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.|
Rachel and Dominick were incredibly helpful throughout the entire process. They got back to me quickly, whenever I had questions, which helped me stay calm during a very stressful time. Rachel was confident in her abilities and knowledge of the labor laws, and she was able to secure a settlement for me. If you ever find yourself in a situation that requires you take action against an employer, I would highly recommend the Friedman Firm. There's no one I would recommend more to be in your corner.
If you are in need of an employment attorney, this is your sign to talk to Rachel and Jamie. Amazing!! They handled my case like the true professionals they are! They stuck to a strategy, even when it seemed like it wasn’t going our way and BAM! We get the outcome we wanted. I couldn’t be happier and I will always return to them if I EVER have an employment issue again. Thank you so much for helping me and my family!
Dedicated! Thorough! Detailed! Professional! Personable! I can keep going with the many qualities Pete and his team have. I highly recommend him!!! You won't be disappointed.
I needed an employment lawyer to work through a non compete. Pete at The Friedmann Firm was listed as one of the three best rated employment lawyers on a local website. I called him in the morning and later that night he was on the case and provided sound council through a very tense negotiation. Don’t take a chance with your career, reach out and get good council. Pete was very responsive every step of the way and delivered positive results. I highly recommend Pete and his Firm!
Rachel was top-notch from start to finish. She was responsible, professional, quick to respond to emails, texts or phone calls. She gives it to you straight, which I prefer! She thinks outside the box and is definitely the dog you want in the fight for you. She does not waste time and immediately dives right in to get the best results she can for you. I would highly recommend Rachel and her firm to anyone who wants to get the job done right, the first time, in a professional, compassionate and decisive manner.
My wife used this firm for a matter she had with her former employer. She could not have been more satisfied with their services. They were timely in responses, courteous, and very thoughtful. This was a difficult process for her and Pete made it so much easier by handling all of the details of her case.
Rachel Sabo of The Friedmann Firm believed in me when no one else did & helped me through every step of my legal process. Very happy with the firm’s professionalism & dedication to my case.
I called them with some questions about my employment and Jamie was very helpful. I didn’t need an attorney to handle a case for me - only to help me navigate an issue I was having at work. She answered my questions and I felt she truly listened to me. I’d recommend this firm to anyone looking for an employment lawyer. Thank you!
Pete resolved issues I was having with my employer in a quick and favorable manner. He is also easy to talk to and understands his clients rights AND needs. You’d do right to call The Friedmann Firm.
I had a terrific experience with Rachel. She handled my case in a very professional manner. She made herself available and always kept me updated. Her knowledge of the law is incredible. She took the time to educate me on the legal processes so I understood what was happening with my case. Thank you Rachel for helping me navigate a most difficult situation. I am so thankful to have had you as my attorney. You have my highest recommendation.