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Wrong Amy Loggins?

Amy Loggins Burton Esq.


Taylor English Duma LLP

Direct Phone: (678) ***-****       

Email: a***@***.com

Taylor English Duma LLP

1600 Parkwood Circle Suite 400

Atlanta, Georgia 30339

United States

Company Description

Taylor English Duma LLP is a full-service law firm built from the ground up to provide highest-quality legal services for optimal value. The firm was founded in 2005 and its attorneys work each day to provide timely, creative and cost-effective counsel to... more

Find other employees at this company (330)

Background Information

Employment History

Assitant Vice President

Crawford & Company

AGC - Global Labor and Employment Counsel

Harsco Corporation

Trial Attorney

Equal Employment Opportunity Commission


Seacrest Karesh Tate & Bicknese


Employment , Labor & Immigration practice group

Georgia Chamber of Commerce Law & Judiciary Committee

Board Member
Association of Corporate Counsel

Board Member
Cobb County Workforce Investment Board


bachelor of science degree with honors

University of Georgia

law degree

University of Georgia School of Law

Web References (126 Total References)

Taylor English Duma LLP ยป Alliott Group

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Amy Burton Loggins of Taylor English quoted by InsideCounsel

SRMC | CONFERENCES - 2014 Fall Conference

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Session II: Amy Burton Loggins, an attorney specializing in employment law with the firm of Taylor English & Duma, will take us into a deep dive on Employment Practices Liability issues. Carolina A

----- Lunch: 12 - 1:15pm ----- Carolina A Lobby
Session III: Social Media - Amy will then present on risk management matters relating to Social Media (and the workplace). Carolina A

Amy Burton Loggins, an ...

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Amy Burton Loggins, an attorney at Atlanta-based Taylor English Duma, said in an email: "Some companies work through a travel agent or company.... With this scenario, if the company uses a travel agent, it may be able to transfer the credit from one employee to another depending on the contract between the company and agent."

If interns will have access to ...

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If interns will have access to confidential information - even limited access - it's essential to provide them with the proper nondisclosure agreements and training, says Amy Burton Loggins, attorney at Atlanta-based law firm Taylor English Duma.

"You want to limit access to the most valuable or secret information," Loggins says, especially if it's proprietary or trade secret information.
"Unless you are going to perform motor vehicle checks on interns, do not have them drive on company business," Loggins says.
Interns should be given a "robust" experience if it is to benefit them at all, Loggins explains. "The purpose of an internship should be viewed like an apprenticeship, not a way to use cheap labor.
"Internships are not easy to coordinate or supervise, and it sometimes feels like a tremendous amount of work to provide a person with a robust experience," Loggins says.

The time to start reviewing employment ...

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The time to start reviewing employment policies so you can roll out a new handbook by January 2014 is now, according to Amy Burton Loggins, an attorney at Taylor English in Atlanta.

Examining the actual wording of policies may take less time than sounding out managers on which policies are helping them and which ones they are stumbling through, she said in a Sept. 3, 2013, interview.
HR professionals should start the conversation with business operations now, she said.
But all employers, Loggins suggests, should put a statement in the handbook outlining who may speak on behalf of the organization, and this dictate should mesh with the social media policy.
Loggins said she is a "huge proponent" of adding language in wage and hour policy statements about employees' affirmative obligation to record their time accurately and companies' reliance on workers to be honest about overtime.
Loggins noted that employee handbooks are often behind the times. Frequently, they don't address lactation breaks or rest breaks, for example, but do mention things that make them look dated, like pagers and the World Wide Web.
Wait-and-See Approach
Nevertheless, she recommends that employers hold off on making changes to employee handbooks because of the Affordable Care Act, suggesting companies instead take a wait-and-see approach to see how the law's provisions play out. Loggins would make one exception, though; employers should change their definition of "full-time employees" to be consistent with the law and adjust it to mean those who work 30 hours a week. And she suggests adding handbook provisions about lactation breaks. She also predicts more changes to handbooks will be needed in light of the law for 2015 versions of these employee guides.

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