Case Law Update: Fourth Circuit Expands Definition of “Protected Activity” Under Title VII

In a recent Fourth Circuit case, Owen v. County of Franklin, the court answered the question of whether a person who rejects a supervisor’s sexual advances has engaged in “protected activity” under a Title VII retaliation claim. The court’s decision expanded the definition of “protected activity” under Title VII, and employers should familiarize themselves with what this could
Employer responsibility for employee rumors

Case Law Update: Are Employers Liable for Employee Gossip?

A recent Fourth Circuit case decision could have wide-ranging implications for business owners throughout Virginia and should put employers on notice not to take workplace gossip lightly. Parker v. Reema Consulting Services, Inc., considers the question of whether a false rumor that a female employee slept with her male boss to obtain a promotion can
Starting a business in DC

Starting a Business in the Washington Metro Area

This post was originally published in February, 2014. We’re re-posting in case you missed it.  Determining the Appropriate Business Entity–Should I Form an LLC or a Corporation? Every potential business owner and service provider should give serious consideration to forming a business entity when they start a business to limit his/her individual liability for the

General Counsel, P.C. joins IR as the exclusive Employment Law (Corporate) Member in US – Virginia

We are proud to announce that our firm has joined IR Global as the exclusive member for Employment Law in Virginia (corporate). IR Global is the fastest growing professional service firm network in the world; providing legal, accountancy and financial advice to companies and individuals across 155+ jurisdictions. Our founder, Merritt Green, and General Counsel Law

Happy Holidays from General Counsle, P.C.!

HAPPY HOLIDAYS FROM GENERAL COUNSEL, P.C.!

Thanks from General Counsel on Our 14th Anniversary

Dear Clients and Friends, Today, December 13th, General Counsel, P.C. (“GCPC”) celebrates our 14th Anniversary.  This would not be possible without the trust, support and loyalty of our clients and friends.  Thank you. This anniversary (and, hopefully, many more to come), would also not be possible without GCPC’s attorneys and administrative team.  As a law firm,

Employment Law Update: Make Sure Your Disclosure Forms Are Up To Date

In May 2018, Congress passed the Economic Growth, Regulatory Relief, and Consumer Protection Act. Under the Act, consumer reporting agencies must provide “national security freezes” free of charge to consumers. These national security freezes restrict prospective lenders from obtaining access to a consumer’s credit report, making it harder for identity thieves to open fraudulent accounts.

Marijuana in the Workplace Under D.C., Maryland, and Virginia Law

With so many states enacting legislation permitting marijuana use in some form, new questions have developed as to employers’ rights regarding marijuana use by employees. 30 states and the District of Columbia currently permit marijuana use for medicinal purposes. Of those states that allow medicinal marijuana, 9 states and the District of Columbia also permit

Employment Law Update: New Approach to Determining Whether Employer Policies Violate the NLRA

The National Labor Relations Act (“NLRA”) serves to protect the rights of employees and employers while restricting certain management practices that may harm workers. The National Labor Relations Board (“NLRB”) is the federal agency that enforces the NLRA. Section 7 of the NLRA protects an employee’s right to engage in concerted activity, organize, and bargain
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Employment Law Update: Supreme Court Says Arbitration Requirements in Employment Agreements are Enforceable

A recent U.S. Supreme Court case, Epic Systems Corporation v. Lewis upheld employers’ use of class-action waivers in arbitration agreements. No. 16-285, 2018 WL 2292444, at *1 (U.S. May 21, 2018). Based on this ruling, employees that have signed such agreements are no longer able to join together to sue employers and instead must use
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