One of the greatest assets and simultaneous risks to a social enterprise or business is its workforce. With rapidly changing labor laws and regulations, the potential of employment actions grows greater without well-informed counsel.
Tovella Dowling brings value to its clients by having the expertise to analyze its client’s labor and employment matters through all stages of a business’s lifecycle.
Worker Classification by Social Enterprise Employers
A growing business often acquires a dynamic workforce over time comprising employees, independent contractors, and/or interns.
Establishing and maintaining defensible worker classifications can be difficult and complex, with the law varying depending on the jurisdiction in which the work was performed.
As the legislature steadily expands the scope of statutory protections for employees, potential risks and liabilities for employers who misclassify workers continue to grow.
Failure to regard such workers in compliance with applicable labor laws and regulations can result in accrued payroll taxes, interest, penalties, and other liabilities.
Our attorneys regularly counsel its clients on worker classification matters, including evaluation of prospective hires, safe harbor re-classification under the IRS Voluntary Settlement Program, policies and procedures, drafting and review of employment offers and agreements, and drafting and review of independent contractor agreements.
Employment Regulatory Compliance for Social Enterprise Employers
To ensure our client’s compliance with federal and state workplace laws and regulations, Tovella Dowling delivers solutions that maximize management flexibility and minimize risk exposure.
Our attorneys counsel nonprofit executives on a full range of federal, state, and local workplace laws and regulations, including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Family and Medical Leave Act, the Fair Labor Standards Act, Immigration Reform and Control Act, Worker Adjustment and Retraining Notification Act, Civil Rights Act, Equal Pay Act, Uniformed Services Employment and Reemployment Rights Act, and the Employee Retirement Income Security Act.
Additionally, Tovella Dowling frequently assists its clients in establishing employer payroll accounts in those jurisdictions in which it maintains employees and counsels on employer obligations related to withholdings and payroll tax remission, as well as other state-specific employer-mandated reporting obligations.
Workforce Management for Social Enterprise Employers
Hiring and management of a social enterprise’s workforce can be overwhelming considering rapidly changing employment laws impacting employer obligations.
Tovella Dowling assists its clients in navigating employment laws and regulations providing strategic employment counsel to foster a sustainable and satisfied workforce.
Our attorneys assist its clients in various capacities, including counsel related to the creation and taxation of employee benefits, drafting and implementation of employment policies, procedures, and handbooks, hiring and retention of employees, contractors, and interns, the establishment of performance improvement plans and procedures, employment terminations, drafting and implementation of employment handbooks, employment policies and procedures, and maintenance and production of personnel files.
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