CLIENT SPOTLIGHT: Factory Five Racing

Factory Five Racing was founded in 1995. Over the years they have grown from a start-up business in a small garage to become the world's largest manufacturer of "build-it-yourself" component car kits. They employ a full-time crew of about 40 people, and are located in Wareham, Massachusetts (about an hour south of Boston). They make their products right here in the USA, in the heart of New England where American manufacturing was born.
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CLIENT SPOTLIGHT: Luca + Danni

Fred and Danny Magnanimi grew up watching their father create beautiful, handcrafted jewelry in the family's Cranston, RI jewelry manufacturing business. When the boys grew up, Fred moved to New York and began working on Wall Street as an investment banker, while younger brother Danny, still enamored by the family business, stayed home. Increased competition from overseas businesses created significant challenges for the business, but Danny was confident he could find a way for the family business to evolve and thrive. This was his mission, this was his passion.
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        "Mandatory Paid Sick Time in Massachusetts?"

        As we prepare to go to the voting polls on November 4, one issue attracting attention from smaller employers is Ballot Question 4 on mandatory sick leave. This proposed change to the law would make Massachusetts one of only a few states that requires paid sick time. Under the proposed law, employers with 11 or more employees would be required to provide up to 40 hours of paid sick time per calendar year, while smaller employers would have to provide 40 hours of unpaid sick time per calendar year.

        Highlights:

        • An employee could use earned sick time if required to miss work in order (1) to care for a physical or mental illness, injury or medical condition affecting the employee or the employee’s child, spouse, parent, or parent of a spouse; (2) to attend routine medical appointments of the employee or the employee’s child, spouse, parent, or parent of a spouse; or (3) to address the effects of domestic violence on the employee or the employee’s dependent child.

        • Employees would earn one hour of sick time for every 30 hours worked beginning on July 1, 2015, but cannot use earned sick time until 90 days after hire.

        • Employees could carry over up to 40 hours of unused sick time to the next calendar year, but could not use more than 40 hours in a calendar year.

        • Employers with similar or more generous policies in place would not be required to provide additional paid sick time.

        • Employers would not have to pay employees for unused sick time at the end of employment.

        • Employers would be required to post the notice in a conspicuous location and to provide a copy to employees.

        • Employers would be prohibited from interfering with or retaliating based on an employee’s exercise of earned sick time rights, and from retaliating based on an employee’s support of another employee’s exercise of such rights.

        The proposed law would take effect on July 1, 2015.