Firm Publishes Requisite VI
The Business Succession Edition
Williams Parker recently published its sixth edition of “Requisite,” the firm’s thought-leadership publication offering insights on legal issues. The current edition focuses on succession planning for family businesses of all sizes. The publication includes an interview with Kenneth J. Feld, the Chairman and CEO of Feld Entertainment, Inc., the largest family entertainment company in the world. It also includes articles covering some of the emotional and technical challenges to creating a great succession plan such as leadership transitions and minimizing taxes—challenges facing nearly every family-owned business—an article reviewing unique issues faced by family agribusiness enterprises, and an article exploring the under-appreciated connection between Henry David Thoreau and his family’s business.
“Over the years, our attorneys have counseled many family-owned businesses. Irrespective of industry, size, or location, we have found several shared characteristics,” said Ric Gregoria, president of Williams Parker. “This edition of ‘Requisite’ shares some of our insights to help clients be among the 30 percent of family-owned businesses that survive the second generation, the 12 percent that survive the third generation, and the three percent that survive the fourth generation.”
Click here to view the publication.
Attorney Presents at
2016 PEO Conference
John M. Hament, an attorney with the law firm of Williams Parker, was a presenter at the Professional Administrative Co-Employers (PACE) 2016 Conference. His presentation, held May 2 in St. Augustine, Fla., focused on the latest labor law developments affecting professional employer organizations and their clients.
Mr. Hament is a board certified specialist in labor and employment law. He focuses exclusively on advising and representing private and public-sector employers in virtually all industries, in matters and litigation relating to discrimination, harassment, retaliation, wage and hour law, discipline, discharge, restrictive covenants, severance agreements, personnel policies, union collective bargaining negotiations, arbitrations, mediations, union organizing campaigns, unfair labor practices, strikes, internal investigations, and OSHA.
Independent Contractor or Employee?
That Is the Question!
A person can provide services to a company as an employee or an independent contractor depending upon the nature of the relationship between the service provider and the company. Misclassification of employees as independent contractors remains a primary focus of many government agencies, including the IRS, U.S. Department of Labor, Florida Department of Economic Opportunity Reemployment Assistance Programs, and Florida’s Division of Workers’ Compensation. Investigations by these agencies can be extremely costly, time-consuming, and even lead to personal liability and criminal penalties.
In a recent presentation, labor and employment attorney Gail E. Farb explained the detailed federal and Florida tests that are used by these four agencies to properly classify service providers. She also provided practical examples in which the tests can be applied and includes guidance to help mitigate the potential for employer liability regarding other wage and hour complexities and pitfalls.
Click here to view the presentation.