John Lichtenberg

last updated 12/28/2017

John M. Lichtenberg

Labor and Employment Shareholder at Rhoades McKee

Location:
55 CAMPAU AVE, Grand Rapids, Michigan, United States
Company:
Rhoades McKee
HQ Phone:
(616) 235-3500

General Information

Experience

Labor and Employment Partner - Dickinson Wright PLLC

Education

Michigan State University

JD

Juris Doctorate , summa cum laudeThe Ohio State University College of Law

Affiliations

Board Member - Pine Rest Christian Mental Health Services

Fellow - Michigan State Bar Foundation

Board Chair and Board Member - Mental Health Foundation of West Michigan

Member - American Health Lawyers Association

Board Member - Alliance for Health

Board of Directors and Chair of the Evaluation Committee for Alliance Health. - Evaluation Board

Recent News  

Member News & Notes - Grand Rapids Bar Association

GRAND RAPIDS, Mich., September 12, 2013 - Rhoades McKee attorneys Bruce A. Courtade, Mark E. Fatum, John M. Lichtenberg, Paul A. McCarthy, Bruce W. Neckers, Harold E. Nelson and Mary Jane Rhoades were all named Michigan Super Lawyers® for 2013.

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Alliance For Health

John Lichtenberg, Rhoades McKee

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http://www.priorityhr.com/blog/entry/employee-or-contractor-how-to-avoid-misclassification-with-1099

"The department is saying, 'Here is how we distinguish between employees and independent contractors under the Fair Labor Standards Act,'" said John Lichtenberg, attorney with Rhoades McKee.
He noted it is the interpretation of the law, not the law itself, that has changed. "It tells us how this Department of Labor is viewing things, and when and where it is likely to seek enforcement actions against an employer," he said. "For employers who want to avoid a fight, they need to review all of their independent contractor arrangements with a critical eye," Lichtenberg said. "Any individual that you have identified as an independent contractor, start with the presumption that the person is not, and then work backwards - that is what the department is really saying." The Wage and Hour Division's interpretation of who should be classified as an employee will have an impact on how other agencies classify workers, as well. "If you, as an employer, are obliged to say someone is an employee under the Department of Labor, then chances are they'll get treated as an employee for tax purposes and ERISA (Employee Retirement Income Security Act), as well, among other things," Lichtenberg said.

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