Hultman Sensenig + Joshi

Hultman Sensenig + Joshi HS+J is devoted to the practice of Labor and Employment Law through a pragmatic and common-sense approach.

Permanently closed.

Our attorneys have over seventy (70) years of combined legal experience in labor and employment law, with backgrounds that include practicing as in-house counsel for large corporations as well as obtaining the distinction of Board Certification as specialists in Labor and Employment Law. One of HS+J’s core beliefs is to support the vibrant and thriving community in which we are proud to live, work

and play. As ambassadors for our community, the attorneys of HS+J practice, celebrate and advocate the co-existence of diverse cultures, interests and lifestyles, and believe our varied personal and professional backgrounds help define our practical approach to serving our clients’ needs involving the workplace. HS+J provides advice, counsel, and litigation defense to private and public sector employers of all types and sizes. Our services include preventative measures such as drafting policies, handbooks, and employment-related documents. We also train management and supervisors about the law and their legal obligations, conduct investigations into workplace-related complaints, and defend employers against claims of discrimination, retaliation, harassment and whistleblower, as well as violations of wage and hour (overtime) law and the Family and Medical Leave Act. HS+J attorneys also assist in union negotiations (collective bargaining) and draft contracts of all types, including independent contractor agreements, non-compete agreements, and employment agreements. HS+J also assist employers in audits involving the Department of Labor, Immigration compliance, and Agricultural law.


In addition to handling employment discrimination claims, we can provide advice, counsel and defense regarding housing discrimination claims.
IMultifamily Residential Property Owners and Managers, please be aware that a new organization called the Florida Fair Housing Alliance has been formed by Ryan Turizo. He is testing properties to determine if they are accepting applications with felony convictions.
He calls a property and asks if apartments are available. If the person says Yes, he then asks if they rent to convicted felons. If the response is no, in a few days the property owner receives a letter from a lawyer accusing the property owner of violating the Fair Housing Act by refusing to rent to convicted felons and it encloses a draft lawsuit. The letter includes an invitation to resolve the matter amicably prior to litigation. Mr. Turizo's organization has already filed lawsuits in South Florida.
Please instruct your property staff to advise all callers that applicants are approved or rejected ONLY after a thorough review of a completed written application. Also state that all applicants and applications are considered for tenancy on a case-by-case basis using all the information provided. Then invite the person to come in and fill out an application.
I urge you to review your applications to confirm they do not indicate an applicant will be automatically rejected for a criminal conviction. Last, do not ask for information regarding arrests.

The new Form I-9 is here!   According to the USCIS website, employers may continue using the prior version of Form I-9 t...
I-9, Employment Eligibility Verification

The new Form I-9 is here! According to the USCIS website, employers may continue using the prior version of Form I-9 that has the "August 31, 2019" expiration date in the upper right hand corner until April 30, 2020. Starting on May 1, 2020, Employers must use the new form with the October 31, 2022 expiration date in the right hand corner must be used. Clear out your old Form I-9's and start using the new one as soon as possible.

Versión en español I-9, Employment Eligibility Verification Until further notice, employers should continue using the Form I-9 posted here (revision date 7/17/17 N).We will post a new version of Form I-9 as soon as it is available. Form I-9 is used for verifying the identity and employment authori...


The Department of Labor increased the exemption threshold for highly compensated employees from $100,000 a year to $107,432 rather than to the $147,414, as originally proposed two years ago. This change takes effect on Jan. 1, 2020.

The highly compensated employee test allows high earners to be exempt from overtime pay even if they don't meet all the duties of the white-collar exemptions as the highly compensated employees have a reduced duties test:

1. The employee's primary duty must be office or nonmanual work; and,
2. The employee must customarily and regularly perform at least one of the bona fide exempt duties of an executive, administrative or professional employee.

It is time to review your employee wage records and ensure compliance will occur on Jan. 1, 2020.


In honor of Labor Day, we will be closed on Monday September 2nd. We look forward to working with all of our clients on Tuesday.
If Hurricane Dorian changes our ability to be open, we will post an update.


The current Form I-9, the document used to verify identity and eligibility for employment, has an expiration date of Aug. 31 - yes, 12 days away! Keep using the current form as we expect an announcement any day now extending the Form I-9’s expiration date. We also hope to see possible clarifications to the instruction section.

Hultman Sensenig + Joshi was proud to sponsor Step Up Suncoast in order to assist this worthy organization to meet its g...
Step Up Suncoast

Hultman Sensenig + Joshi was proud to sponsor Step Up Suncoast in order to assist this worthy organization to meet its goal of receiving a $21,000 matching grant courtesy of the Manatee Matches Fund at the Manatee Community Foundation. This grant will support expanding the eligibility financial threshold of the Family Self-Sufficiency program at Step Up Suncoast which supports working adults pursuing a post secondary degree.

Empowering people toward self-sufficiency through education, support services and community partnerships. Founding 50 Members Learn More About the Founding 50 Program Kim & Leland Taylor Kim & Leland Taylor Kim & Leland Taylor Dennis & Jenny Koselak Dennis & Jenny Koselak Dennis & Jenny Koselak Sir....

Borrowing from the movie Poltergeist II, "They're back"... Don't ignore a mismatch letter received from Social Security ...
Employer Correction Request Notices (EDCOR) | Social Security

Borrowing from the movie Poltergeist II, "They're back"... Don't ignore a mismatch letter received from Social Security - and don't fire the employee immediately simply because you received a Social Security Mismatch letter.
Employers should check with legal counsel about next steps to avoid compliance issues - and potential discrimination claims.
Don't forget agencies share information in that Social Security could reach out to ICE or DHS. What's worse than a Poltergeist? Auditors!



The new salary basis threshold proposal from the Department of Labor is here! $35,308 is the new proposed amount to satisfy the salary basis test!

WASHINGTON, DC - Today, the U.S. Department of Labor announced a Notice of Proposed Rulemaking (NPRM) that would make more than a million more American workers eligible for overtime.

Under currently enforced law, employees with a salary below $455 per week ($23,660 annually) must be paid overtime if they work more than 40 hours per week. Workers making at least this salary level may be eligible for overtime based on their job duties. This salary level was set in 2004.

This new proposal would update the salary threshold using current wage data, projected to January 1, 2020. The result would boost the standard salary level from $455 to $679 per week (equivalent to $35,308 per year).

The Department is also asking for public comment on the NPRM’s language for periodic review to update the salary threshold. An update would continue to require notice-and-comment rulemaking.

In developing the proposal, the Department received extensive public input from six in-person listening sessions held around the nation and more than 200,000 comments as part of a 2017 Request for Information (RFI).

“Our economy has more job openings than job seekers and more Americans are joining the labor force,” said Secretary Alexander Acosta. “At my confirmation hearings, I committed to an update of the 2004 overtime threshold, and today’s proposal would bring common sense, consistency, and higher wages to working Americans.”

“Commenters on the RFI and in-person sessions overwhelmingly agreed that the 2004 levels need to be updated,” said Keith Sonderling, Acting Administrator for the Department’s Wage and Hour Division.

The NPRM maintains overtime protections for police officers, fire fighters, paramedics, nurses, and laborers including: non-management production-line employees and non-management employees in maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, and construction workers. The proposal does not call for automatic adjustments to the salary threshold.

A 2016 final rule to change the overtime thresholds was enjoined by the U.S. District Court for the Eastern District of Texas on November 22, 2016. As of November 6, 2017, the U.S. Court of Appeals for the Fifth Circuit has held an appeal in abeyance pending further rulemaking regarding a revised salary threshold. As the 2016 final rule was enjoined, the Department has consistently enforced the 2004 level throughout the last 15 years.

More information about the proposed rule is available at The Department encourages any interested members of the public to submit comments about the proposed rule electronically at, in the rulemaking docket RIN 1235-AA20. Once the rule is published in the Federal Register, the public will have 60 days to submit comments for those comments to be considered.

Agency Office of the Secretary
Date March 7, 2019
Release Number 19-412-NAT


HS+J will be closed today, December 24th and tomorrow, December 25th, to enjoy time with those we love. We hope for joy, laughter, good health and peace for all our clients and friends this holiday season.

Manatee FAWL

We love supporting local organizations who make a difference in our community.

Our Saving Our Seniors Fundraiser is this Friday! We are so grateful to our "JUMBO SHRIMP" Sponsors whose donations help our Manatee County seniors receive the durable medical equipment they cannot afford! Thank you Liz Moneymaker, P.A. a member of Ferrari, Butler & Moneymaker, PLLC and Butler Elder Law, P.A. a member of Ferrari, Butler & Moneymaker, PLLC, Lisa Gonzalez Moore, Esq., Fred Moore of Blalock Walters, Christine Sensenig of Hultman Sensenig + Joshi, and Jessica Ross of Coldwell Banker!

The National Labor Relations Board issued guidance last week about how the NLRB will look at certain Handbook Policies g...
General Counsel Memos | NLRB

The National Labor Relations Board issued guidance last week about how the NLRB will look at certain Handbook Policies going forward - well worth reading to see where your Handbook is in good shape, and where you need to reach out to your employment counsel for necessary revisions to stay in compliance.

General Counsel memoranda are issued to field offices and/or Washington offices by the General Counsel to provide policy guidance. Use this box to search the full text of all GC Memos, not just those on this page. Search Memo Number Memo Number Subject Memo Date GC 18-04 Guidance on Handbook Rules P...

Hot Seat Q&A: Esquire Christine R. Sensenig, Webinar Panelist

A preview of some of the topics for this week's webinar on harassment in workers' compensation.'s next Hot Seat webinar will take place Thursday, March 29 at 2 p.m. ET. It will be entitled, “Sexual Harassment in Workers' Comp: Ignorance, Stupidity or Evil? Registration is available here. Follow along this week for Q&A profiles on the panelists. See below for a quick...


2055 Wood Street, Ste 208
Sarasota, FL


(941) 953-2828



Litigation Defense of Employers
Union Negotiations


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