Classification of Workers
One of the most important employment law considerations for start-ups is the classification of workers as employees or independent contractors. The classification of workers can have significant legal and financial implications for start-ups, as different rules and regulations apply to each category. Employees are generally entitled to certain legal protections, including minimum wage and overtime requirements, workers’ compensation insurance, and unemployment insurance. Independent contractors, on the other hand, are generally considered self-employed and are responsible for paying their own taxes and obtaining their own insurance. It is important for start-up founders to carefully consider the nature of the work being performed, the degree of control they have over the worker, and the worker’s level of independence when determining whether to classify them as an employee or independent contractor. Improper classification can result in significant legal and financial penalties for start-ups, so it is important to consult with an experienced attorney to ensure compliance with all applicable laws and regulations.Non-Discrimination and Anti-Harassment Policies
Another important consideration for start-ups is the implementation of non-discrimination and anti-harassment policies. These policies should be included in the employee handbook and should be clearly communicated to all employees. Non-discrimination policies should prohibit discrimination on the basis of race, gender, age, religion, national origin, and other protected classes. Anti-harassment policies should prohibit any form of harassment or bullying, including sexual harassment. Start-up founders should ensure that all employees receive training on these policies and that they are enforced consistently and fairly. Failure to comply with non-discrimination and anti-harassment policies can result in legal liability for the start-up.Wage and Hour Compliance
Start-up founders must also ensure that they are in compliance with all wage and hour laws. This includes complying with minimum wage and overtime requirements, as well as properly classifying employees as exempt or non-exempt. Exempt employees are exempt from certain wage and hour requirements, such as overtime pay, but must meet certain criteria, such as being paid a salary and performing certain job duties. Non-exempt employees are entitled to overtime pay for any hours worked over 40 hours in a workweek. Start-up founders must ensure that they are properly classifying employees and paying them according to all applicable wage and hour laws. Failure to comply with these laws can result in significant legal and financial penalties.Compliance with Immigration Laws
Start-up founders must also ensure compliance with immigration laws when hiring employees. This includes verifying the employment eligibility of all new hires through the Form I-9 process and complying with all requirements related to visa sponsorship and employment authorization. It is important for start-up founders to work with experienced immigration attorneys to ensure compliance with all immigration laws and regulations.Conclusion
In conclusion, start-up founders must carefully consider employment law considerations when making hiring decisions, including the classification of workers, non-discrimination and anti-harassment policies, wage and hour compliance, and compliance with immigration laws. It is important to work with experienced attorneys to ensure compliance with all applicable laws and regulations and to avoid potential legal and financial penalties. By prioritizing compliance with employment law, start-up founders can create a positive work environment and build a strong, sustainable business.Next Steps
Use the buttons below to to set up a meeting. When starting or operating a business, timing is critical; therefore, if you need assistance with your business venture, it is important that you retain the services of a competent attorney as soon as possible. Should you choose to contact me, we will begin with an introductory conference—via phone—to discuss your situation. Then, should you choose to retain my services, I will prepare and deliver to you for your approval a formal representation agreement. Unless and until I receive the signed representation agreement returned by you, my firm will not have accepted any responsibility for your legal needs and will perform no work on your behalf. Please contact me today to get started.
As the expression goes, if you think hiring a professional is expensive, wait until you hire an amateur. Do not make the costly mistake of hiring an offshore, fly-by-night, and possibly illegal online “service” to move your company. Where will they be when something goes wrong? . . . Hire an experienced attorney and CPA, knowing you are working with a credentialed professional with a brick-and-mortar office.
— Prof. Chad D. Cummings, CPA, Esq. (emphasis added)
Attorney and CPA
/Meet Chad D. Cummings

I am an attorney and Certified Public Accountant serving clients throughout Florida and Texas.
Previously, I served in operations and finance with the world’s largest accounting firm (PricewaterhouseCoopers), airline (American Airlines), and bank (JPMorgan Chase & Co.). I have also created and advised a variety of start-up ventures.
I am a member of The Florida Bar and the State Bar of Texas, and I hold active CPA licensure in both of those jurisdictions.
I also hold undergraduate (B.B.A.) and graduate (M.S.) degrees in accounting and taxation, respectively, from one of the premier universities in Texas. I earned my Juris Doctor (J.D.) and Master of Laws (LL.M.) degrees from Florida law schools. I also hold a variety of other accounting, tax, and finance credentials which I apply in my law practice for the benefit of my clients.
My practice emphasizes, but is not limited to, the law as it intersects businesses and their owners. Clients appreciate the confluence of my business acumen from my career before law, my technical accounting and financial knowledge, and the legal insights and expertise I wield as an attorney. I live and work in Naples, Florida and represent clients throughout the great states of Florida and Texas.
If I can be of assistance, please email me at chad@cummings.law, or click here to set up a meeting.