More Than A Number

In a recent State House rally, a prominent interfaith group urged minority groups to influence policy makers in Massachusetts apart from the rest of the country in regards to undocumented immigrants.

Citing the example of Mayflower pilgrims who were ‘undocumented pilgrims’, Rev. Hurmon Hamilton of the Greater Boston Interfaith Organization, stated that undocumented immigrants are needed in order to build a new America in a new global world, and it is up to the people to say ‘yes’ to that.

In equating the current stand on immigration to the story of “Good Samaritan” who had fallen among thieves, and exhorted African-Americans to be good Samaritans to these undocumented immigrants as it is their diversity that is needed most at this time, to build a stronger and secure America.

Rev. Hamilton went as far as to say that the thieves that these immigrants in question had fallen amongst were in part, Democrats and Republicans on Capitol Hill, and it is in the best interests of the nation that these immigrants are granted documentation in order to help the nation compete.

All this comes after lawmakers rejected identity checks for people who were seeking state services based on the facts that ineligible people were abusing the system but was considered to be discriminatory towards immigrant groups. Along with this, lawmakers also decided to impose sanctions on businesses that hired illegal immigrants but soon abandoned those plans.

Rev. Hamilton’s call for these changes were accepted by Representative James J. O’Day, Democrat of West Boylston, Senator Sonia Chang-Diaz, Democrat of Jamaica Plain who were present and are in support of programs for immigrants.

Business succession planning was touched on in an earlier post, but there’s quite a lot to say on this topic. Few managerial processes are as complex as succession planning. Unlike other aspects of operating a business such as drawing up employee contracts, succession planning requires one to make difficult, tenuous, and often personal decisions about the direction the company will take in the future—a future that may differ radically from the one that was envisioned in the past.

Beginning succession planning early and adopting a holistic rather than top-down approach, however, can position the company for a smooth transition. Experts suggest teaching younger successors the value of accountability and critical thinking and showing them the impact that decisions have on the business.

Allowing professional development, both internally and externally, will increase the chances of a success. Consider forming a board comprised of junior members to give younger staff members opportunities to ask questions, learn, develop, and contribute to management decisions. Owners can instill valuable lessons about client communication, products and/or services, and company ethics well in advance.

Involving younger staff can also improve the chances of retention and longevity. For help with succession planning, contact Engel & Schultz, LLP, a Boston law firm specializing in all areas of business and corporate law, including employee stock options and contracts, phantom stock plans, partnerships, and more.

The debate in Congress over limiting exorbitant executive contracts in the financial sector has called attention to the issue of executive compensation. Top-level executives in a number of industries have found themselves and their compensation agreements subject to intense public scrutiny. Under the new stimulus plan, banks receiving bailout money must restrict bonuses for their executives, as well as place a ban on “golden parachute” severance packages, incentives that encourage “unnecessary and excessive risks,” and pay plans that “encourage manipulation of the company’s reported earnings.”

Even for companies outside of Wall Street, however, the issue of executive compensation has become a hot-button issue. In this environment, when both tensions and unemployment are high (a 17-year high of 7.6% in January), it is wise to seek legal counsel prior to signing a contract. An attorney with experience in employment negotiations and employment law can review the contract with you and explain the contract’s provisions to make sure that you understand the details and expectations for performance, as well as options for exiting the company.

Have confidence in your new career and your future. A bad contract could even be worse than no contract, but you can avoid both when you choose an experienced legal team such as Engel & Schultz, LLP. With nearly 30 years of experience practicing in the Boston area, the firm has handled many employment, business, and corporate law cases. A Boston corporate attorney from the firm can help you review your contract and determine if it is right for you.

There are a number of laws that are in place that prohibit an employer from discharging an employee on the basis of their personal characteristics. If you feel that these laws have been broken, it might be time for you to contact a discrimination lawyer. Just what are an employee’s rights under the law? One of the major sources of federal protection for employees is the civil rights laws. Under these laws, a worker’s color, race, sex, religion, or country of origin can’t be used at the reason for terminating employment. Likewise, discrimination based on an employee’s age is also prohibited, whether it results in the discharge of a worker or a reduction in the wages that he or she is paid. A wrongful termination attorney might also be called on in the case of discrimination against disabled persons–for some employers, disability is not a legally-allowable basis for discharging an employee.