Labor And Employment
Our firm has extensive experience advising clients on labor issues in the workplace. Principles of employee fairness, past practices, and collective bargaining can be effectively handled by our team. We also defend charges filed with the National Labor Relations Board (NLRB).
Contact us to help your business have better labor relations and efficient management operations.
What Industry Or Clients Does Your Firm Represent In Employment And Labor Law Matters?
Our firm represents technology companies, including cybersecurity and IT companies. Our firm has two client meeting locations in Northern Virginia, one in Fairfax, and one in Reston, along the tech corridor. We focus on tech because it has a labor shortage, and as a result, there’s a mobile labor force where non-compete agreements are common. Our employment litigation practice specializes in non-compete cases.
Our firm is also active in the pet sitting, healthcare, construction, entertainment, government contracting, education, and legal, and professional services industries. We enjoy representing entrepreneurs who launch their own companies because it is fun to watch companies evolve and grow. Our firm is woman-owned and operated, so our client base also includes many woman-owned businesses…Read More
Employers Must Provide Extensive Paid Sick Family Leave
On March 18, 2020, President Trump enacted a new law requiring employers to provide leave to employees related to COVID-19. The law, titled the Families First Coronavirus Response Act (FFCRA), is effective 15 days from the date it was enacted, or on April 2, 2020. FFCRA sunsets after December 31, 2020.
Small businesses with less than 50 employees may be eligible for an exemption from the Department of Labor (DOL) if giving paid sick leave “would jeopardize the viability of the business”…Read More
What Specific Laws Should Government Contractors Be Aware Of?
The Lipp Law Firm represents government contractors in DC, Maryland and Virginia. There are specific laws that government contractors should be aware of. The main one is the Federal Acquisition Regulation (FAR). For example, the FAR mandates that government contractors maintain a drug-free workplace. This has created potential legal conflicts for states that have legalized medical marijuana. On the one hand, you have the requirement from the federal government to maintain a drug-free workplace, and on the other hand, you have Washington, DC, which has legalized recreational and medical marijuana. But, in the DMV area, as far as whether an employer can terminate somebody for marijuana use, they typically can. There are no employment-specific statutes that have been implemented in any of these jurisdictions that would protect the employee under this situation…Read More
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