We focus our practice
on areas impacting human resources,
including employment & labor,
employee benefits and executive compensation.
Employment & Labor
Rogan also uses her creativity, passion and flexibility to counsel and defend public and private sector employers with regard to employment and labor concerns, including union and non-union environments, such as:
-Employment discrimination and wage and hour disputes.
-Employment practices and training.
-Policy & document preparation.
-Employment-related litigation and arbitration.
-Employment contract and collective bargaining.
-Preventative advice and counseling to resolve conflicts.
-Performing due diligence concerning employment and labor policies & procedures in mergers and acquisition situations.
-Consulting concerning transition planning for employment and labor policies and procedures due to corporate transactions and/or legal/regulatory changes.
-Draft and review employee policies and communications.
-Restrictive covenant advice, such as:
-Advice on leaves of absence and accommodation issues.
-Representation before the NLRB.
-Grievances and arbitration representation and advice.
-Occupational safety and health citation appeals.
-Affirmative action compliance.
-Consulting to create a "plan of action" to address compliance and audit issues impacting various employment policies and procedures.
-Proceedings before EEOC, state and local agencies.
Trainings & Presentations
-Health Care Reform After the Supreme Court Decision: Key Implementation Considerations and Action Steps
-Addressing 2011 Issues While Keeping An Eye Out for 2012 (and don't forget to tie-up a few loose ends from 2010).
-Creating an HR Strategy For 2011 and Beyond.
-EEO and Harassment Training.
-Employment Policies and Procedures.
-Health Care Reform For Employers.
-HR and Employee Benefits Issues Update 2010.
-QDROs and QMCSOs.
-COBRA - Common Issues and Concerns.
-Employment and Benefit Concerns With Employee Communications.
-The Basics of Employee Benefits and Employment & Labor for General Practitioners and Business Lawyers.
-Recordkeeping - Employment and Benefit Concerns.
-Workplace Violence - Practical and Legal Considerations.
-Employment Related Records and Recordkeeping.
-Contributing author to Daily Record articles regarding the Fair Credit Reporting Act and the Health Insurance Portability and Accountability Act of 1996.
-Pitfalls of Hiring and Firing, SHRM New York State Conference.
-Common Errors When Terminating Employees.
-Working with the New Form 5500s.
-Employment Issues In The Electronic Workplace.
-Are You Providing Employee Benefits in a Discriminatory Manner?
-ERISA Disclosure and Reporting Compliance Basics.
-Quoted in Business First of Buffalo 5.8.2009, Lost Benefits Rarely Come Back.
-401(k) Administration: Basics and Beyond.
-Employee Benefits, Employment and Labor Update 2011.
-EEO Training and Compliance.
-Employee Benefits in Labor Negotiations.
-Issues Surrounding the Revised EEO-1.
-Severance Pay and 409A.
-Determinable Benefit Issues and Concerns.
-Employment and Benefit Concerns Surrounding Misclassified Employees.
List of Documents Created/Tailored for Client Purposes
-Employment handbooks and manuals.
-Various employment agreements, such as non-competes, non-solicitation, confidentiality, employment arbitration, severance and general employment agreements.
-WARN (federal and state) notices, plans and opinions.
-OSHA, COBRA, HIPAA, ERISA forms, policies and procedures.
-Various employment policies such as workplace violence, drug-testing, leaves of absence, electronic communications and social media.
-Employment communications such as offer letters, recruiting, applications, performance evaluations, notices used for disciplinary purposes and postings.
M. Rogan Morton, Esq.
Attorney and Counselor at Law
Buffalo, New York • (716) 432-2764
Not Legal Advice
The Information Provided is General in Nature and Should Not Be
Relied Upon As Legal Advice. Legal Advice Cannot Be Given Without
Consideration Of All Of The Relevant Facts
Related To Particular Circumstances.
Prior Results Do Not Guarantee a Similar Outcome