Our business lawyers are active advisers and advocates for our small and medium sized business clients. Many of our clients retain us as their outside general counsel for day-to-day support and guidance on various business issues.
We are committed to providing family law services that will meet your family’s legal needs. Whether you are seeking a traditional court-directed divorce, alternative resolution methods, thoughtful and tailored estate planning, or assistance in probate, our attorneys are here to help.
For more than 20 years our attorney’s have represented clients in a variety of criminal defense and personal injury matters.
Now more than ever, when COVID-19 has forced us to confront our mortality, it’s vital that we have our legal documents in place. The essential legal documents are: Last Will and Testament, Durable (Financial) Power of Attorney and Healthcare Power of Attorney.
It’s imperative that our loved ones know our wishes so that when the time comes and things are stressful, they’re able to voice the decisions we want to be made. Every adult, 18 years and older, should have their legal documents done before a crisis occurs. A crisis can be in the form of an accident, stroke or illness, or possibly an Alzheimer’s/dementia diagnosis.
Also, getting these documents done can be a prelude to having “The Talk.” It doesn’t have to be a challenging discussion. It can actually be celebratory. We place so much emphasis on birth. If only we could accept that death is as much a part of life, we could discuss aging with grace and not in hushed tones implying, “maybe if I whisper, it won’t happen.”
Many people put off having their documents done because they don’t want to think about their mortality or deal with a lawyer. But it’s not nearly as daunting or costly as one might think. It’s the kind of thing you know you need to do but really don’t want to, and once it’s done, you’re so glad you did and it wasn’t that bad. Having your legal documents in place provides immeasurable solace knowing that things are finally in place!
In a landmark ruling expanding Title VII anti-discrimination rights to gay and transgender workers, the United States Supreme Court ruled in favor of the plaintiffs in three companion cases. The 30 page majority opinion (a 6-3 split) was written by Justice Neil Gorsuch and joined by Chief Justice John Roberts along with Justices Ruth Bader Ginsburg, Stephen Breyer, Sonia Sotomayor and Elena Kagan.
The Court considered three cases – one of a male Employee of Clayton County, Georgia, who was fired for “unbecoming” conduct after he joined a gay recreational softball league, the second was a skydiving instructor who was terminated days after mentioning he was gay, and the third being a transgender (male to female) employee of a funeral home who was fired after informing her employer that she planed to live and work as a female. None of the employers disputed that they fired the employee for being gay or transgender. They argued only that such status was not protected under Title VII.
The Court held, “An employer who fires an individual merely for being gay or transgender violates Title VII.” As stated in the syllabus of the decision, “Because discrimination on the basis of homosexuality or transgender status requires an employer to intentionally treat individual employees differently because of their sex, an employer who intentionally penalizes an employee for being homosexual or transgender also violates Title VII.”
Ohio, as most states, does not specifically include sexual orientation or gender identity as protected classes in its anti-discrimination statute (ORC 4112). However, Ohio courts have traditionally followed federal interpretation of Title VII, and would be likely to do so with this ruling if cases were brought in state courts.
What does this mean for employers?
Many employers have already specifically included sexual orientation and/or gender identity under their anti-discrimination policies. Most EEO and anti-discrimination policies will also include language such as “other classifications protected by law”. If your EEO and anti-discrimination policies do not have this language, they should be updated immediately. All supervisors and managers should also be informed of this decision. In Ohio, supervisors can be held individually liable for violations of Ohio’s anti-discrimination laws. And all employees should receive updated harassment and discrimination training that reflects the current law.
If you have any questions regarding this decision, or need help with policy revisions or training, please contact Jennifer Corso. firstname.lastname@example.org, 216-381-3400 x119.
The United States Supreme Court decided Bostock v. Clayton County this morning, affirming the rights of LGBTQ workers under Title VII, protecting them from discrimination. The decision in favor of LGBTQ workers was decided 6-3 and written by Justice Neil Gorsuch who was joined by Chief Justice John G. Roberts Jr. and Justices Ruth Bader Ginsburg, Stephen G. Breyer, Sonia Sotomayor and Elena Kagan. Title VII explicitly prohibits discrimination based on “race, color, religion, sex, or national origin,” but it doesn’t name sexual orientation or gender identity which are protected classes under the New York Human Rights Law. This decision formalizes federal protection for LGBTQ employees.
On March 18, the Senate passed, and the President signed into law, the Families First Coronavirus Response Act (FFCRA). The two provisions that are of key importance to employers are the Emergency Paid Sick Leave (EPSL) and the Emergency Family Medical Leave Act Expansion (EFMLA).
Emergency paid sick leave – this is for Coronavirus (cv) related absences only, not for general sick time. Full time employees get 80 hours, and it is prorated for part time employees. This applies to all employers under 500 employees, but gives the Sec. of Labor the authority to exempt employers with 50 or fewer employees.
Expanded FMLA – this leave is limited to employees who have to stay home to care for a child whose school or daycare is closed due to cv. It provides for 10 weeks pay at 2/3 regular pay. This applies to all employers under 500 employees, but employers with 50 or fewer employees may apply for an exemption with the Sec. of Labor.
This law will go into effect in 15 days. At this time, there are a lot of questions, especially as to the small business exemptions. We hope to see some guidance issued on these in the days to come, and I will keep you all updated.