Stoneman, Chandler & Miller LLP (SCM) was originally formed in 1945 as a traditional labor law firm. Since then we have evolved into a full service labor, employment and education law firm engaged in the representation of public and private employers and public schools.
SCM counsels and assists clients in a broad spectrum of labor, personnel and employment related issues ranging from the application of wage and hour laws to dealing with the National Labor Relations Act, Davis Bacon Act, OSHA, COBRA, FMLA and the ever changing anti-discrimination laws and accompanying regulations. We have significant experience in the development and implementation of personnel policies, preparation of affirmative action programs, the handling of employee problems, establishment of employee communication programs (e.g. employee handbooks), and the training of managers, and supervisors. We can assist employers in the creation and administration of salary and fringe benefit programs as well.
as of June 4, 2021
Until September 30, 2021, Massachusetts employers must provide employees with additional paid time off for certain COVID-19 related reasons. Full-time employees are entitled to a week (40 hours) of paid time off and part-time employees are entitled to a pro-rated amount based on their work schedules. The maximum amount of pay an employer is required to pay an employee for this paid time off (and for which the employer can seek reimbursement from a state fund) is $850 per employee. This program may end prior to September 30, 2021, if the Commonwealth’s fund for reimbursement (currently $75 million) is exhausted before then.
as of April 13, 2021
The American Rescue Plan Act of 2021 (“ARPA”), signed into law in March 2021, created a COBRA subsidization program that will apply from April 1, 2021, to September 30, 2021, for individuals who lost their group health coverage due to an involuntary termination or reduction in hours. The subsidy is available to those people currently enrolled as well as those who are within their COBRA continuation window but who failed to elect or previously dropped coverage. Those who discontinued coverage will have a chance to elect COBRA again beginning April 1, 2021, and ending 60 days after they receive the extended election notice discussed below.