#princeton business compliance attorney

[indysidhu]

If you want to know the Waiver of Interview Requirement for the Nonimmigrant Visas Announcement? Contact our experienced Princeton immigration attorney at 609-375-0664.  

[weedconsortium2]

NEW YORK — Vicente Sederberg LLP, one of the nation’s leading cannabis law firms, announced Thursday it has opened an office in Manhattan. The firm is headquartered in Denver and also has offices in Boston, Jacksonville, and Los Angeles. Two seasoned attorneys have joined VS to co-manage the New York office and expand the firm’s ability to assist clients with cannabis regulations in New York and New Jersey. They also strengthen the VS Corporate Practice Group, adding litigation and arbitration as practice areas:

Elliot Choi, counsel, advises clients on corporate transactions involving licensed and ancillary cannabis companies, adding depth to VS’s M&A roster. He also advises clients on marijuana and hemp licensing, regulatory, and compliance matters, with a focus on the New York and New Jersey cannabis markets. Previously, Mr. Choi was a corporate associate in the New York offices of Friedman Kaplan Seiler & Adelman LLP and Skadden, Arps, Slate, Meagher & Flom LLP, where he represented clients from a broad range of industries in connection with various corporate transactions and general corporate matters. He received an A.B. from Princeton University and a J.D. from University of Pennsylvania Law School.

Jennifer M. Cabrera, counsel, boasts more than a dozen years of experience in international dispute resolution and will assist VS in expanding its practice areas to include litigation and arbitration. She also advises clients on regulatory, corporate, and cross-border issues relating to cannabis and hemp. Ms. Cabrera’s experience includes working in the New York office of Skadden, Arps, Slate, Meagher & Flom LLP, managing a boutique law firm, and serving as adjunct faculty at the law schools of Duke, Fordham, and St. John’s universities. She holds a B.A. from the University of Texas at Austin, a J.D. from Harvard Law School, and an LL.M. from the University of Cambridge.

“New York, New Jersey, and other Mid-Atlantic states appear poised to end prohibition and expand their regulated cannabis markets,” said Charles Alovisetti, a partner at VS and chair of its Corporate Practice Group. “VS is well-positioned to advise clients on the evolving state medical cannabis programs in the region, while also assisting with efforts to pass broader legalization laws in 2020. Our new team members will be key to assisting our clients with their M&A and litigation needs, in addition to providing guidance on the evolving cannabis regulatory landscapes in New York and New Jersey.” About Vicente Sederberg LLP:

Vicente Sederberg LLP (https://VicenteSederberg.com) is one of the nation’s leading firms focused on cannabis law and policy. It offers a full suite of services for all types of marijuana and hemp businesses, ancillary businesses, investors, trade associations, and governmental bodies. Since its founding in 2010, VS has helped shape marijuana and hemp laws and policies across the U.S. and around the world. It has also assisted clients in obtaining cannabis business licenses in 21 states and dozens of localities.

The post National Cannabis Law Firm Vicente Sederberg LLP Opens New York Office, Strengthens Corporate Team With Two New Attorneys appeared first on CBD Oil Vape Liquid Spray - Cbd Pain Relief Capsules - Weed Consortium.

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[bestmarijuanaboutiques]

National Cannabis Law Firm Vicente Sederberg LLP Opens New York Office, Strengthens Corporate Team With Two New Attorneys

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National Cannabis Law Firm Vicente Sederberg LLP Opens New York Office, Strengthens Corporate Team With Two New Attorneys

NEW YORK — Vicente Sederberg LLP, one of the nation’s leading cannabis law firms, announced Thursday it has opened an office in Manhattan. The firm is headquartered in Denver and also has offices in Boston, Jacksonville, and Los Angeles.

Two seasoned attorneys have joined VS to co-manage the New York office and expand the firm’s ability to assist clients with cannabis regulations in New York and New Jersey. They also strengthen the VS Corporate Practice Group, adding litigation and arbitration as practice areas:

Elliot Choi, counsel, advises clients on corporate transactions involving licensed and ancillary cannabis companies, adding depth to VS’s M&A roster. He also advises clients on marijuana and hemp licensing, regulatory, and compliance matters, with a focus on the New York and New Jersey cannabis markets. Previously, Mr. Choi was a corporate associate in the New York offices of Friedman Kaplan Seiler & Adelman LLP and Skadden, Arps, Slate, Meagher & Flom LLP, where he represented clients from a broad range of industries in connection with various corporate transactions and general corporate matters. He received an A.B. from Princeton University and a J.D. from University of Pennsylvania Law School.

Jennifer M. Cabrera, counsel, boasts more than a dozen years of experience in international dispute resolution and will assist VS in expanding its practice areas to include litigation and arbitration. She also advises clients on regulatory, corporate, and cross-border issues relating to cannabis and hemp. Ms. Cabrera’s experience includes working in the New York office of Skadden, Arps, Slate, Meagher & Flom LLP, managing a boutique law firm, and serving as adjunct faculty at the law schools of Duke, Fordham, and St. John’s universities. She holds a B.A. from the University of Texas at Austin, a J.D. from Harvard Law School, and an LL.M. from the University of Cambridge.

“New York, New Jersey, and other Mid-Atlantic states appear poised to end prohibition and expand their regulated cannabis markets,” said Charles Alovisetti, a partner at VS and chair of its Corporate Practice Group. “VS is well-positioned to advise clients on the evolving state medical cannabis programs in the region, while also assisting with efforts to pass broader legalization laws in 2020. Our new team members will be key to assisting our clients with their M&A and litigation needs, in addition to providing guidance on the evolving cannabis regulatory landscapes in New York and New Jersey.”

About Vicente Sederberg LLP:

Vicente Sederberg LLP (https://VicenteSederberg.com) is one of the nation’s leading firms focused on cannabis law and policy. It offers a full suite of services for all types of marijuana and hemp businesses, ancillary businesses, investors, trade associations, and governmental bodies. Since its founding in 2010, VS has helped shape marijuana and hemp laws and policies across the U.S. and around the world. It has also assisted clients in obtaining cannabis business licenses in 21 states and dozens of localities.

[convergehrsolutions]

HR Advise for a Department of None

As soon as your business hires its first employee, you have entered the world of HR. Anything from recruiting to payroll to health benefits to termination. Every step of your business involved some aspect of HR. HR professionals can help your business by ensuring that you are in compliance with laws and regulations of your industry, City and State. "Most people think about federal laws, but states and cities often have measures in place that are more generous to employees," explained Heather Breen, SHRM-CP, human resources manager for B&R Auto Wrecking in Albany, Ore. All it takes is one lawsuit to shock business leaders into a better understanding of HR's role, she says. Due to the importance of compliance, this is why many companies hire on HR help.

​In fact, if your company is in violation of compliance, ignorance of regulations is never a proper defense according to employment attorneys. Even though meeting regulations is such an important part of business, so many small companies still do not prioritize the practice. According to ADP—a global provider of cloud-based human capital management solutions—HR responsibilities at more than two-thirds of U.S. small businesses fall to the company's owner or a designated non-HR employee. These "ad-hoc" HR managers, as ADP calls them, don't particularly like dealing with employment issues, and few of them have any HR training. 

If you're joining a small business as its first HR professional, or if you're a business owner who is ready to recognize the importance of HR, here are the key issues you need to address first…

Know That You Don’t Know it All

There is nothing explicitly outlining where to start when beginning HR initiatives in a company, a general theme is to begin with compliance and documentation.  Make sure that I-9 forms, which verify if an employee is eligible to work in the U.S., and W-4 forms, which record information needed to calculate an employee’s federal tax withholdings, are handled properly and that onboarding and drug-testing steps are in line with regulations.

Mike Ciavolino, president of Shore Creative Group, a recruitment marketing agency in Long Branch, N.J., believes creating a well-organized file for each employee is the way to start. The file should contain the individual's resume and payroll information, and grow to include basic employment data such as performance reviews and raises, he said.  

Also, you must have proper documentation of policies and procedures and make sure your employees understand them. "If you don't write policies down, you're setting yourself up for trouble," Breen said. Without documentation, any disputes boil down to your word against the employee's, "and you'll almost always lose." 

Make sure to not focus only on your employee’s salaries. Make sure to consult accountants and attorneys before making a job offer so you have a good understanding of what the complete compensation packet will look like.

Advice to small business owners about HR: "You have to make sure you understand what you're required to do, such as including full medical and dental coverage, paid vacations, tuition reimbursement and other key aspects of a competitive compensation plan.

Create a Thorough HR Function

When handling HR function, you must make sure that your company includes the “must have” components to HR practice. Your company must have the following:

·         Payroll

·         Recruiting and hiring

·         Management of the company’s benefits, including 401K if there is one.

·         Time tracking for vacations and other day off and billing

·         Oversight of firings, layoff and resignations

Many of these practices can be outsourced, but your company still needs to make sure they are completing every task. Very often, "it's easier to hire someone than to train someone," Breen said, especially when the work involved isn't among your organization's core competencies. Maintaining a compliant workplace is different from managing compliance, and "there are a lot of ways to hire the expert rather than be the expert or have one in-house.”

Understand Outsourcing

The research firm Gartner reports that about 80 percent of all companies outsource at least one HR activity. This fact is not too surprising when you understand the complexities of laws and regulations that surround HR. According to ADP, the average ad-hoc HR person spends about 20 percent of each workweek on employment issues, which equates to nearly 700 hours a year.  

For these reasons, many business owners who say they're too small to add a full-time HR professional agree that hiring an HR consultant makes sense. If your company decides to stay small, at some point you will need to hire on an HR outsourced team.

Candida Pangaldi, vice president of human resources and operations for Digital Brand Expressions, a Princeton, N.J., digital marketing agency with a full-time staff of six, relies on an HR consultant to ensure her company's HR is managed in the best way possible.  "The first thing to do is get a resource who can provide advice and solutions," she said. Although you may not know all of the HR intricacies, HR consultants do, "so they can manage a lot of the [mandated] paperwork and make sure, for example, you're hiring and firing properly."  

HR is an Ongoing Process

Because employment law is always changing, one of your greatest challenges will be simply keeping up. Although consultants and HR vendors can help here, too, business owners and small-company HR professionals need to keep abreast of core information. Both trade and local business groups can be good resources to help you execute HR in the appropriate business or regional context. 

At Converge HR Solutions, we provide premier HR solutions that are cost effective and relevant to your company. We cater to your needs by bringing in an expert team of HR consultants that work first-hand with your company to take care of any HR needs. At Converge HR solutions we specialize in outsourcing, consulting, and recruiting and will provide your company with services such as onboarding, regulatory compliance, employee relations, and handbooks & policies, just to name a few. If you would like to learn more about what products and services Converge HR Solutions can offer you, please visit our website at http://convergehrsolutions.com/ or contact us directly by email at info@convergehrsolutions.com or phone at 610-296-8550

 Article Source: https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/hr-advice-for-a-department-of-none.aspx

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[indysidhu]

The US immigration process is extremely difficult and dragged out. A single mistake forces a process to restart which costs money and time. Our knowledgeable Princeton immigration attorneys are available if you require additional assistance. Schedule a consultation by contacting our law office at 609-375-0664 right away.