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Paul Zimmerman
pzimmerman@mrllp.com
310.299.5500

Showing 5 posts from May 2014.

Tips for Physicians When Negotiating Key Contract Clauses

Andrew Selesnick spoke on May 22, 2014 at the Hot Topics in Urgent Care event hosted by Michelman & Robinson, LLP, which featured attorneys from our Health Care and Labor & Employment groups addressing some of the latest topics and trends in Urgent Care. Andrew was joined by Damaris Medina in presenting “Contracting and Reimbursement: Getting Your Urgent Care Paid,” while Spencer Hamer spoke on “Urgent Care Center Staffing – Wage & Hour Review.”

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Gary Arbach © 123RF.com

Deductions from Wages…Continued

The New York State Law, which has a broad, general prohibition that prevents employers from taking deductions from employee pay. We then focused on some exceptions to the rule, such as deductions “for the benefit of the employee,” as well as deductions for overpayments and advances. (Read More)

Darren Barker Discusses How Beacon v. Skidmore Will Affect Design Professionals

Darren Barker explains the importance of Beacon v. Skidmore, which exposes design professionals to potential liability to third parties in negligence cases. This case allows home owners to hold design professionals (architects, engineers, surveyors, etc.) accountable for negligence in instances where the work was performed under an agreement with a general contractor. Currently, the case is under appeal with the California Supreme Court with a decision pending in 2014.

Robert Berg Discusses Fire Insurance on KFWB News 980

M&R attorney Robert Berg spoke with Bob McCormick on the KFWB News 980 radio show, Money 101, about homeowners fire insurance on May 2, 2014. In this segment, they discuss standard policy coverage, the importance of hiring a private contractor to assess fire damage and common fire hazards situated on or around homes.

Photo of M&R Blog

Gary Arbach © 123RF.com

Deductions from Wages

As my mother used to say, “The road to hell is paved with good intentions.” Good intentions, in this case, can involve an employee responsible for payroll, deducting an overpayment to an employee directly from the employee’s next paycheck, or deducting all or part of an advance or loan when due. After all, the payroll employee reasons: This is my company’s money, and the company is entitled to have it back. This rationale is logical, but will not pass legal muster if certain requirements are not met. (Read More)