Litigation & Alternative Dispute Resolution
U.S. News Best Lawyers® announced today that Gammage & Burnham is nationally ranked in seven practice areas and regionally ranked in 18 practice areas. The U.S. News – Best Lawyers® “Best Law Firms” rankings are based on a rigorous evaluation process, and Best Lawyers® is the oldest peer-review publication in the legal profession.
The firm received national rankings for the following practice areas:
- Land Use & Zoning
- Litigation- Real Estate
- Bankruptcy and Creditor/Debtor Rights
- Construction Law
- Health Care Law
- Litigation- Construction
- Securities Regulation
The firm was recognized for its work in the Phoenix metropolitan area in the following practice areas:
- Administrative / Regulatory Law (Tier 1)
- Banking and Finance Law
- Bankruptcy and Creditor/Debtor Rights (Tier 1)
- Business Organizations (Tier 1)
- Commercial Litigation (Tier 1)
- Construction Law (Tier 1)
- Corporate Law
- Corporate Governance Law
- Health Care Law (Tier 1)
- Land Use & Zoning Law (Tier 1)
- Litigation – Bankruptcy
- Litigation – Construction (Tier 1)
- Litigation – Labor & Employment
- Litigation – Land Use & Zoning (Tier 1)
- Litigation – Real Estate (Tier 1)
- Mergers & Acquisitions Law
- Real Estate Law (Tier 1)
- Securities Regulation
Congratulations to all of our brilliant attorneys who have worked to make Gammage & Burnham recognized both nationally and in our community!
QUESTION: I THOUGHT THAT ONLY THE COMPANY COULD BE PENALIZED FOR FAIR LABOR STANDARDS ACT VIOLATIONS?
ANSWER: WHEN A TEXAS ROPE COMPANY GOT TIED UP WITH THE DEPARTMENT OF LABOR, THE OWNER, PLANT MANAGER AND OFFICE MANAGER WENT TO JAIL!
Numerous federal laws include civil liability for individuals who fail to comply with the laws. Some federal laws even provide for individual criminal liability for company owners and managers.
Don’t let the boss rope you into breaking the law!
The U.S. Attorney’s office charged that High Performance Ropes of America, Inc.
NEGLIGENT HIRING, RETENTION AND SUPERVISION OF EMPLOYEES CAN COST YOUR COMPANY MONEY!
Employers are conditioned by discrimination lawsuits to avoid background checks and to avoid disciplining and firing workers. For example, so-called “ban the box” statutes forbidding including questions about past criminal convictions on employment applications have caused employers to be lax in hiring standards. Wrongful termination lawsuits have made employers wary of disciplining or firing underperformers.
Nevertheless, members of the public can and do sue companies whose workers commit crimes or cause other harm.
The employees stole from the customers???!!!
Employees of American District Telegraph Corporation (“ADT”) stole thousands of dollars worth of liquor from International Distributing Corporation (“liquor store”).
Posted by Rick Mahrle
The Department of Labor (“DOL”) has proposed a new federal overtime rule that would raise the salary requirement for workers who qualify for the white-collar exemptions. The required salary would be raised from $23,660 to $35,308 per year ($679 a week).
If this feels like déjà vu, there is good reason. In 2016, the DOL approved a rule increasing the salary threshold to $47,476. That rule was blocked by a court in Texas. As a result of the Texas court’s 2016 ruling, the salary requirement remained at $23,660 per year ($455 per week).
Firm partner Richard Mahrle was published in the most recent edition of AZ CPA magazine. In this article, Rick writes about the broad scope of protection against sexual harassment in the workplace.
Rick’s practice focuses on dispute resolution through mediation, arbitration or litigation. His experience handling employment matters includes restrictive employment covenants, defending wrongful termination and discrimination claims and advising employers on complying with employment laws.
Read Rick’s full article below or download the full article from AZ CPA Magazine.
From AZ CPA Magazine:
Protecting Your Employees
The Broad Scope of Protection Against Sexual Harassment
by Richard K.
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