News
Murphy, Hesse, Toomey & Lehane, LLP Presents Labor and Employment Law Update in Collaboration with the Greater Merrimack Valley Human Resource Association
On April 6, 2023, Murphy, Hesse, Toomey & Lehane, LLP presented their Labor & Employment Law Update, sponsored by the Greater Merrimack Valley Human Resources Association. Several of the firm’s attorneys presented virtually on various legal topics. Attorney Kier Wachterhauser began the presentation with a case law update highlighting notable federal and Massachusetts cases from 2022 and 2023, and was followed by Attorney Sarah Spatafore’s statutory and regulatory update. Among the topics discussed by Attorney Spatafore were the Pregnant Workers Fairness Act, the Speak Out Act, the Crown Act, and other related updates. The next segment of the presentation was titled “Mental Health in the Workplace: Navigating the Legal Implications When Employees Experience Mental Health Issues”. Attorneys Nan ONeill and Kier Wachterhauser outlined important information regarding mental health in the workplace, including legal rights, reasonable accommodation, confidentiality and privacy rights, leave options, and resources such as legal and medical. Attorneys Michael Maccaro and Joseph Proctor then presented “Labor Law for Everyone: What Every Employer Needs to Know”, which gave an overview of the NLRA and NLRB 2022 trends, as well as a summary of significant board decisions and an overview of key general counsel memoranda. The final topic was presented by Attorneys Sarah Spatafore and Kathryn Murphy, titled “Navigating Paid Medical and Family Leave in Massachusetts.” Attorneys Spatafore and Murphy focused on 5 different PFML areas using a series of case studies, as well as a discussion of trending topics and developing area of law.
Murphy, Hesse, Toomey & Lehane, LLP is one of the 50 largest firms in Massachusetts, their years of experience and resources offer clients throughout New England and nationally a wide range of legal services while maintaining a “hands-on touch” that is important in Client-Attorney relationships. Their broad resources and technology enable them to represent clients in a comprehensive and cost-efficient manner. MHTL has a strong reputation in the legal community and is known throughout New England for its labor and employment practice as well as its extensive business litigation and advising employers on internal reviews and strategic legal approaches when dealing with the government. The firm also has an extensive education law practice representing public, private, and nonprofit educational institutions from pre-K through the college and university level.
U.S. DEPARTMENT OF EDUCATION ISSUES REVISED TITLE IX REGULATIONS
On April 19, 2024, the United States Department of Education (“DOE”) issued final regulations for Title IX of the Education Amendments of 1972 (“Title IX”). Title IX prohibits discrimination based on sex in education programs or activities receiving federal financial assistance. The new regulations go into effect on August 1, 2024, so school districts are encouraged to review their policies and procedures and provide staff training on these new regulations as soon as possible. The final regulations continue to list specific elements that must be included in any policy, such as range of disciplinary actions, standards of evidence, and procedures. The DOE has provided template policies here: https://www2.ed.gov/about/offices/list/ocr/docs/resource-nondiscrimination-policies.pdf and Murphy, Hesse, Toomey & Lehane will be creating model policies and notice letters as well.
U.S. DEPARTMENT OF EDUCATION ISSUES REVISED TITLE IX REGULATIONS
On April 19, 2024, the United States Department of Education (“DOE”) issued final regulations for Title IX of the Education Amendments of 1972 (“Title IX”). Title IX prohibits discrimination based on sex in education programs or activities receiving federal financial assistance. The new regulations go into effect on August 1, 2024, so school districts are encouraged to review their policies and procedures and provide staff training on these new regulations as soon as possible. The final regulations continue to list specific elements that must be included in any policy, such as range of disciplinary actions, standards of evidence, and procedures. The DOE has provided template policies here: https://www2.ed.gov/about/offices/list/ocr/docs/resource-nondiscrimination-policies.pdf and Murphy, Hesse, Toomey & Lehane will be creating model policies and notice letters as well.
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