Michelle S. Strowhiro
Subscribe to Michelle S. Strowhiro's PostsMichelle S. Strowhiro is an employment advisor and litigator. She provides trusted counsel to US and international companies on all aspects of employment law compliance. Michelle partners with clients to establish and maintain their strong and lawful employment policies and practices; manage their employee relationships from hire to termination; conduct workplace investigations; administer leaves and other workplace accommodations; and resolve disputes. She provides manager and employee trainings on management and sexual harassment. She regularly prepares and negotiates agreements, and advises companies on employment law issues for mergers and acquisitions. Michelle works with clients in the technology, fashion, food and restaurant, health care, sports, media and entertainment industries. Read Michelle Strowhiro's full bio.
California Wage Law Puts ‘Band-Aids’ on Healthcare Worker Shortages
By Michelle S. Strowhiro on Nov 29, 2023
Posted In Employment, Labor
While California healthcare workers will see their pay increase over the next several years thanks to a new state law, industry analysts say more must be done to address healthcare workforce shortages. In this Bloomberg Law article, Michelle Strowhiro offers insight into the pressures facing healthcare providers. Access the article.
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New Jersey Healthcare Transactions Now Face Onerous Employment Requirements
By Lindsay Ditlow, Michelle S. Strowhiro and Cristell Fortune on Mar 23, 2023
Posted In Employment, Labor
As of November 16, 2022, New Jersey Senate Bill No. 315 (S-315) has come into effect. The bill introduces fresh employment protections for qualifying employees of select private healthcare organizations that experience a “change in control.” The legislation mandates several obligations, such as giving prior notice, extending job offers to eligible employees, and providing improved...
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Extended Notice and Required Severance: Expansions to New Jersey’s WARN Act
By Lindsay Ditlow, Michelle S. Strowhiro and Cristell Fortune on Feb 7, 2023
Posted In Employment
In late 2022, the New Jersey Senate passed Assembly Bill No. 4768. The legislation–signed into law by Governor Phil Murphy earlier this year–implements the state’s Millville Dallas Airmotive Plant Job Loss Notification Act and requires that employers provide their employees with 90 days’ notice and severance pay in connection with a mass-layoff event. Read more...
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Washington State’s Pay Transparency Law Takes Effect January 1, 2023
By Yesenia M. Gallegos, Michelle S. Strowhiro and Paulina Chau on Dec 8, 2022
Posted In Executive Compensation, Payroll and Fringe Benefits
Effective January 1, 2023, Washington employers must comply with SB 5761, commonly known as Washington’s Pay Transparency Law, signed by Governor Jay Inslee on March 30, 2022. SB 5761 amends Washington’s Equal Pay and Opportunity Act (RCW 49.58) to require employers with 15 or more employees to include in each job posting the wage scale...
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Companies with 15 or More California-based Employees Must Start Disclosing Salary Ranges in All Job Postings
By Michelle S. Strowhiro on Oct 27, 2022
Posted In Employee Benefits, Employment, Labor
California companies with more than 15 California-based employees will have to disclose hourly or annual salary ranges for all job postings by January 1, 2023. According to this HR Brew article, McDermott Partner Michelle Strowhiro said she recommends HR professionals review job descriptions with business leaders and legal counsel (preferably, under legal privilege). The goal...
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Monkeypox in the Workplace: Key Considerations for Employers
By Michelle S. Strowhiro and Lindsay Ditlow on Oct 18, 2022
Posted In Employee Benefits, Health and Welfare Plans, Labor
With much about the potential impact and scope of monkeypox still unknown, employers should consider taking proactive steps now, as may be appropriate for their workforce, to enhance and reinforce the safety protocols already in place from the COVID-19 pandemic. In this Employee Relations Law Journal article, McDermott’s Michelle S. Strowhiro, Lindsay Ditlow and Priya...
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The 411 on Employment Background Checks in Stock and Asset Transactions
By Marjorie C. Soto Garcia and Michelle S. Strowhiro on Oct 13, 2022
Posted In Employment, Fiduciary and Investment Issues
Employment background checks help employers hire individuals with integrity whom they can trust, and who do not present a risk to the business, other employees, or the customers and clients that the business serves. Buyers in transactions may view target businesses that run background checks as lower risk for employee performance and retention issues. Background...
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Colorado Continues to Whittle Away at Non-Compete Agreements
By Michelle S. Strowhiro, Cristell Fortune and Brian Mead on Sep 27, 2022
Posted In Employment, Labor
Effective August 10, 2022, Colorado’s laws governing restrictive covenants were amended to provide additional limitations and hurdles for employers who seek non-compete and non-solicit agreements with their employees, including compensation thresholds and notice requirements. The new law also sets forth steep penalties for any violations. This article provides the details of these new restrictions. Read...
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HR Might Be on the Front Line in the Battle Against Monkeypox Misinformation
By Michelle S. Strowhiro on Sep 20, 2022
Posted In Employee Benefits, Employment, Health and Welfare Plans
More employers are beginning to take notice of Monkeypox and how it might impact their workplaces. In this HR Brew article, McDermott Partner Michelle Strowhiro said employers need to present information from a factual basis to dispel rumors that might circulate in the workforce. “To the extent that employees are…creating a hostile environment, it’s incumbent on employers...
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What You Should Be Telling Workers About Monkeypox
By Michelle S. Strowhiro on Sep 7, 2022
Posted In Employee Benefits, Employment, Health and Welfare Plans
What should employers be telling workers about monkeypox? In this Fortune article, McDermott Partner Michelle Strowhiro said the first thing is to make sure workers properly understand the signs and symptoms of the viral disease. “Now’s the time to evolve [your] COVID-19 policy into a greater safety policy that includes monkeypox, and covers the symptoms...
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