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2020 has been a year of unprecedented disruption and one that will be remembered for a global pandemic, political division, and social activism. We have experienced significant shifts in the way we work and in the way we live, testing our resilience and resolve. COVID-19 disrupted our business and personal lives and challenged the norms of our safety, health, and well-being. We witnessed peaceful protest and civil unrest. We have seen challenges for a justice system that needs to work for everyone and a Presidential election that seemed to deepen the political divide in our country.

Despite these significant events, Mansour Gavin stood strong and leaned into these challenges to deliver for our clients. Here are some highlights:

• Over the last two years and before the pandemic, we upgraded our software and billing systems. Our attorneys and staff were able to work remotely and seamlessly with access to our new cloud-based systems, which provide state-of-the-art security infrastructure and comprehensive governance protocols.
• Firm leadership made sacrifices to ensure that the welfare of our employees is at the forefront. We managed to keep our employees safe and avoid any staff reductions throughout this challenging time. We were also able to welcome five new attorneys to the firm this year. Welcome Ken Callahan, Tatyana Pishnyak, Danielle Easton, Malek Khawam, and Kendall Grodek!
• Consistent with the underlying principles and culture of our law firm, we responded to current events surrounding social injustice by looking at how we can build upon our current practices and do better. We proudly state our mission “to continue to strive to maintain a workplace that promotes and values diversity, champions individual thought and expression, and creates an inclusive culture where all forms of diversity are appreciated, and where everyone can feel valued and included.” And this year, we formalized our commitment by forming a diversity and inclusion committee.
• We expanded our social media presence on Facebook, LinkedIn, and Twitter to keep you apprised of developments in the law, the community, and at our law firm. We updated our website, launching subpages to highlight our experience in several areas, including Banking and Finance, Creditors’ Rights and Receivership, Marijuana Law and Policy, and Healthcare and Assisted Living.
• We worked hard to assist our clients in continuing business operations with the least amount of interruptions, navigating the CDC and boards of health guidelines in order to return employees to work safely. In that regard, we continue to serve as a valuable resource for our clients in navigating COVID-19 as it relates to business, labor and employment, environmental, health and safety, real estate, municipal law, litigation, and estate planning. Our attorneys are staying abreast of new developments and will continue to provide timely guidance, relevant alerts, and resources addressing key changes arising from the pandemic.

While it’s been a year of many accomplishments at Mansour Gavin, we’re looking forward to turning the page to 2021. We can’t wait to resume business as usual and connect with you in person.

Before I conclude, I wish to share two inspirational moments in tribute to the people of this great Nation. At the end of WWII, one of my uncles could not make it back from overseas in time for Christmas. He wouldn’t make it home until March. My grandmother demanded, and the entire family agreed, that we keep the Christmas Tree up until he returned to open the presents then. It was all about family.

In the Pandemic of 1918, 675,000 Americans died. The United States population was one-third of what it is today. Many families left a place setting and an empty chair at the dinner table as a remembrance of a loved one that would not be with them for that special family holiday dinner. This year, keep that symbolic gesture in mind, not just for a family member that passed, but for family members in nursing homes, in quarantine, or simply unable to travel because of the pandemic. Think of it as a “remote” way to give thanks and celebrate the time you have with your family.

As we bid farewell to 2020 and leap into the new year full of hope, let us savor the holiday celebrations with family and friends, whether it’s in person or via FaceTime or Zoom and at the stroke of midnight, let us toast to the arrival of 2021 with excitement and delight.

From all of us at Mansour Gavin, we wish you a safe, healthy, and happy new year!

Anthony J. Coyne
President, Mansour Gavin LPA

To our valued clients:

The health and safety of Mansour Gavin employees, colleagues, and clients is of paramount importance and we continue to keep a close eye on the COVID-19 virus (Coronavirus). As we monitor and learn more about the spread of Coronavirus in our communities, I want to assure you that Mansour Gavin has an operational preparedness plan to ensure business continuity while working to protect the well-being of our employees and clients.

Our attorneys and staff have resumed business operations in our offices and we are following the guidelines as set forth by Ohio Governor Mike DeWine in his phased approach toward reopening the economy. With a focus on providing our best service to you, we are taking all necessary precautions to ensure best practices are in place to protect the safety of our employees and clients.

We are maintaining social distancing and are requiring masks in all common areas of our office space. We request that clients and visitors to our office comply with these practices as well. Complimentary masks are available to our visitors. We request that our team monitors their temperature on a daily basis and suggest clients and visitors who come to our office do the same. We also have a no touch thermometer at our front desk to ensure the safety of our team and visitors to our office.

Your business and your people are of the utmost importance to us and I want to assure you that we will do our level best to serve you during this most unusual time. We will continue to closely monitor the situation and evaluate the need for additional measures to support our clients, colleagues, and employees.

For additional information about COVID-19, get the latest report from the CDC at https://www.cdc.gov/coronavirus/2019-ncov/index.html.

Anthony J. Coyne
President
Mansour Gavin LPA

On Saturday, March 14, 2020, the House of Representatives passed the Families First Coronavirus Response Act (“Act”). It will become law if it is approved by the Senate and signed by the White House, which has already voiced support for it. The goal of the Act is to provide additional assistance for those impacted by their inability to work due to COVID-19 quarantines, school closings, and closing of childcare facilities. Employees will be eligible to receive paid sick leave and paid family and medical leave through December 31, 2020.

In short, the bill provides:

1.   The Emergency Paid Sick Leave Act – applies to all employers with less than 500 employees and allows all employees sick leave as follows:

• To be quarantined because of a coronavirus diagnosis
• To secure a medical diagnosis if experiencing symptoms of coronavirus
• To quarantine based on recommendation or order by physician or public health official that the employee’s physical presence on the job would jeopardize the health of others
• To provide care for a family member who is in quarantine
• To provide care for an employee’s child due to school or childcare closure due to coronavirus

The Act entitles full-time employees to 80 hours of leave and part-time employees with leave equal to their average number of hours worked over a two-week period. An employee will be compensated at their regular rate for leave, except that they will be paid for two-thirds of their regular rate to care for a family member who is self-quarantined or a child whose school has closed.

2.  The Emergency Family and Medical Leave Expansion Act – a new federal emergency paid leave program will require employers with less than 500 employees (with authority to exempt employers with 50 or fewer employees) to provide up to 12 weeks of job-protected leave for those unable to work because they have been diagnosed with coronavirus and/or are quarantined, are caring for a family member who was exposed or has symptoms of coronavirus, or are caring for a child due to coronavirus-related school closings. Leave will be unpaid for the first fourteen (14) days, unless the employee chooses to substitute paid time off. After the first fourteen (14) day period, employers will be required to provide employees with partially paid leave at two-thirds of the employee’s regular rate.

The Act does not provide guidance to employers with more than 500 employees. In addition, the Act provides for additional funds to be directed to state unemployment insurance programs. In Ohio, for example, the Governor’s anticipated executive order will provide a temporary expansion of Ohio’s unemployment benefits due to unemployment related to coronavirus including waiving the unemployment waiting period and job search requirements, allowing benefits to those who are quarantined, are taking care of children home from school due to emergency coronavirus closures, or are impacted by a business closure due to coronavirus.

We will continue to monitor and inform you of these legislative changes as they happen.

For questions regarding how the Act may impact your company, please contact Mansour Gavin’s Labor and Employment Group.