HEALTH AND WELFARE PLANS
EXECUTIVE EMPLOYMENT, SEVERANCE AND DEFERRED COMPENSATION
PLAN FIDUCIARY GUIDANCE
At Dawda Mann, we expertly advise clients on the rules affecting their benefits programs, as well as assist business leaders in designing competitive benefits packages and in establishing new benefits programs. As legal mandates change over time, we also work with clients to monitor and redesign employee benefits programs to keep pace with those changes in government mandates, legal requirements and the financial and competitive changes of the business.

Workplace Sexual Harassment in the Era of Time Magazine’s “Silence Breakers”
By David A. Mollicone, Esq and Monika Khaltsev Even in the most synergistic of workplaces, sexual harassment looms large as a difficult issue for both employees and employers. This is especially true in this era [...]
Congressional Changes to Toxic Substances Control Act Receives Initial Bipartisan Support
In a rare move of bipartisan collaboration, the United States Senate has passed a new environmental bill, which is intended to address perceived deficiencies of the Toxic Substances Control Act (TSCA). The TSCA was enacted [...]
Sexual Orientation and Gender Identity Issues in the Workplace
Many employers would rather not deal with any issues of sexual orientation or gender identity at the office, considering these to be private matters and not topics for an employee handbook. But the Equal Employment [...]
Exempt or Not-Exempt: That is the Question and the Answers are Changing
The Department of Labor (DOL) is proposing changes to the federal regulations that deal with overtime pay, particularly regarding exempt and non exempt employees. An exempt employee (who must be primarily an executive, administrative or [...]
Goodbye, Yellow Taxi
San Francisco is a town where people need rides. Between the population density on the island, the somewhat low per capita car ownership and the ubiquitous hills, hailing cabs has been a part of the [...]
Classic Employer Pitfalls
As an employer, you have so many balls to keep in the air. Under these circumstances, it is understandable that staying on top of employment law becomes subservient to just trying to retain employees and [...]