Angela Rochester

Angela is an assistant general counsel and human resources consultant for Engage.

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

Before joining the Engage team, Angela was in-house counsel at a pharmaceutical company where she handled HR compliance matters. Prior to that, she was an associate at the Littler law firm, and at Katten Muchin Rosenman LLP where she represented companies in the airline, food and beverage, hospitality, retail and financial industries in a wide range of labor and employment disputes, as well as general commercial litigation matters.

Angela earned a Bachelor of Arts from California State University at Fullerton and a Juris Doctor from the Northeastern School of Law.

Posts

Upcoming Minimum Wage Rate Changes

July 1, 2019

Keeping up with changing state and local minimum wage rates is an ongoing challenge for small and mid-size employers.  From how to properly administer tip credits, to following special 'Wage Orders'  that set industry-specific requirements, compliance can be complicated and time-consuming.

A number of states and local jurisdictions raised their minimum wage in 2019. Many counties and municipalities across the country are adding to these increases effective July 1, 2019. 

Top 3 Summer Workplace Issues and How to Manage Them

May 28, 2019

Summer is almost here and with that comes a new set of seasonal employment law issues. Top of the list for many employers includes the hiring of interns, dress code compliance and handling time off requests.

1. Hiring Summer Interns

Employers looking to hire interns to work during the summer season or beyond should know that the U.S. Department of Labor (DOL) recently changed the criteria to determine if an internship must be paid.  In certain circumstances, internships are considered employment subject to federal minimum wage and overtime rules.

Non-Compete Agreements - Should Small Businesses Keep Using Them?

July 18, 2018

Non-compete agreements are commonplace in the marketplace. These are contracts in which one party (usually an employee) agrees not to engage in certain acts in competition against another party (usually the employer), within a limited geographic area. The logic behind these agreements recognize that during the course of employment, employees form business relationships with their employer’s clients and customers, and employees also learn about their employer’s confidential information and trade secrets.  Employers correctly have an interest in preventing the distribution of their confidential information to competitors as well as an interest in retaining their customers.  To this end, non-compete agreements are beneficial in that they encourage employers to invest in human capital while providing some assurance that an employee will not poach trade secrets or other confidential information with the intention of subsequently working in the same or similar job position for a close competitor.  

Protecting Your Business from The Opioid Crisis

April 3, 2018

Beyond the incalculable emotional pain to addicts and their families, the increasing number of overdoses and deaths from opioids is costing the U.S. economy hundreds of billions of dollars.

Prescription opioids (hydrocodone, oxycodone, morphine, codeine and fentanyl) and illegal opioids such as heroin are now the most commonly abused drugs in the workplace. Many employers claim they’ve been impacted by prescription drug use among their employees. Absenteeism and turnover are on the rise, and declines in job performance are increasingly linked to the opioid crisis.

Against this grim socioeconomic backdrop, how can companies protect their people and their business? Implementing strong workplace policies and investing in education, training and employee support programs is a good place to start.

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