Law Offices of Lisa C. Ward, PLLC

08/29/2024

Our firm is hiring!

Below, please find a link to our LinkedIn job posting for our open Legal Assistant/Legal Secretary position.

This is an on-site position, with largely flexible schedule options.

Interested candidates should email their resume to [email protected]

You can also check us out at lisacwardlaw.com !

https://www.linkedin.com/hiring/jobs/4011107833/detail/

1 billion members | Manage your professional identity. Build and engage with your professional network. Access knowledge, insights and opportunities.

11/28/2023

UPDATES TO THE MICHIGAN EMPLOYMENT RELATIONS ACT

Recently, the Michigan Legislature passed certain amendments to the Michigan Employment Relations Act. Prior to these amendments being passed, private and public employees were prohibited from being required to pay union fees to a labor organization as a condition of obtaining or continuing employment under their workplace’s collective bargaining agreement. The Act also prohibited the requirement of pay to a charitable organization or third party an amount of money equivalent to dues, fees, or other charges that are required to be represented by a labor organization. Additionally, any person who violated any of these provisions would be liable for a $500 fine.

Previously, an employee was not required to pay union fees to a labor organization as a condition of obtaining or continuing employment under their workplace’s collective bargaining agreement. Thus, the amendment allows an employer and a labor organization to enter into a collective bargaining agreement that requires all employees in the bargaining unit to fairly share the financial support of the union. The amendment also removed language referring to protecting the “right to work.”

The amendments to the Act are effective on February 13, 2024.

11/28/2023

UPDATES TO THE ELLIOT-LARSEN CIVIL RIGHTS ACT

Prior to the Elliot-Larsen Civil Rights Act (ELCRA) amendments being passed, discriminatory practices, policies, and customs in employment, public accommodations and services, educational facilities, housing, and real estate based on religion, race, color, national origin, age, s*x, height, weight, familial status, or marital status were prohibited. The ELCRA did not extend to s*xual orientation and gender identity or expression.

The amendment updates the language within the Act to include the prohibition of discrimination based on s*xual orientation and gender identity or expression. Thus, LGBTQ persons are protected by the Elliot-Larsen Civil Rights Act to the same extent as other persons. The amendments to the Act are effective on February 13, 2024.

02/15/2023

PROPOSED UPDATES TO THE ELLIOT-LARSEN CIVIL RIGHTS ACT

On January 12, 2023, a bill was introduced to amend the Elliot-Larsen Civil Rights Act (ELCRA) to expand the current discrimination protections and provide more inclusive language within the bill. The proposed amendment prohibits discrimination based on s*xual orientation and/or gender identity or expression.

Prior to this amendment, individuals risked having their claim dismissed solely because ELCRA’s prohibition of s*x discrimination didn’t encompass s*xual orientation. However, in 2018, the Michigan Civil Rights Commission (MCRC) issued a statement that discrimination based on s*xual orientation and gender identity falls within the scope of discrimination based on s*x. In 2022, the Michigan Supreme Court used the MCRC language to hold that discrimination based on s*xual orientation constitutes discrimination based on s*x (Rouch World, LLC v. Department of Civil Rights).

The bill would simply adopt this language and explicitly prohibit discrimination based on s*xual orientation and gender identity or expression. The bill would take effect in 90 days and have no fiscal impact on State or local governments.

You can find out more about this and other legal issues on our website.

Legal Issues Affecting You | Lisa C. Ward For more recent updates on legal matters affecting you, check out our page! PROPOSED UPDATES TO THE ELLIOT-LARSEN CIVIL RIGHTS ACT On January 12, 2023, a bill was introduced to amend the Elliot-Larsen Civil Rights Act (ELCRA) to expand the current d...

06/10/2021

We are excited to announce that our new associate, Veronica Stachurski, will be participating as a volunteer attorney for the Mid-Michigan Virtual Expungement Clinic. Participants will be paired into virtual meeting rooms with volunteer attorneys, like Ms. Stachurski, to review the participant’s ICHAT records and explain the expungement process.

The event will take place (virtually) on June 19, 2021, at 9:00 am. More information about the Clinic can be on the 54-B District Court website, https://www.cityofeastlansing.com/676/54B-District-Court

05/21/2021

A recent case out of the Sixth Circuit Court of Appeals shows the Court attempting to balance the religious rights of employees and the rights of members of the LGBTQ community. Meriwether v. Hartop, 992 F.3d 492 (6th Cir. 2021), involved a clash between a university professor’s right to free-speech and the exercise of his religious beliefs; and a policy by the university to call transgender students by their preferred pronouns. A complaint with the Title IX office of the university resulted in a finding that the professor’s refusal to call students by their preferred pronouns created a hostile environment in violation of the university’s policy against discrimination on the basis of gender identity. The Sixth Circuit held that the university had violated the professor’s First Amendment right of free speech and that the university exhibited a hostility to the professor’s religious beliefs. A close reading of the opinion, however, reveals that the Title IX investigation was defective and this played a big part in the Court’s opinion. Although Title IX proceedings are not as formal as those required when litigating a case in federal court, the failure of these investigations to provide minimal due process to the accused has led to several adverse decisions by the Sixth Circuit. Maybe it is time for Title IX proceedings to be conducted with more procedural safeguards for the accused so that Title IX victims do not have to see their claims denied on appeal.

03/23/2021

I am excited to announce that Veronica Stachurski has joined the firm as a part-time associate. She is already licensed in Minnesota, and is currently awaiting results from the February Michigan bar exam.

Ms. Stachurski is available for legal research and brief writing (at both trial and appellate level) on a contractual basis. Ms. Stachurski has developed great legal research and brief writing skills, including working for two non-profit organizations, as well as, working as a research consultant for a criminal defense team at the International Criminal Court.

Please message us if you'd like Ms. Stachurski's contact information, or if you'd like any additional information about our firm. You can also visit our website at lisacwardlaw.com

03/08/2021

HOW COVID-19 MAY IMPACT YOUR LEGAL RIGHTS

New federal and state statutes concerning protections against wrongful discharge as a result of
COVID-19 were made law in 2020. The federal government has passed several laws regarding the novel Coronavirus, including the Families First Coronavirus Response Act (FFCRA), under which the Emergency Paid Sick Leave Act (EPSLA) was enacted. The Emergency Family and Medical Leave Expansion Act (EFMLEA) was also enacted under FFCRA, which amends Title I of the Family Medical Leave Act (FMLA). This is in addition to the Coronavirus Aid, Relief, and Economic Security Act (CARES) act, which amends certain provisions of the EPSLA and amended provisions added by the EFMLEA.

Agencies like the Equal Employment Opportunity Commission (EEOC) and Department of Labor have published materials interpreting these new statutes, and how they may affect rights under other statutes, such as the Americans with Disabilities Act (ADA) and the Rehabilitation Act. Our office is knowledgable about all these federal and state laws. We specialize in representing current and former employees pursuing their legal rights, and welcome inquiries regarding possible representation.

06/11/2020

UPDATE CONCERNING THE LAW OFFICES OF LISA C. WARD, PLLC

We will be open for business on June 8, 2020, as per the Governor’s recent executive order. However in order to be safe, we have made a few important changes. We require that anyone entering the Law Offices Of Lisa C. Ward, PLLC wear a face mask and practice social distancing. We have created a COVID-19 work plan that is available to anyone visiting our office. If you have any questions about the opening of our office, please contact us.

03/20/2020

UPDATE CONCERNING THE LAW OFFICES OF LISA C. WARD, PLLC

As you may be aware, two new laws enacted as a result of COVID-19, may have an impact on your employment. The Emergency Family Medical Leave Act Expansion and the Emergency Paid Sick Leave Act both have amended the Family Medical Leave Act. We will remain open to assist our clients with any questions they may have as to how these two new laws will affect their employment and their need to be away from work during the outbreak of COVID-19. If you have any questions, please contact us.