Paley Rothman shares this library of resources with clients and friends of the firm to help them stay ahead of legal and business developments and trends. Here, you will find helpful tips and tools written by our attorneys. The information in the blogs and articles is not a substitute for legal advice and should not be relied on as such. Should you have any questions or want legal advice, please contact the attorney who wrote the blog or article.
The Virginia General Assembly’s 2015 Session convened on January 14, 2015 and will run through February 28, 2015. During this session the House and Senate have been considering a number of bills that, if enacted, could have important implications for Virginia employers.
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Montgomery County, Maryland is among a growing number of local jurisdictions across the country seeking to fill perceived gaps in protections for employees where federal or state legislators are gridlocked and unable to do so.
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Following 9/11, many lenders required property developers and owners to carry terrorism coverage. To facilitate that coverage the Terrorism Risk Insurance Act (TRIA) was established in 2002 as federal protection for insurers if an act of terrorism were to result in losses above $100 million. It had been reauthorized twice, and the House voted to extend TRIA, but Congress, due to lack of agreement in the Senate, was unable to agree on terms to extend the act beyond 2014.
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As the New Year begins, employers in Maryland and Washington, D.C. need to make sure that hourly employees are being paid at least the correct minimum wages. In Maryland, that will mean $8.00 an hour beginning New Year’s Day. In the District of Columbia, the minimum wage will be $10.50 an hour, effective July 1, 2015. These increases affect not just regular hourly pay but also any overtime pay.
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Montgomery County’s new “ban the box” law goes into effect on January 1, 2015, and does far more than simply banning the box. The law, which was enacted by the Montgomery County Council on October 28, 2014, will place significant limitations on how most employers in the County may inquire about, and use, information related to an applicant’s criminal history.
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