Boston, MA – January 19, 2007 --Philip Gordon is an experienced employment attorney and serves as the Managing Partner of The Gordon Law Group, LLP. Philip’s employment practice focuses on the employee, representing employees in every aspect of the employment relationship, with particular attention to those matters related to wages, compensation, equity and employee misclassification. These include claims for overtime pay, commissions, vacation benefits, back wages, severance payments and bonuses, as well stock options and other forms of equity. He also has expertise with respect to misclassification of employees as independent contractors, treatment of non-exempt employees as exempt, and enforcement of executive liability.
Philip is a board member for the Massachusetts Immigration and Refugee Advocacy (MIRA) and a frequent lecturer and panelist on topics related to employment and labor law. Recently engagements include: keynote speaker for the Lowell Workers' Forum; moderator, Boston City Council Citywide Candidates Forum; 128 Innovation Capital Group; testified on proposed “Act to Protect Employees from Unscrupulous Employers”; at the hearings on S. 928 and H. 3775, before the Joint Committee on Labor and Workforce Development.
In addition to being well-suited to discuss topics on wages and compensation, he’s also is a great source on the impact of two new laws and one currently pending:
Pending Wage Act Litigation – Philip is a driving force behind two bills – Senate #928 and House #3775—that call for clarification of existing Wage and Labor laws, strengthening the ability of workers to seek and receive triple damages when businesses fail to pay earned wages. He’s testified on the need for both and is available to discuss why triple damages is critical to deter employees from taking advantage of employees, and how the legislation will help “level the playing field” for honest businesses.
New Employee vs. Independent Contractor Law – New legislation has clarified issues surrounding misclassification of employees as independent contractors. Why is it a problem? It’s cheaper – businesses pay lower taxes and benefits. Philip is an expert on the issues surrounding employee misclassification and can provide insight into what constitutes an employee, as opposed to an independent contractor.
New Exemptions for Overtime Pay – Unknowingly, many workers lose-out on overtime pay because they’ve been classified as an “exempt” employee. Philip can provide insight into the legal definition of exempt and non-exempt employees, highlighting employees’ rights for collecting overtime pay.
If you’re interested in discussing these ideas with Philip, or have any questions or other ideas, please contact Jeff Loucks at (781) 562-0237 or jloucks@bluehillmarketing.com
