Legal Bench

This page of the Timepays website provides general information only about subjects related to the services provided by Timepays. It does not constitute legal advice on specific factual issues. Readers are advised to consult legal counsel for legal advice.

Morgan, Brown & Joy LLP

New England's oldest and largest management-side employment law firm. The firm has concentrated in representing employers in employment law litigation and providing employment law counseling and advice since the 1920's. In addition to wage & hour expertise, the 30 lawyers at Morgan Brown & Joy LLP routinely apply their skills to workplace discrimination issues, disability issues, sexual harassment issues, union issues, wrongful discharge claims, and non-competition issues, to name just some of the subjects among the entire scope of employment law. Morgan, Brown & Joy LLP is unmatched in New England in its depth, breadth and experience in providing employers with employment law services.

Keith H. McCown

Keith H. McCown has been a partner with the firm of Morgan, Brown & Joy since 1987, and he has been involved with employment and labor law since his first professional job in 1975.  

Like all of the attorneys at Morgan, Brown & Joy, Keith is an employment law generalist, handling cases in the federal and state courts, before federal and state regulatory agencies, and in alternative dispute resolution venues such as arbitration and mediation.  Keith advises and defends clients on a wide range of employment law issues, including workplace discrimination, sexual harassment, wage & hour, Family and Medical Leave Act, and disability and accommodation claims, to name just a few.

For Keith's complete BIO click here.

Contact Keith H. McCown with comments or questions.

Featured Brief

The Number Ten Most Common Wage and Hour Mistake:

Failure to Pay Employees on Day of Termination.   

Many employers are unaware that, under Massachusetts law, if an employee is involuntarily terminated, on the day of the termination the employee must be paid in full for any wages due.  This includes accrued vacation pay, if any.  On the other hand, employees who resign need only be paid on the next regular payday. So long as the employee is paid promptly all wages due, there is unlikely to be much repercussion flowing from a violation of this requirement, but a better practice is to prepare and pay all wages and accrued vacation on the day an employee is being discharged. (Top)

For all Ten of the Most Common Wage and Hour Mistakes click here.