
New Pay Transparency Laws Can Impact Your Agency (No Matter Where You Operate)
Even if you don’t operate in a specific location, your distributed creative agency may need to comply with emerging state and local pay transparency laws.
Even if you don’t operate in a specific location, your distributed creative agency may need to comply with emerging state and local pay transparency laws.
Don’t make terminating employees any harder than it already is. Review the basic components your creative agency’s severance agreements should include.
The NLRB ruled typical language in confidentiality and non-disparagement clauses to be illegal. Determine if you need to revisit your severance agreements.
It’s a good idea to annually review your agency’s contracts, policies, and documents. Discover what areas you may need to update from a legal perspective.
Firing employees is never fun, but you can mitigate the legal risks with the right processes. Review these best termination practices for creative agencies.
Most agencies can’t match the salaries and bonuses offered at bigger tech companies, but discover other incentives you can offer to attract and keep talent.
en used properly, non-compete and non-solicit clauses can protect your creative agency. Learn when to include them and when they’re actually enforceable.
A new Seattle ordinance will impact any business using independent contractors who live and work within the city. Learn how to comply and avoid penalties.
States were lax on remote worker requirements throughout the pandemic, but they’re starting to crack down. Learn how your agency can remain compliant.
Creative agencies have long hired freelancers and contractors to handle a variety of projects. But a growing trend among taxing authorities is to collect a...
Even treating your freelancers like employees can be enough to expose your agency to risk. Learn how to properly classify workers to protect your business.