LABOR AND EMPLOYMENT LAW COUNSEL FOR DC AREA BUSINESSES AND BEYOND
At General Counsel, P.C., our attorneys have extensive experience in representing a wide range of local, regional and national companies. We are particularly sensitive to the needs of government contractors and emerging growth businesses. We strive to be your company’s best asset by assisting your company in instituting preventative policies and procedures from Day One of your company. Our knowledgeable lawyers provide comprehensive legal advice through all aspects of labor and employment law as it relates to your company.

Families First Coronavirus Response Act (FFCRA) – Employer Notice 3/27/2020

The Wage and Hour Division of the Department of Labor (DOL) has released the required notification poster for the recently-enacted Families First Coronavirus Response Act (FFCRA).  As described here, the FFCRA required covered employers – which is all employers with 1 to 499 employees, to provide two different forms of paid leave to employees who
USDOL Family & Medial Leave Act Extension

Emergency Family and Medical Leave Expansion Act

Changes to federal law in light of the COVID-19 situation have created new obligations for many employers.  This alert summarizes the new obligations for employers.  The obligations, however, will be different for each employer and even each employee, so it is important to get more specific guidance about what your business may be required to
Employment impact of Coronavirus

Coronavirus-Related Employment Guidance

The COVID-19 situation in the United States is complex and rapidly changing, which means that guidance to employers also changes rapidly.  This alert provides broad-based advice to employers.  If you have specific questions based on your business or your employees, please reach out for more specific guidance. Federal law requires employers to provide a “safe workplace” for employees but
Tagged under:

Client Alert for Virginia Employers: Virginia Bans Discrimination on the Basis of Hairstyles

On March 3, 2020, Governor Ralph Northam signed HB 1514 into law, which amends the Virginia Human Rights Act. The Virginia Human Rights Act prohibits discrimination “on the basis of race.” HB 1514 adds to that and explains that “on the basis of race” includes “on the basis of traits historically associated with race, including
Tagged under: , , , , , , ,

Client Alert for Maryland Employers: “Ban the Box” Veto Overridden

Maryland On January 30, 2020, the Maryland General Assembly voted to override Governor Larry Hogan’s veto of the “Act Concerning Record Screening Practices (Ban the Box).” Under the Act, employers with 15 or more full-time employees are prohibited from requiring an applicant “to disclose whether the applicant has a criminal record or has had criminal
Tagged under: , , , , ,
Employer lost non-compete case

Fairfax Circuit Court Finds For Employees, Holding Non-Compete Overly Broad And Unenforceable

In a recent case, the Fairfax Circuit Court in Virginia found in favor of the defendant employees, holding that a previous employer’s non-competition and non-solicitation provisions were unenforceable. There, the non-compete and non-solicitation clauses were not limited in scope, but instead prohibited conduct “wholly unrelated” to the employer’s legitimate business needs. Since the court found
Tagged under: , , , ,

Client Alert for D.C. Employers: Updates to Universal Paid Leave Act (UPLA)

District of Columbia Under the District of Columbia’s Universal Paid Leave Amendment Act of 2016 (UPLA) some changes to employee’s paid leave benefits are going to take effect in July 2020. Under UPLA, covered employees will receive paid time off for: (1) parental leave to bond with a new child (up to 8 weeks in
Tagged under: , , , , , ,

Employee Must Meet Employer’s Legitimate Expectations to Establish Case of Employment Discrimination

In two recent cases, the Eastern District of Virginia found that the plaintiffs weren’t able to establish claims of discrimination, because they weren’t able to establish that they met employers’ legitimate expectations at the time of the adverse employment action. These cases can offer helpful guidance for employers. Employment Discrimination—Disparate Treatment Title VII of the
Tagged under: , , , ,

Eastern District of Virginia Finds in Favor of Employer When Employee Claimed Racial Discrimination and Then Voluntary Resigned

  In a recent case, the Court found there wasn’t sufficient evidence of employment discrimination or hostile work environment, where the employee’s claims were based on a single incident of conduct by a co-worker and the employer took swift corrective action. The Court also offered additional guidance on when a voluntary resignation may be considered
Tagged under: , , , , ,

Court Finds for Employer in Race Discrimination Case

In a recent case, Brown v. Akima, LLC, the federal court for the Eastern District of Virginia found for an employer when an employee filed claims of race discrimination, retaliation, and hostile work environment. While this case was decided on a particular set of facts, the ruling may offer guidance to other employers. The Facts
Tagged under: ,