Janette S LeveyFounder, The EmpLAWyerologist Firm
Janette Levey Frisch is an attorney with more than 20 years legal experience. Janette is the founder of The EmpLAWyerologist Firm. Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional – to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog and has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer.
Janette is licensed in New Jersey and New York. In addition, Janette serves as a Legal Wellness Professional to employers outside New Jersey and New York on almost all federal employment law issues, to enable employees to address workplace challenges before they escalate to litigation or costly audits. Janette is also a contributor to the recently released book, “Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition”, published by John Wiley and Sons, and authored by David E. Perry and Mark J. Haluska.
Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many others.
Recorded-webinar by: Janette S Levey
Status Classification: Exempt vs Non-Exempt Employees under the Fair Labor Standards Act
The FLSA contains dozens of exemptions, which provide that specific categories of employers and employees aren’t subject to the Act’s overtime requirements. Most common are the “white-collar” exemptions for executive, administrative, and professional employees, computer professionals, and outside sales employees.
What are these exemptions exactly? Who qualifies? What must you do to make sure that your employees are properly classified, and, most importantly how can you make sure that your practices comply with the Fair Labor Standards Act so you do not fall prey to a Department of Labor audit – or worse, a lawsuit—resulting in unpaid overtime, liquidated damages, other fines, and penalties in addition to your legal fees?
Join this webinar and find out!
Employee or Independent Contractor? What to Do in the Wake of the Recent Rule Changes
Many businesses choose to work with independent contractors, which is perfectly acceptable. But only if you follow the legal parameters. The IRS has strict worker classification rules regarding who is a contractor and who is an employee. Most States have their own tests, as well. Get it wrong and you could face severe penalties, including back taxes, steep fines and, in some cases, even prison.
This webinar will provide valuable and practical insight on how to properly classify freelancers, consultants, temps and other contract workers-and how to tell whether the worker in question is really an employee. In this webinar, you will learn how and when your workers are legally your employees, or what be able to properly classify them as independent contractors. This topic is particularly timely in light of the Biden Administration’s very recent withdrawal of the rule promulgated by the Trump Administration.
Legal Issues Concerning Employees with Psychiatric Illness in today's workplace
The principles prohibiting discrimination in the workplace under Title I of the Americans with Disabilities Act (ADA) and other applicable laws originated with both physical and psychiatric disabilities in mind; however, employers tend to focus more on the physical disablities. According the National Alliance on Mental Illness, 52.9 million adults in America experienced a mental health impairment in 2020. That number, if anything, continues to rise, especially in the wake of the COVID-19 pandemic.
This webinar will discuss the employment rights of persons with psychiatric disabilities and conversely the employer’s responsibilities toward those employees under the ADA and other applicable laws, with emphasis on workplace accommodations and discuss issues that arise including:
- How the broadened definition of disability under the ADA Amendments Act (ADAAA) affects individuals with psychiatric disabilities
- Determining when a person with a psychiatric disability is "qualified" for a job
- Common workplace issues involving persons with psychiatric disabilities
- Applicable case examples
- Identifying when safety issues or concerns arise and how the concept of "direct threat" may apply Resources for both employers and employees, among many others.
Navigating Legal Challenges Concerning Employees with Psychiatric Illness in Today's Workplace
The principles prohibiting discrimination in the workplace under Title I of the Americans with Disabilities Act (ADA) and other applicable laws originated with both physical and psychiatric disabilities in mind; however, employers tend to focus more on physical disabilities.
According to the Johns Hopkins School of Medicine, an estimated 26% of Americans ages 18 and older -- about 1 in 4 adults -- suffer from a diagnosable mental disorder in a given year.
This webinar will discuss the employment rights of individuals with psychiatric disabilities and the responsibilities that employers have under the ADA and other applicable laws, with emphasis on workplace accommodations, and discuss issues that arise including:
- How the ADA Amendments Act (ADAAA) is broadening the definition of disability and how it specifically affects individuals with psychiatric disabilities.
- How to determine if a person with a psychiatric disability is "qualified" for a job and what factors to consider.
- Common workplace issues that individuals with psychiatric disabilities face and how to address them effectively.
- Valuable insights from real-life case examples that illustrate the complexities of workplace accommodations for individuals with psychiatric disabilities.
- How to identify safety concerns and when the concept of "direct threat" applies, and discover additional resources for both employers and employees that can help support a safe and inclusive work environment.