Alex Nadal

Alex is an assistant general counsel and human resources consultant at Engage.

Alex assists Engage clients in Florida and across the country with a wide range of labor and employment issues.

Before coming on board with Engage, Alex practiced employment law litigation with a firm in Miami, Florida where she managed a heavy caseload involving complex employment law matters, including class actions and collective actions for both Plaintiffs and Defendants, and assisted lead counsel during jury trials in both State and Federal Courts.

Alex earned a Bachelor of Arts from the A.B. Freeman School of Business at Tulane University, and a Juris Doctor from Tulane University Law School.


New Federal Overtime Rule Proposed by the DOL

March 8, 2019

On March 7, 2019, the Department of Labor (DOL) formally proposed its much anticipated changes to the federal overtime regulations governing white collar workers. The DOL proposed an increase in the salary threshold for white collar exemptions to $35,308 per year from $23,660. This proposed rule is only the first step in a lengthy review process and has not yet been adopted as law.

What this could mean for employers:

Hurricane Florence: HR Guidance for Employers

September 11, 2018

In the wake of hurricanes and natural disasters, employers face a new host of employee safety issues. If your employees continue to work either in relief or recovery efforts that support your business, they still fall under the protections afforded by workers’ compensation insurance; safety should remain a  top priority.

How to Manage a Multigenerational Workforce

May 7, 2018

With four generations currently in the labor force, there is an increased focus on how to manage multigenerational employees (Baby Boomers, ages 54-70; Gen X, ages 34-53; Gen Y, or millennials, ages 21-33; and Gen Z, 20 and under).

The approach needed to manage employees from one generation may different from those needed to manage others. Companies should recognize the strengths and potential that each group brings to the table and focus more on adapting to those differences rather than expecting groups to conform to a specific management style or culture.

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