Ms. Jennifer Blum Feldman

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  www.law.com/jsp/ihc/PubArticleIHC.jsp?id=1202424251689& - [Cached Version]
  Published on: 9/4/2008    Last Visited: 9/4/2008  

  Jennifer Feldman
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  Jennifer Blum Feldman
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  For more information on deductions, see The Deductions Dilemma, Law.com, April 30, 2008, by Jennifer Blum Feldman.
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  For more information on overtime calculations, see Overtime 101, Law.com, March 31, 2008, by Jennifer Blum Feldman.
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  Jennifer Blum Feldman is a partner in the Philadelphia office of WolfBlock LLP, specializing in employment law compliance, in particular with regard to EEO and wage and hour issues.She also provides training to in-house counsel and human resources professionals and has significant experience litigating employment cases.

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  www.thecharlottepost.com/index.php?src=news&refno=667&c - [Cached Version]
  Published on: 2/7/2008    Last Visited: 2/18/2008  

  When employees have a concern, "they don't check it at the door when they come in,'' said Jennifer Blum Feldman, an attorney with Wolf Block Schorr and Solis-Cohen LLP in Philadelphia.
  
  "They're going to be distracted and they may have a decrease in productivity because they're not focused,'' she said.
  
  If one worker is spending an inordinate amount of time on the phone, you probably need to tell everyone that occasional calls are OK, but if they have to do a lot of calling, it should be done at break or lunch time.Or, Feldman said, an owner might want to allow employees flex time to take care of their problems.
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  If someone ignores the rules, "treat it as any employee performance situation with progressive discipline,'' Feldman said.

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  www.margaretconnors.com/index.php?option=com_newsfeeds& - [Cached Version]
  Published on: 10/12/2008    Last Visited: 9/4/2008  

  Ambiguity is an employer's enemy when it comes to commissions, says attorney Jennifer Blum Feldman.To minimize the risk of litigation over commissions and to maximize the likelihood of success if there is litigation, employers should put all commission arrangements into writing, says Feldman, who offers a checklist of issues to address in a clear and thorough commission plan.

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  www.law.com/jsp/ihc/PubArticleIHC.jsp?id=1209459930468& - [Cached Version]
  Published on: 4/30/2008    Last Visited: 4/30/2008  

  Jennifer Feldman
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  Jennifer Blum Feldman
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  Jennifer Blum Feldman is a partner in WolfBlock's Philadelphia office, specializing in employment law compliance, in particular with regard to EEO and wage and hour issues.She also provides training to in-house counsel and human resources professionals and has significant experience litigating employment cases.

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  www.law.com/jsp/ihc/PubArticleIHC.jsp?id=1207737845112& - [Cached Version]
  Published on: 4/10/2008    Last Visited: 4/10/2008  

  Jennifer Blum FeldmanCorporate Counsel
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  Jennifer Blum Feldman is a partner at Wolf, Block, Schorr and Solis-Cohen specializing in employment law compliance, particularly with regard to EEO and wage-and-hour issues.
  
  Subscribe to Corporate Counsel

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  www.law.com/jsp/ihc/PubArticleIHC.jsp?id=1202422367641& - [Cached Version]
  Published on: 6/18/2008    Last Visited: 6/18/2008  

  Jennifer Feldman
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  Jennifer Blum Feldman
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  Jennifer Blum Feldman is a partner in the Philadelphia office of WolfBlock, specializing in employment law compliance, in particular with regard to EEO and wage and hour issues.She also provides training to in-house counsel and human resources professionals and has significant experience litigating employment cases.

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  www.adlerandmanson.com/articles/article.php?title=Bewar - [Cached Version]
  Published on: 10/12/2008    Last Visited: 4/23/2008  

  In-house counsel can help reduce the chances of a lawsuit, says attorney Jennifer Blum Feldman.She outlines specific rules that in-house counsel should share with human resources and company managers.
  
  Click here for the entire article ...

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  www.postgazette.com/pg/08037/854967-28.stm - [Cached Version]
  Published on: 2/6/2008    Last Visited: 2/6/2008  

  When employees have a concern, "they don't check it at the door when they come in," said Jennifer Blum Feldman, an attorney with Wolf Block Schorr and Solis-Cohen LLP in Philadelphia.
  
  "They're going to be distracted and they may have a decrease in productivity because they're not focused," she said.
  
  If one worker is spending an inordinate amount of time on the phone, you probably need to tell everyone that occasional calls are OK, but if they have to do a lot of calling, it should be done at break or lunch time.Or, Ms. Feldman said, an owner might want to allow employees flex time to take care of their problems.
  ...
  If someone ignores the rules, "treat it as any employee performance situation with progressive discipline," Ms. Feldman said.In progressive discipline, an employee is given a series of warnings that could end in dismissal.
  
  Many owners may decide to loan employees money.If you do, "have the employee sign a promissory note that's legally binding," Ms. Feldman said."Make sure you're going to get paid back."
  
  Ms. Feldman cautioned that owners should be aware that wage and hour laws may limit how much can be deducted from an employee's salary to repay a loan -- even if an employee wants to pay it off quickly, an employer can take out only so much from a paycheck.

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  www.heraldnet.com/article/20080201/BIZ/50740214 - [Cached Version]
  Published on: 2/1/2008    Last Visited: 2/1/2008  

  When employees have a concern, "they don't check it at the door when they come in," said Jennifer Blum Feldman, an attorney with Wolf Block Schorr and Solis-Cohen LLP in Philadelphia.
  
  "They're going to be distracted and they may have a decrease in productivity because they're not focused," she said.
  
  If one worker is spending an inordinate amount of time on the phone, you probably need to tell everyone that occasional calls are OK, but if they have to do a lot of calling, it should be done at break or lunch time.Or, Feldman said, an owner might want to allow employees flex time to take care of their problems.
  ...
  If someone ignores the rules, "treat it as any employee performance situation with progressive discipline," Feldman said.In progressive discipline, an employee is given a series of warnings that could end in dismissal.
  
  Many owners may decide to loan employees money.If you do, "have the employee sign a promissory note that's legally binding," Feldman said."Make sure you're going to get paid back."
  
  Feldman cautioned that owners should be aware that wage and hour laws may limit how much can be deducted from an employee's salary to repay a loan -- even if an employee wants to pay it off quickly, an employer can take out only so much from a paycheck.

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  www.cnn.com/2008/LIVING/worklife/01/31/stressed.at.work - [Cached Version]
  Published on: 1/1/2008    Last Visited: 1/31/2008  

  When employees have a concern, "they don't check it at the door when they come in," said Jennifer Blum Feldman, an attorney with Wolf Block Schorr and Solis-Cohen LLP in Philadelphia.
  
  "They're going to be distracted and they may have a decrease in productivity because they're not focused," she said.
  
  If one worker is spending an inordinate amount of time on the phone, you probably need to tell everyone that occasional calls are OK, but if they have to do a lot of calling, it should be done at break or lunch time.Or, Feldman said, an owner might want to allow employees flex time to take care of their problems.
  ...
  If someone ignores the rules, "treat it as any employee performance situation with progressive discipline," Feldman said.In progressive discipline, an employee is given a series of warnings that could end in dismissal.
  
  Loans and counseling
  
  Many owners may decide to loan employees money.If you do, "have the employee sign a promissory note that's legally binding," Feldman said."Make sure you're going to get paid back."
  
  Feldman cautioned that owners should be aware that wage and hour laws may limit how much can be deducted from an employee's salary to repay a loan -- even if an employee wants to pay it off quickly, an employer can take out only so much from a paycheck.

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