Halpern & Scrom Law PLLC

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At Halpern & Scrom Law, we understand that business partnerships don’t always go as planned, and navigating the dissolution of a partnership can be complex. If you find yourself unable to continue working with your business partner, we recommend taking thoughtful and strategic steps to safeguard your business. Here’s how we can assist: 1. Review the Partnership Agreement: We’ll review your partnership agreement in detail. It likely includes provisions for resolving disputes, buyouts, or dissolving the partnership, which will be critical to determine your legal options. 2. Facilitating Communication: We encourage open and constructive dialogue with your partner. If possible, we can assist in negotiating an amicable resolution, such as a buyout or a reallocation of responsibilities. 3. Providing Legal Guidance: Our attorneys will guide you through your rights and obligations under the partnership agreement and business law. We can help you explore all available options, including restructuring the business, negotiating a buyout, or initiating the dissolution process. 4. Business Valuation: If a buyout or dissolution is on the table, we’ll connect you with professional valuation experts to ensure a fair and accurate division of assets and liabilities. 5. Transition Planning: Should dissolution be the best course of action, we’ll assist in developing a transition plan that covers all bases, from notifying clients, vendors, and employees to managing the future direction of the business. #businesslaw #attorneyadvertising #businesspartners #agreements

As the year winds down, now is the perfect time to review and update your employee handbook. Ensuring your policies align with the latest regulations and best practices sets your organization up for success in the new year. #employmentlaw?#workplaceinsights?#employmentlawyers?#handbooks?#employeehandbooks

In today's digital world, a strong social media policy is essential to protect both your brand and your employees. Clear guidelines help ensure responsible online behavior, safeguard company reputation, and provide employees with the direction they need to navigate social platforms confidently. Ready to create or update your policy? Let's talk! #EmploymentLaw #RestaurantOwners #Policies #Guidelines

Yes, as your company grows, it’s a good idea to implement an employee handbook. Here are some reasons why having an employee handbook is beneficial: - A handbook can help ensure compliance with federal, state, and local employment laws, reducing the risk of legal issues. - It provides a clear outline of company policies, procedures, and expectations, which can help prevent misunderstandings and disputes. - The handbook should detail employee rights, benefits, and responsibilities, fostering a better understanding of their roles within the company. - Having written policies promotes consistency in how rules and regulations are enforced across the organization. - It serves as a valuable training tool for new employees, providing them with essential information about the company’s culture and procedures. - A well-drafted handbook can serve as a defense in the event of disputes or claims related to employment issues.

When forming a business, several key considerations are essential to ensure its success and sustainability. These five considerations help potential business owners navigate legal, financial, and operational challenges effectively, while also mitigating legal risks. By carefully considering and addressing the aspects outlined above, potential business owners can lay a strong foundation for their venture, positioning it for long-term success and resilience. #BusinessLaw #BusinessFormation #BusinessPlanning #Agreements #Entities

With election season heating up, political discussions may naturally arise at work. But how should employees and employers navigate this in a way that balances free expression with workplace harmony? In New York, the answer lies in understanding the interplay of state labor laws, the First Amendment, and the National Labor Relations Act (NLRA): ? First Amendment: While it protects free speech, the First Amendment generally doesn’t apply to private employers. Public-sector employees do have limited protections if their speech addresses public concerns without disrupting work. ? NLRA Protections: The NLRA protects private-sector employees, even those in non-union settings, by allowing “concerted activities” for “mutual aid or protection.” Section 7 of the NLRA broadly interprets this, granting employees the right to engage in political speech related to workplace issues, like minimum wage, workplace safety, or pay transparency. For example, employees may discuss policies or candidates that could impact work conditions, and this activity is generally protected, regardless of formal organization or union status. However, purely political speech unrelated to work may not be protected. ? NY Labor Law: In New York, employers cannot penalize employees for lawful political activities outside of work. While employers can set guidelines for political discussions on the clock, they cannot retaliate against employees for political activities off-duty. To create a respectful and productive environment, employers should consider policies that balance open dialogue with professional boundaries. With clear communication, workplaces can navigate this season respectfully, aligning rights and responsibilities. For more information, contact [email protected].

New York State is set to be the first state to mandate a separate bank of prenatal leave for pregnant employees. Effective January 1, 2025, employers will be required to provide 20 hours of paid prenatal leave within a 52-week calendar period. This leave is designed for employees to access healthcare services, physical exams, medical procedures, and other pregnancy-related care. Key details include: ? 20 hours of paid leave: Can be used in hourly increments for various health services. ? Compensation: Paid at the employee’s regular hourly rate. For tipped employees, the minimum wage will apply. ? No payout: Unused leave is not compensated upon termination, resignation, or retirement. ? Employer considerations: Employers should update their leave policies to comply with this new requirement. For assistance in updating your leave policies, our attorneys are here to help ensure compliance with the new prenatal leave regulations.

Our law firm can assist businesses facing complaints by: 1. Case Evaluation and Strategy: We will review the details of the complaint, assess its legal merits, and develop a tailored strategy to address the specific issues involved, whether it’s discrimination, harassment, wage and hour claims, or any other employment matter. 2. Response Preparation: We can draft a comprehensive and strategic response to the complaint, ensuring that the business’s side is clearly presented with supporting evidence, while adhering to all legal deadlines and requirements. 3. Legal Representation: Whether the complaint is filed with a court or a government agency (such as the EEOC or state human rights commission), we provide full legal representation. This includes responding to inquiries, attending hearings, and advocating for the business during litigation. 4. Internal Investigation Support: If an internal investigation is necessary, we can guide the process, helping ensure it is thorough, impartial, and legally sound. This includes interviewing witnesses and reviewing relevant documentation. 5. Compliance and Policy Review: We will evaluate your current employment policies and procedures to ensure they are compliant with applicable laws. If needed, we can help update handbooks, training programs, and complaint handling processes to prevent future issues. ----- Reach out to us today for expert legal guidance at [email protected] or 516-466-3200

As Election Day approaches, New York employers must remember to comply with the state’s time off to vote law. Employees are entitled to up to two hours of paid time off to vote if they don’t have sufficient time to do so outside of working hours. Here’s what employers need to know: ? Notice Requirement: Employers must post a notice about employees’ rights to time off to vote at least 10 working days before the election. The notice should remain visible until the close of polls on Election Day. ? Paid Time Off: If an employee has less than four consecutive hours to vote before or after their shift, they are eligible for up to two hours of paid time off to vote. Make sure your workplace is prepared and compliant before Election Day!