Attorneys & Professionals

Geoffrey P. Wermuth

TEL: 617-479-5000
EMAIL: gwermuth@mhtl.com

Mr. Wermuth emphasizes labor and employment related matters and general litigation.  He is admitted to practice before all Massachusetts courts, the Federal District Court of Massachusetts, and the First and Fourth Federal Circuit Courts of Appeal.  Mr. Wermuth represents private and public labor and municipal clients before administrative bodies such as the National Labor Relations Board, Massachusetts Division of Labor Relations, courts at the state and federal level, and in mediations and arbitrations.  Mr. Wermuth is a cum laude graduate of both the University of Massachusetts at Amherst and Boston College Law School.

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Neponset Valley Chamber of Commerce: Labor & Law Employment Update

MHTL attorneys Katherine Hesse and Kier Wachterhauser will be presenting information regarding important legal issues and developments in the Labor & Employment field at a Neponset Valley Chamber of Commerce (NVCC) event on Thursday, November 15th.  These presentations will include a comprehensive overview of major legislative/regulatory/case law developments, as well as best practices in navigating issues such as marijuana in the workplace and sexual harassment.

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Supreme Judicial Court Issues Important Decision Protecting Employers – Back Pay Awards Do Not Constitute “Wages” Under the Wage Act and Thus Are Not Subject To Trebling

In a recent decision, the Massachusetts Supreme Judicial Court (“SJC” or “Court”) declined to classify a court-ordered “back pay” award as “wages” under the Massachusetts Wage Act (“Wage Act”).   In response to a request for briefs from the Court, Murphy, Hesse, Toomey & Lehane, LLP (MHTL), on behalf of its public and private clients, submitted an amicus brief, supporting the defendant employer’s position.   The Greater Boston Chamber of Commerce and the New England Legal Foundation also submitted amici briefs.  This decision – a significant victory for employers – has far-reaching consequences and helps to protect employers from punitive and excessive penalties in many employment contexts.  Had the case been decided for the plaintiffs, it could have had significant ramifications for employers, extending the punitive damage scheme under the Wage Act (strict liability, treble damages, attorneys’ fees, individual liability, etc.) to a myriad of different employment contexts.

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