Comments from the President and CEO

AIM’s President and CEO John Regan, provides commentary on the issues that are most important to AIM members and their businesses.


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The Importance of Relationships

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Juliette Mayers, Founder & CEO of Inspiration Zone LLC. is joined by John Regan, President, and CEO of Associated Industries of Massachusetts (AIM) as he shares his story about how he achieved success in his life. He also talks about how important relationships are in his success. Tune in to this episode and learn more about how to build a strong mindset for your goals.

Federal court issues decision declaring brand representatives outside salespeople under the FLSA

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A recent decision by the 1st U.S. Circuit Court of Appeals (covering Massachusetts, Maine, Rhode Island, New Hampshire, and Puerto Rico) held that a group of “brand representatives” employed by a marketing company to pitch particular products in client retail stores were properly classified as outside salespeople, making them ineligible for overtime.

Harassment Case Dismissed for Lack of Supervisory Relationship

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A sexual harassment claim arising from a supervisor’s actions can lead to greater liability for the employer under both state and federal law.  While both laws impose vicarious liability on the employer for a hostile work environment created by a supervisor, Massachusetts law goes further and holds employers strictly liable for harassment by a supervisor.


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 Leave Extensions Under Americans with Disabilities Act

  1. In response to frustration over some employees appearing to stay out “indefinitely” beyond an approved leave period, my company wants to establish firm deadlines so that if an employee stays beyond that time for any reason he or she will be let go. Is there a problem if we set up a policy like that?
  2. Yes.

Many human resources people are familiar with the Americans with Disabilities Act (ADA) requirement that an employer must engage in the interactive process to determine what, if any, reasonable accommodations to make.

Not everyone knows that one of those reasonable accommodations may be time off from work. As the Equal Employment Opportunity Commission (EEOC) has stated, “When reasonable, employers can be expected to make an exception to a maximum leave policy to grant extended leave as an accommodation under the ADA.”

Aligining Your Strategy with Your Culture to Generate Consistent Results

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Have you ever heard a bold vision or idea that left you feeling inspired – but also scratching your head wondering how it would ever become a reality? After 15 years in management consulting, I saw so many companies struggle with turning a compelling vision into a strategy and plan that they could deliver.

Growth in Overtime

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Employers throughout the country continue to struggle to find workers to fill open positions. One of the consequences of that is more and more employers are using overtime to meet production needs. Overtime may entail workers coming in early, staying late, or picking up extra shifts on nights and weekends.


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We may need to hire some teenagers this summer and want to be sure we are compliant with the child-labor laws. Do you have a summary?

(Editor’s note – As we head toward the end of the school year many employers have questions about the rules are regarding hiring minors for the summer. The following Ask the Hotline article ran previously, but still offers necessary information and resources.)


Is Reassignment a Resonable Accomodation?

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A federal court in Massachusetts recently ruled in favor of an employer who reassigned an employee to another position to accommodate the employee’s disability.  The court found that the transfer did not constitute an adverse employment action in part because the employee’s desired accommodation would result in a violation of a collective bargaining agreement (CBA).