines several of the laws and regulations a Columbus-based employment attorney with the Friedmann Firm can explain in detail. Consultations can include discussions of best practices for compliance and advice on how to ensure employees and job candidates know you are taking every step to keep them safe, pay them adequately and avoid discrimination.
Examples of Federal and State Employment Laws That Your Small Business May Have to Comply With
|Fair Labor Standards Act||Minimum wage, compensation equal to a minimum hourly wage for workers who earn tips and commissions, overtime rates (e.g., time-and-a-half of the regular hourly rate), classification of employees as full-time, part-time, contract, temporary, and whether employees are eligible for overtime based on their job duties (exempt or non-exempt).
**Consult with The Friedmann Firm as to whether your business must comply with the FLSA**
|Occupational Safety and Health Act (OSHA)||Protections from physical harm, exposure to toxic materials, and repetitive stress injuries; whistleblower protection for those who blow the whistle about violations of OSHA.|
|Equal Pay Act||Paying all workers who are doing the same jobs the same wage or salary regardless of age, sex, or other characteristics|
|Uniformed Services Employment and Reemployment Act (USERRA)||With exceptions, allowing military reservists called to active duty to return to their civilian job; also with exceptions, keeping employees called away to active duty eligible for accruing job tenure and earning leave, raises, and promotions. Cannot discriminate against an employee based on military status and/or drill obligations.|
Businesses With Over 15 Employees
|Americans With Disabilities Act (ADA)||Making business accessible to people with physical disabilities; providing reasonable accommodations for mental and physical disabilities when an employee or job candidate is otherwise qualified to hold a position.|
|Title VII of the Civil Rights Act of 1964||Permitting no discrimination, harassment, or unequal treatment on the basis of race, color, religion, sex, sexual orientation, ethnicity, or national origin.|
|Pregnancy Discrimination Act||Not reassigning, changing the pay, or altering the responsibilities of women who become pregnant or return to work after giving birth.|
Businesses With 20 Employees
|Age Discrimination in Employment Act (ADEA)||Not paying less or denying employment opportunities to people just because they are older than 40|
|COBRA (Consolidated Omnibus Budget Reconciliation Act)||Offering employees who leave a job voluntarily or due to a layoff the opportunity to continue paying for their employer-sponsored health insurance plan. Must send a COBRA notice to the employee.|
Businesses With 50 Employees
|Family and Medical Leave Act||Providing employees with up to 12 weeks of leave because of a serious medical condition or to care for a relative with a serious medical condition. Consult with The Friedmann Firm about what a serious medical condition is and your obligations to employees under the FMLA.|
|Affordable Care Act||Offering employees an employer-sponsored health care plan or paying employees subsidies they can use to buy health insurance on their own.|
You can request a consultation with a Columbus employment law lawyer by calling the Friedmann Firm at 614.610.9755 or completing this online contact form. Let us help you stay in compliance.
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Rachel was absolutely amazing. As an attorney she really took the time to really listen to my concerns. She was honest and kept me informed every step of the way. The outcome was favorable on my behalf and I appreciate her efforts to achieve a good outcome. I would highly recommend her and the Friedmann firm to represent me if ever needed in future.
Working with Rachel Sabo from Friedmann Firm was absolutely amazing! She upholds integrity, honesty and without a doubt fights for what is right! Rachel was extremely transparent and real! Please don’t let wrong be right, Rachel will strive to advocate and put her whole heart in obtaining resolve in your situation! What an absolute blessing, she won my case in less than 1 week💪
My experience with the Friedmann Firm is an absolute 5 stars. From my very first call with Karen, to all of my communication with Rachel, everything exceeded all of my expectations. Rachel and Karen were so caring and understanding in a very sensitive situation. They responded immediately to any questions or concerns I had. I would HIGHLY recommend the Friedmann Firm. They are caring, professional, understanding, and I would trust them with any issue I have in the future.
Rachel and the Friedmann Firm were fantastic to work with. The thought of needing an employment lawyer was scary for me, it was confusing and complex. But Rachel listened, asked questions and took time to really understand me and my priorities. I felt calm, supported and excited for the first time in weeks after talking to her!! We worked together to review everything, set expectations and meet my priorities! Thanks Rachel and team for all your work!!!
Rachel Friedmann of the Friedman Firm was my attorney for a very recent legal matter. I would highly recommend Rachel based on her legal knowledge, her honest appraisal of the matter and expected outcomes, her open communication and timely responses to my questions and the matter itself, and her steadfastness in dealing with the opposing counsel until a final agreement was reached.
Rachel and her staff went over and above the call of duty to help me achieve fiscal resolution to my legal issue. She wasn’t always available to talk but was always responsive via text and email when in court out of the office and even on vacation. I feel she earned her percentage cut.
Couldn’t be happier with the representation I received from Jamie Bailey on my civil litigation case. She worked tirelessly to resolve the case and in the end negotiated a fair settlement on my behalf. I would highly recommend her to anyone! Thanks for everything Friedman law firm.
Friedman Firm was a great help in a difficult time in my life. They went above and beyond to get me back on track. Rachel was so good to work with and is extremely knowledgeable about the law and employment rights. Can't thank them enough for all there hard work. Highly recommend them to anyone.
The Friedmann Firm (specifically Pete Friedmann) represented me through what seemed like a never ending employment discrimination suit. The suit was filed just before Covid shut everything down in 2020. Add to that a former employer who refused to admit fault. In spite of all of that, Pete stood resolute in his representation of me and working for the best outcome for me. We ended up settling prior to trial and I was more than satisfied with the results. Pete was always available to answer questions and reassure me throughout this process. I highly recommend The Friedmann Firm!
Pete Friedmann and his firm are fantastic. He represented me for more than a year going through a suit with a previous employer. He walked me through every step of the process and was always quick to respond to any questions I had. My settlement came in and we parted ways with both sides being pleased with the outcome. I highly recommend the Friedmann firm and wouldn’t hesitate to use them again in the future if the need arose. Thank you, Pete!
Rachel and the Friedmann Firm have been amazing to work with. Rachel was very helpful, listened to our concerns and took our case. She communicated well throughout and really worked for us. We were very well represented!
I loved working with The Friedmann Firm. Rachel and Jamie are exceptional lawyers and were diligent in reviewing my case and letting me know of my options. Jamie was extremely thorough and handled even the smallest details of my case with ease. The entire process was seamless and they were always quick to respond to emails and calls. I would definitely recommend working with The Friedmann Firm.
I would recommend Rachel Sabo Friedmann and the Friedmann firm for severance negotiations. Rachel was always available and responsive and made an effort to ensure I was updated on every step of the process. Her diligent efforts produced a prompt resolution and we are very happy with the results!