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As a Managing Partner at Disruptive Legal Fees, LLC, I have over 30 years of experience in providing legal counsel to investment funds, Fortune 500 companies, startups and emerging companies. My expertise spans various areas, including angel and venture financings, startups, venture capital funds, mergers and acquisitions, crowdfunding, and flat fee monthly general counsel services. I also have a strong background in representing clients in the real estate and hospitality sectors. My work experience and training includes working for Kirkland & Ellis as well as General Counsel, Mergers & Acquisitions for Intel Corporation. I advise a wide range of technology companies, from privately held startups to publicly traded companies. My clients are innovators in a variety of fields, including artificial intelligence, autonomous transportation and shared mobility, blockchain, cloud and SaaS, consumer goods and retail, digital health, digital media and entertainment, fashiontech, fintech, games, life sciences and robotics. SPECIALTIES: - Startup counseling - Formation - Venture capital financings - Private equity financings - Corporate governance - Mergers and acquisitions - Joint ventures - Securities - Initial public offerings - Public offerings In addition to my role at Disruptive Legal Fees, LLC, I am passionate about giving back to the community through pro bono work. I have been involved in several charitable initiatives, including serving as a board member for the Providence College Alumni Association and participating in fundraising events for local organizations. I also started a not-for-profit focusing on mentoring young attorneys. I hold a Doctor of Law degree from the University of Illinois College of Law and a Bachelor of Arts degree summa cum laude from Providence College.
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“The Growing Risk of Employee Misclassification: What Businesses Need to Know” — which affects companies of all sizes, especially startups and gig-based operations. In today’s flexible workforce environment, many companies — particularly startups, small businesses, and those in the gig economy — rely on independent contractors. While this approach can reduce overhead and streamline operations, it also carries significant legal risk if workers are misclassified. What is Employee Misclassification? Employee misclassification occurs when a business classifies a worker as an independent contractor instead of an employee, even though their job duties and relationship with the company legally qualify them as employees. Why does it matter? Because employees are entitled to a range of protections and benefits under federal and state laws — such as minimum wage, overtime pay, workers' compensation, unemployment benefits, and employer-paid payroll taxes. Independent contractors, by contrast, are not. Legal Consequences of Misclassification If a business is found to have misclassified workers, it may face: Back pay and benefits owed to misclassified employees Fines and penalties from the IRS and Department of Labor Class-action lawsuits brought by workers State audits for unpaid unemployment insurance or workers’ comp Recent years have seen aggressive enforcement from both federal and state agencies. For example, California’s AB 5 law adopted the stringent “ABC Test” to determine whether a worker is an independent contractor — a standard other states and courts are now also using. How to Protect Your Business Understand the Law: Federal and state-level standards vary. Know which apply to your jurisdiction. Review Contracts and Work Arrangements: Merely labeling someone an “independent contractor” in a contract doesn’t make it so. Look at the actual working relationship. Seek Legal Guidance: Have an employment attorney review your workforce classifications. Mistakes can be costly and hard to unwind after the fact. Train HR and Management: Make sure hiring managers understand the differences and risks associated with each worker classification. Final Thoughts The flexibility of today’s labor market is an asset to businesses, but only when handled correctly. Misclassifying employees isn’t just a paperwork mistake — it’s a legal landmine that can blow up your budget and reputation. Being proactive, compliant, and legally sound is the best protection.
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