Non-profit

Murphy, Hesse, Toomey & Lehane, LLP, has decades of experience representing non-profits throughout New England.  We represent some of the largest non-profits in the region as well as many smaller organizations – our firm has the flexibility to provide for the needs of all non-profit entities.

We have extensive experience representing the following non-profit sectors:

  • Arts & Culture
  • Education & Youth
  • Environment
  • Health
  • Housing/Community Development
  • Human Services
  • Philanthropy

We represent these entities in a wide array of matters including:

  • Formation and incorporation
  • Tax exemption issues
  • Fiduciary duties
  • Board governance
  • Labor, employment and benefit plan issues
  • The relationship between public and private entities
  • Contract negotiations
  • Medicare and Medicaid compliance
  • Unrelated business taxable income issues/maintenance of non-profit status
  • Fundraising compliance issues
  • Department of education/student loan compliance issues

Our reasonable rates combined with our extensive experience in non-profit business law, employment and benefits law, and governmental law ensures that our non-profit clients receive the best possible representation designed to further the successes of their organizations.  We do well for those who do good.

For more information about our non-profit practice area, please contact: 

Katherine A. Hesse
617-479-5000
khesse@mhtl.com

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CCHRA 2018 Labor & Employment Law Update

Cape Cod Human Resources Association is hosting its 2018 Labor & Employment Law Update, presented by MHTL attorneys Katherine Hesse, Kier Wachterhauser and Sarah Spatafore.  This event will feature a discussion of recent legal decisions, updates, and late breaking developments (such as the Equal Pay Act effective July 1, 2018), and the lessons employers need to know for the coming year.

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Legal Updates

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Massachusetts Pay Equity Act Becomes Effective July 1, 2018

Signed by Governor Baker on August 1, 2016, the MAssachusetts Pay Equity Act ("MEPA") is scheduled to become effective on MAssachusets employers on July 1, 2018.  This new law amends Chapter 149, s. 105A of the Genearl Laws, which already prohibits discimination in the payment of wages on the basis of sex for "like or comparable" work."  Although federal and state law already prohibits disciminatory pay practices on the basis of sex/gender, MEPA clarifies certain definitions and includes additional restrictions and protections.  MEPA applies to nearly all employers in MAssachusetts, including private employers (regardless of size), and state and municpal employers (MEPA does not apply to the federal government).

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