Obama’s Overtime Overhaul: Is Your Company Affected?

May 19, 2016

Anyone who’s been paying attention to state and federal politics this 2016 election cycle knows that wage and hour laws have been a big topic in the news.  Much of this focus has been on raising the minimum wage at both federal and state levels, and there’s been a lot of discussion over clarifying the classification between employees and independent contractors. But one topic that has flown somewhat under the radar has been one that can affect employee paychecks and employer bottom lines in significant ways: overtime rules.

While the discussion of the laws affecting overtime often takes a backseat to talk of the minimum wage (potentially due to the fact that overtime is a far more complicated conversation that can’t be boiled down to a single number), employers across the country need to take notice of a new overtime policy announced just this week by the Obama administration that will affect the pay of millions of employees.

Under new regulations promulgated by the Department of Labor, employers must pay overtime pay (at least time-and-a-half a worker’s regular pay for hours worked over 40 hours) to most employees who make up to $47,476 a year, a new threshold that is more than twice as high as the previous threshold of $23,660.  In addition, the threshold for “highly compensated employees” – meaning those workers who will generally be exempt from earning overtime unless they do not pass a minimal skills test – will be raised from $100,000 to $134,004. Both numbers will be adjusted for inflation every three years.

Approximately 4.2 million workers will be affected by the rule. Below, we’ll get into the how these rules came about, who they will affect, and where we might go from here.

Wait, How Is This Legal?

President Obama has had a tough time working together with Congress on just about anything, and his attempts to raise federal minimum wage from $7.25, as outlined in his 2015 State of the Union speech, have gone nowhere. Which might lead you to ask how the Obama administration was able to change the overtime laws if it can’t unilaterally raise the minimum wage.

Although the administration has come under fire for its use of executive orders in areas such as immigration and gun control, and David French of the National Retail Federation referred to the overtime change as an “executive fiat,” the specific applicability of what employees are subject to the overtime laws has long been a matter under executive control, promulgated through the administrative authority of the Department of Labor.

The Wages and the Fair Labor Standards Act (FLSA), passed by Congress and signed into law in 1938, mandates that all employers engaged in interstate commerce must limit employees to a 40-hour work week, “unless such employee receives compensation for his employment in excess of the hours above specified at a rate not less than one and one-half times the regular rate at which he is employed.” (Fun fact: the FLSA’s original author, future Supreme Court Justice Hugo Black wanted to limit employees to a 30-hour work week, but was rebuffed by opponents.) Under the FLSA, however, Congress delegates the power to determine what employees are subject to that rule to the Department of Labor.

Thus, no Congressional approval is required to change the regulations issued by the Department of Labor, and the department is, in essence, making more employees subject to Congress’ law. Congress, of course, has the power to attempt to strip the department of this power by amending the FLSA, but such an action would be unlikely to be ratified under the current administration.

Explaining the “Old Rules”

With that history lesson out of the way, the question then becomes who exactly is affected by this change in law. Which might be better explained by discussing the previous rules first.

Under the old rules, most employees making under $23,660 a year (or roughly $11.83/hour based on a 40-hours a week, 50-week work year) were required to be paid overtime. Those making an annual salary of between $23,660 and $100,000 were required to be paid overtime unless they fell into one of a number of exemptions listed by the Department of Labor. The most common exemption was the so-called “EAP” exemption, referring to those workers whose primary duties consisted of executive, administrative, or professional duties (more on what those mean below). Workers making $100,000 or over a year were considered “highly compensated employees” and these employees were exempt so long as they passed a much more broad test of performing at least one executive, administrative or professional duties in their work.

 

The EAP distinctions can get tricky, and have thus been the subject of numerous employment litigation matters over the years. The Department of Labor regulations provide the following guidance on what workers are considered as exempt based on their duties

  • Executive Employees: Workers who have managerial authority and the power to influence hiring and firing decisions.
  • Administrative Employees: Workers whose primary duties are office or non-manual tasks involving discretion and independent judgment with respect to significant matters.
  • Professional Employees: “Learned” or “creative” professionals requiring advanced knowledge in an intellectual field or performance in an artistic or creative endeavor.

The regulations also indicate that Computer Professionals (employees working as computer systems analysts, computer programmers, software engineers or other similarly skilled workers, and Outside Salespersons (employees whose primary duty is making sales outside of the office) are also exempt.

Where things get even more complicated is that some employees are considered exempt from the overtime rules under both the old and the new rules, regardless of their salary. These include the following employees:

  • Certified Teachers
  • Outside Salespersons
  • Licensed Doctors
  • Licensed Attorneys

So Who Is Affected by the New Rules?

By raising the salary threshold for the EAP exemption, workers who were previously ineligible based on the EAP exemption and salary threshold of $23,600 will be newly eligible for overtime if they make up to $47,476 a year, even if they are an employee with a primary executive, administrative, or professional duty or were a computer professional (but not if they are a certified or licensed doctor, lawyer, teacher, or outside salesperson).

Furthermore, by raising the highly compensated employee threshold up to $134,004, workers who may have one EAP duty, but do not have a primary EAP duty are eligible for overtime, so long as they do not make over that amount (again, the previous threshold was $100,000).

The Department of Labor will raise the threshold for both the EAP exemption and the highly compensated threshold every three years to match the 40th and 90th percentile of average annual rates, respectively.

What About Independent Contractors?

As for independent contractors, such workers are not considered employees under the law and therefore are not subject to the overtime rules. In recent years, however, the question of who is an employee and who is an independent contractor has become the subject of some high-profile class action matters, including a series of cases against Uber, the technology company that works with hundreds of thousands of drivers across the country. Simply calling workers independent contractors does not make them so in the eyes of the law, and if a court determines that a worker is properly classified an employee (based on factors such as controlling the manner in which the worker completes the work, and having an indefinite, continuous working relationship with the worker), then that worker may later be able to bring a lawsuit for unpaid overtime. In two recent class actions against Uber on behalf of drivers in Massachusetts and California pursuing unpaid overtime wages and damages for other alleged violations, the company settled the matters out of court for $100 million in exchange for, among other things, the agreement that drivers would continue to be classified as independent contractors, not employees.

Employer Options Under the New Law

Putting this into practice, if an employee whose primary duties are executive, administrative, or professional makes a $40,000 a year salary, but regularly works 50 hours a week, then the $40,000 would be apportioned to the first 40 hours of work, and the employee would have to be paid time-and-half for the extra 10 hours each week. Based on a 50-week work year, the employee’s per-hour wage would be around $20, meaning the employee should get $30 (1.5 x $20) for each of the 10 hours over 40 hours. That’s $300 extra a week, which, over the course of 50 weeks, is an extra $15,000, giving the worker an annual gross income of $55,000.

What this means is that the employer would be better off taking one of the following three options:

  • Raising the Employee’s Wage Above the Threshold: By simply raising the employee’s annual salary to $47,500, then the employee would not be subject to overtime, and the company would save the $7,500 difference between that and the overtime-inflated $55,000 figure.
  • Lowering the Employee’s Wage to Account for the Difference: I won’t go through the math here, but if the employee received a new base annual salary of around $29,000, and worked 50 hours a week for 50 weeks, that employee’s salary would even out back up to $40,000 a year. Obviously instituting an $11,000 pay cut would not be popular, but employers will certainly consider this when setting salaries for new workers, at the very least.
  • Hiring an Extra Worker to Pick Up the Slack: If the employer reduces the $40,000 a year worker down from 50 hours a week to 40 hours a week, the employer could hire another part-time worker at the same $20/hour rate to cover the other 10 hours a week. In total, this would come out to $50,000 a year, still lower than the $55,000 a year number if the employer takes no action in response to the new overtime rules.

These numbers are, of course, rough and do not take into account issues such as benefits, tax rates, and bonuses, but they get the general point across. Employers of previously exempt employees below the new threshold who work over 40 hours a week may either need to pay more in overtime, hire new workers, increase productivity within a workers’ 40 hour week, or lower base salaries.

Will California Go Even Higher?

As discussed on our podcast last summer when the Obama administration first proposed the new overtime rules, the higher overtime threshold puts the state of California in the unusual situation of being behind the federal curve with regard to worker pay.

With regard to the minimum wage, California’s current minimum wage is already at $10.00/hour, or 38% above the federal $7.25 figure, and is set to go up to $15.00/hour by 2022, more than double the federal standard. Prior to the new federal overtime hike, California also had a higher threshold, requiring non-exempt workers making under $41,600 to be paid overtime wages. Now, however, California – generally the national leader in pro-worker legislation – is below the new federal standard of $47,476. Based on constitutional principles of federal supremacy, the federal threshold will apply in California, superseding the state threshold.

But this raises this question – will California respond to the new rules by going even higher with its overtime threshold? Gov. Brown’s administration has not announced any such plans, but given the state’s history, don’t be surprised if we see an even higher threshold in California. In the meantime, based on the new federal rules, around 146,000 new workers in California may be eligible for overtime pay.

By

Jeremy Masys is a writer, attorney, and musician living in Los Angeles. He earned his JD at New York University School of Law and attended USC's School of Cinematic Arts as an Annenberg Fellow. Jeremy has practiced white collar defense law in New York and Los Angeles.

Get Business Legal Updates

Please provide your full name.
Please provide a valid email address.
We respect your privacy, and we will never share your information. Unsubscribe at any time.

Related Publications

Did you know that terminating an employee without proper documentation is one of the biggest legal blunders that we see small businesses make? We recorded a Legally Sound | Smart Business by Pasha Law podcast about the Right Way to Fire an Employee, with expert HR interviews. Listen and make sure the next time you…

June 24, 2021

Employee misclassification is a common business blunder – even for large businesses (like Google & FedEx). With states like California passing laws that change employee classification in certain industries, it can be hard to keep up. You can read more on our blog or contact our legal team to make sure that your employees are…

June 16, 2021

How you terminate an employee can make the difference between a graceful transition to avoidable negative outcomes like a dramatic exit or even a lawsuit. We gathered a panel of experts and asked them – is there a “right way” to fire an employee? We would like to thank our guests for this episode: Amr…

February 4, 2021

New years always bring new laws. Effective January 1, 2018, California has made general contractors jointly liable for the unpaid wages, fringe benefits, and other benefit payments of a subcontractor. Nasir and Matt discuss who the new law applies to and how this affects all tiers in the general contractor-subcontractor relationship. Click here to learn…

February 5, 2018

The new adopted standards on when interns are entitled to minimum wage (or not) by the Department of Labor are not exactly new law. It merely adopts what has been a growing trend of Federal Appellate Courts outright rejecting the previous standard adopted by the Department of Labor. Like other federal legal tests for your…

January 24, 2018

Nasir and Matt return to talk about the different types of clients that may have outstanding invoices and how businesses can convert unpaid bills to getting paid.

December 8, 2016

Unless you’ve been living under a rock, you know that the U.S. just underwent one of the most contentious elections in its history. The status of may current and proposed laws is now uncertain as we prepare for the shift in administrations. The country remains on edge as we wait to see how things play…

November 30, 2016

Last week, FedEx announced that it had reached a $240 million settlement in its class action suit across 20 states for misclassifying workers as independent contractor upon court approval. This, on top of a $226 million in California for the same problem, means that the package delivery service will end up paying $466 million for…

June 21, 2016

Nasir and Matt discuss the increase in the salary thresholdfor exempt employees and how employerscan try to avoid paying overtime as a result.

May 25, 2016

Nasir and Matt talk about the mayor of Austin recommending employees work from home on Friday due to SXSW and the President being in town and how that affects employers.

March 16, 2016

While Uber may be receiving the lion’s share of the attention on the topic, there has been no shortage of court rulings, IRS audits, and labor decisions on the issue of workforce misclassification. With a noticeable shift towards government agencies determining certain personnel are employees, it has made it increasingly difficult for employers to feel…

October 6, 2015

Nasir and Matt discuss Obama’s plan to increase the threshold for who can qualify for overtime pay.

July 6, 2015
Legally Sound Smart Business cover art

Legally Sound Smart Business

A business podcast with a legal twist

Legally Sound Smart Business is a podcast by Pasha Law PC covering different topics in business advice and news with a legal twist with attorneys Nasir Pasha and Matt Staub.
Apple Podcast badge
Google Podcast badge
Spotify Podcast badge

Latest Episodes

November 21, 2023

In this episode, Nasir Pasha and Matt Staub explore the legal implications of Artificial Intelligence in the business world. They delve into the most talked-about issue of 2023: AI and its impact on the legal landscape. Although AI isn’t necessarily a new topic, it has many unanswered questions in the legal world. Nasir and Matt…

July 12, 2023

In this episode, Attorney Nasir Pasha and Attorney Matt Staub delve deep into the complexities of mass layoffs and offer valuable insights, real-life examples, and practical advice to employers grappling with the aftermath of such challenging situations. Nasir and Matt emphasize the critical importance of effective communication when executing mass layoffs. They stress the need…

January 9, 2023

As the COVID-19 pandemic swept across the globe, businesses scrambled to adapt to the new reality it presented. In this blog post, we dive into the case of Goldman Sachs, a financial services giant, to examine their response to the crisis and the lessons other businesses can learn from their return-to-office strategy. From prioritizing employee…

October 28, 2022

Full Podcast Transcript NASIR: Finally, my two favorite worlds have collided – both the law and the chess – right here at Memorial Park in Houston, Texas. Windy day. We have some background noise – ambient noise. What are the two worlds that collided? Well, Hans Neimann has sued Magnus Carlsen for defamation in one…

September 26, 2022

Through a five-round championship bout, Matt travels to Texas from California to determine which state is better for business. Will it be a knockout with a clear winner or will it go to the scorecards?

July 7, 2022

Whether you are buying or selling a business, the transaction goes through the same steps. However, they are viewed from different perspectives. Sellers may not want to fully disclose all the blind spots while Buyers will want otherwise. Nasir and Matt battle it out in this Buyer vs. Seller to determine who has the advantage!…

May 12, 2022

When it comes to Restrictive Covenants, employers are fighting to keep their company safe while employees may use them to their advantage. Keep listening to find out if the Employer or the Employee wins this battle. Round 1: Trade Secrets A company’s trade secrets encompass a whole range of information and are one of the…

February 14, 2022

The Supreme Court rejected the nation’s vaccine mandate. Businesses with 100 or more employees are NOT required to have their employees vaccinated or go through weekly testings. However, this policy remains in effect for health care facilities. In this episode of Legally Sound | Smart Business, the team sat down to discuss their thoughts on this ruling.

December 1, 2021

In this episode of Legally Sound | Smart Business by Pasha Law PC, Nasir and Matt cover the Business of Healthcare. There is more to the healthcare industry than just doctors and nurses. Many Americans have health insurance to cover their yearly needs, but most Americans are not aware of what really goes on behind…

October 12, 2021

In our latest episode, Nasir and Matt are covering the legal issues on Social Media. The average person spends most of their day on social media, whether they are scrolling for hours or publishing their own content. However, just because you publish your own content on Instagram does not equate to you owning that image….

September 28, 2021

What is a Non-Disclosure Agreement, and when do I need one? In this episode, Nasir and Matt shares why you need to use Non-Disclosure Agreements, basic facts about NDA’s, and discuss about the infamous Jenner-Woods story. Having the right Non-Disclosure Agreement in place not only protects you and your business, but it also makes the…

June 16, 2021

Covered in this episode of Legally Sound Smart Business are some typical business mistakes blunders small businesses often make and how to avoid them. Blunder #1: Copying and pasting agreements It may sound like a good idea at the time, but this blunder comes with hidden pitfalls. Having an attorney draft terms that are specific…

February 4, 2021

How you terminate an employee can make the difference between a graceful transition to avoidable negative outcomes like a dramatic exit or even a lawsuit. We gathered a panel of experts and asked them – is there a “right way” to fire an employee? We would like to thank our guests for this episode: Amr…

December 2, 2020

The COVID-19 pandemic has turned nearly every aspect of life on its head, and that certainly holds true for the business world. In this episode, Matt and Nasir explain how the early days of the pandemic felt like the Wild West and how the shifting legal playing field left a lot open to interpretation and…

November 16, 2020

After plenty of ups and downs, our buyer has finally closed on the purchase of their business. While we’re marking this down in the ‘wins’ column, it never hurts to review the game tape. In this final episode, our hosts, Matt Staub and Nasir Pasha, return to the deal almost a year later to reflect…

September 15, 2020

The ink is drying on the signature line and things are looking great for our buyer. After so much hard work, the finish line is in sight and the cheering within ear shot.   Though the landlord is still serving friction, things seem safe to move forward and for now, our buyer will be keeping…

July 31, 2020

Though things are coming along well, the journey would not be interesting if it was purely smooth sailing. After our buyer opens escrow, they are forced to push the closing date back when suddenly a letter from an attorney was received claiming the business, we are buying has a trade mark on the name!  Now…

June 12, 2020

With frustration at an all-time high and professionalism at an all-time low, our friend the Buyer has “had it” with the Seller and quite frankly their lack of knowledge. At present our Buyer is rightfully concerned that the latest misstep from our loose-lipped Seller will threaten not only the entire operation of the businesses but…

May 11, 2020

As we go deeper into the buying process, we start to uncover more challenges from our seller and encounter some of the wrenches they are tossing our way. When we last left off in episode three our team was knee deep in due diligence for our buyer, had already penned and signed the Letter of…

April 4, 2020

One word–interloper! When a new mysterious broker enters the transaction and starts to kick up dust, Nasir and Matt take the reins. The seller signed off on the letter of intent (see episode 2), yet this “business broker” serves only friction and challenges by refusing to send financials, whilst demanding more of a firm commitment…

April 4, 2020

Just as most stories and deals start out, everyone is optimistic, idealistic and full of hope for clear skies. It’s a perfect outlook with a perfect setup for the ups and downs yet to come. Peek further behind the curtain and into the first steps of buying a business: the letter of intent. After the…

April 4, 2020

When a savvy buyer hears opportunity knocking to purchase a prime positioned business, she decides not to go it alone and taps in the professionals to help navigate what could potentially be a fruitful acquisition. “Behind the Buy” is a truly rare and exclusive peak into the actual process, dangers, pitfalls and achievements, that can…

August 7, 2019

GrubHub is subject to two “matters of controversy” that have likely become common knowledge to business owners: “fake” orders and unfriendly microsites.

May 28, 2019

In this podcast episode, Matt and Nasir breakdown the legal issues of the subscription industry’s business on the internet. Resources A good 50-state survey for data breach notifications as of July 2018. California Auto-Renewal Law (July 2018) Privacy Policies Law by State Why Users of Ashley Madison May Not Sue for Data Breach [e210] Ultimate…

March 12, 2019

In recording this episode’s topic on the business buying process, Matt’s metaphor, in comparing the process to getting married probably went too far, but they do resemble one another. Listen to the episode for legal advice on buying a business.

December 3, 2018

Nasir and Matt return to discuss the different options available to companies looking to raise funds through general solicitation and crowdfunding. They discuss the rules associated with the various offerings under SEC regulations and state laws, as well as more informal arrangements. The two also discuss the intriguing story about a couple who raised over…

July 24, 2018

Flight Sim Labs, a software add-on creator for flight simulators, stepped into a PR disaster and possibly some substantial legal issues when it allegedly included a Trojan horse of sorts as malware to combat pirating of its $100 Airbus A320 software. The hidden test.exe file triggered anti-virus software for good reason as it was actually…

April 17, 2018

Attorneys Matt Staub and Nasir Pasha examine Mark Zuckerberg’s congressional hearings about the state of Facebook. The two also discuss Cambridge Analytica and the series of events that led to the congressional hearings, the former and current versions of Facebook’s Terms of Service, and how businesses should be handling data privacy. Full Podcast Transcript NASIR:…

March 10, 2018

The Trump presidency has led to a major increase in ICE immigration enforcement. It’s critical for business owners to both comply with and know their rights when it comes to an ICE audit or raid. Nasir, Matt, and Pasha Law attorney Karen McConville discuss how businesses can prepare for potential ICE action and how to…

February 5, 2018

New years always bring new laws. Effective January 1, 2018, California has made general contractors jointly liable for the unpaid wages, fringe benefits, and other benefit payments of a subcontractor. Nasir and Matt discuss who the new law applies to and how this affects all tiers in the general contractor-subcontractor relationship. Click here to learn…

January 2, 2018

With a seemingly endless amount of new mattress options becoming available, it is unsurprising that the market has become increasingly aggressive. As companies invest in more innovative solutions to get in front of customers, review sites, blogs and YouTube videos have moved to the forefront of how customers are deciding on their mattresses and how…

December 7, 2017

In recent months explosive amounts of high profile allegations of sexual harassment, assault, and varying acts of inappropriate behavior have transcended every sector of our professional world. With a deluge from Hollywood and politics, and the private workforce, accusations have inundated our feeds and mass media. This harassment watershed has not only been felt within…

November 16, 2017

If you are not familiar with the EB-5 program started in 1990 to give green cards to certain qualified investors in the United States, then you may not have been alone a few years ago. Currently, the EB-5 program has since exploded since its inception and now hits its quotas consistently each year. The program…

October 10, 2017

Government requests come in multiple forms. They can come in as requests for client information or even in the form of investigating your company or your employees. Requests for Client Information General Rule to Follow Without understanding the nuances of criminal and constitutional law and having to cite Supreme Court cases, any government requests for…

August 24, 2017

Nasir and Matt suit up to talk about everything pertaining to employee dress codes. They discuss the Federal laws that govern many rules for employers, as well as state specific nuances in California and other states. The two also emphasize the difficulty in identifyingreligious expression in dress and appearance, how gender-related dress codes have evolved…

June 28, 2017

Nasir and Matt discuss the life cycle of a negative online review. They talk about how businesses should properly respond, how to determine if the review is defamatory, the options available to seek removal of the review, how to identify anonymous reviewers, whether businesses can require clients to agree not to write negative reviews, and…

June 7, 2017

On this episode of the Ultimate Legal Breakdown, Nasir and Mattbreak down social media marketing withguests Tyler Sickmeyer and Kyle Weberof Fidelitas Development. They first discuss contests and promotionsand talk about where social media promotions can go wrong,when businesses are actually running an illegal lottery, and the importance of a soundterms and conditions. Next, they…

April 3, 2017

On this episode of the Ultimate Legal Breakdown, Nasir and Matt go in depth with the subscription box business. They discuss where subscription box companies have gone wrong(4:30), the importance of a specifically tailored terms and conditions(6:30), how to structure return policies (11:45), product liability concerns (14:45),the offensive and defensive side of intellectual property (19:00),…

February 1, 2017

Nasir and Matt discuss the suit against Apple that resultedfrom a car crashed caused by the use of FaceTime while driving. They also discuss howforeseeable use of apps can increase liability for companies. Full Podcast Transcript NASIR: Hi and welcome to Legally Sound Smart Business! I’m Nasir Pasha. MATT: And I’m Matt Staub. Two attorneys…

January 5, 2017

The guys kick in the new year by first discussing Cinnabon’s portrayal of Carrie Fisher as Princess Leia soon after her death, as well as other gaffes involving Prince and David Bowie. They alsotalk about right of publicity claims companies could be held liable for based on using someone’s name or likeness for commercial gain.

December 22, 2016

Nasir and Matt discuss the recent incidentat a Victoria’s Secret store where the store manager kicked out all black women after one black woman was caught shoplifting. They then each present dueling steps businesses should take when employees are accused of harassment.

December 8, 2016

Nasir and Matt return to talk about the different types of clients that may have outstanding invoices and how businesses can convert unpaid bills to getting paid.

November 10, 2016

After a long break, Nasir and Matt are back to discuss a Milwaukee frozen custard stand that is now revising it’s English only policy for employees. The guys also discuss how similar policies could be grounds for discrimination and what employers can do to revise their policies.

October 6, 2016

The guys discuss the new California law that allows actors to request the removal of their date of birth and birthdays on their IMDB page and why they think the law won’t last. They also discuss how age discrimination claims arise for business owner.

September 29, 2016

Nasir and Matt discuss the racial discrimination claims surroundingAirbnb and how it’s handled the situation. They also discuss some practical tips for businesses experiencing similar issues.

September 8, 2016

Nasir and Matt discuss whyAmazon seller accounts are getting suspended and banned without notice and how business owners can rectify this situation through a Corrective Action Plan.

August 25, 2016

Nasir and Matt talk about the accusations surroundingfashion giant Zararipping off the designs of independent artists like Tuesday Bassen and howsmaller companies can battle the industry giants.

August 18, 2016

Nasir and Matt discuss Brave Software’s ad replacing technology that has caught the eye of almost every national newspaper and has a potential copyright infringement claim looming. They also welcome digital marketing expert Matt Michaelree to speak on the specifics of what Brave is attempting to do and whether it has the answers moving forward.

July 28, 2016

Nasir and Matt discuss the sexual harassment lawsuit filed by Gretchen Carlson against Fox CEO Roger Ailes. They also talk aboutthe importance of sexual harassment training and properly handling such allegations in the office.

July 15, 2016

Nasir and Matt talk about the changes at Starbucks that have led to many disgruntled employees and customers.

We represent businesses.
That’s all we do.

Oh, and we love it.

We love our work. We love reviewing that lease for your new location. We thrive on closing that acquisition that nearly fell through. We’re fulfilled when we structure a business to grow, raise capital, and be legally protected.

We focus on developing close relationships with our clients by being like business partners. A partner who provides essential, personalized, proactive legal support.

We do all of this without utilizing the traditional billable hour model. You pay for the value we bring, not the time spent on calls, emails, and meetings.

Our team is made up of attorneys and staff that share these values and we are retained by clients who want the same.

Pasha Law PC operates in the states of California, Illinois, New York, and Texas.

Meet Our Team

Fractional General Counsel Services

Pasha Law Select offers the expertise of a high-end general counsel legal team for every aspect of your business at a fixed monthly rate. Pasha Law Select is deliberately designed to allow our legal team to be proactive, to anticipate, and to be comprehensive in serving our clients. To be great lawyers, we need to know our clients. We can’t know our clients unless we represent a select number of clients in the long-term. This is Pasha Law Select.

Learn More