Our Family Office team counsels our clients on all aspects of their relationships with employees and contractors, in roles ranging from senior family office investment professionals to full- and part-time household employees and service providers
While employment arrangements with family office staff tend to follow a familiar path, hiring household or personal employees can be an unfamiliar process for family members, and can give rise to a number of legal pitfalls that may be unexpected.
Here, we explore five key US employment law considerations for family offices to keep in mind when making arrangements to retain household and personal employees for the families they serve. Family offices located outside the US should make sure that they consider similar issues and legal requirements within their jurisdictions.
1. I-9 compliance All employers in the US are required to verify the identity and employment authorization of their newly hired employees, whether they are citizens or noncitizens. This obligation applies to an individual person or a family office, just as it does to large companies. Family offices must, therefore, ensure the I-9 form is properly completed and the proper identification documents are presented within three business days of the hire date. While the Department of Homeland Security (DHS) temporarily allowed employers to accept certain expired identification documents due to the COVID-19 pandemic, DHS ended such policy in 2022 and employers now must...
The Green Party has suspended a London council candidate who shared social media posts blaming Israel for the arson attacks on Jewish volunteer ambulances in March. A repost on the social media pr...