Council Baradel is pleased to announce that Tova Z. Brody has been admitted to the Maryland Bar and has joined the firm as an employment law associate.
Tova focuses her practice on labor and employment matters. She earned her Bachelor’s degree in Political Science from Touro College – Lander College for Women in New York, and graduated magna cum laude from the University of Baltimore School of Law.
Prior to joining Council Baradel, Tova worked as a Human Resources Director for a Baltimore based company with 120 employees. During her tenure there, Tova built the HR department, revamped the company’s policies and procedures, implemented fair and streamlined screening and hiring practices, increased employee benefits, designed and implemented a performance evaluation program, created comprehensive onboarding and training programs, and advised the executive team on strategies for increasing employee retention and reducing liability through preemption and compliance.
Tova can be reached at Brody@CouncilBaradel.com or 410-268-6600.
Maryland employers should be aware that the minimum wage in Maryland will increase to $10.10 per hour effective July 1, 2018. Montgomery County employers will have a different, higher rate: $12.25 per hour if the employer has 51 or more employees and $12.00 per hour if the employer has 50 or fewer employees. Prince George’s County’s minimum wage will remain at $11.50 per hour.
Employers who use the tip credit, such as restaurants, should revise their tip credit notices to reflect the change and have each affected employee sign the notice.
Additional detail, and updated poster forms, can be obtained through the Maryland Department of Labor, Licensing and Regulation’s overtime web page. Council Baradel employment law attorneys Susan Stobbart Shapiro and Steven A. Brown are available to answer any questions you may have.
Maryland has passed the Maryland Healthy Working Families Act (“MHWF”) – which has been commonly referred to as “the sick leave bill.”
With very few exceptions, Maryland employers are required to provide employees with sick and safe leave, and with notice regarding that leave, and to keep certain records tracking that leave. Depending on an employer’s size, leave is either paid or unpaid. Broadly speaking, certain employees may use the leave to care for themselves or certain family members who are sick, who are seeking preventative medical care, or who have suffered from domestic violence, sexual assault or stalking.
Some businesses will find that parts of their existing leave policies and systems are already compliant with the MHWF; however, most will need to tweak their policies, procedures and notices to encompass all of the requirements of the new law.
The MHWF tasks Maryland’s Department of Labor, Licensing and Regulation with creating form policies and notices; however, that work is not yet done.
Please let us know if you’d like to discuss your leave policies, notices and record-keeping to see whether they are compliant with the new law and, if not, what changes would make them compliant.
Susan Stobbart Shapiro and Steven A. Brown will be hosting a “Wage & Hour Happy Hour” to discuss top tips for businesses to avoid employment-related lawsuits. The complimentary seminar will be held at the William Paca Gardens on September 14th from 5-7pm and will feature beer, wine and hors d’oeuvres. To register for the seminar, click here.