OK at Work

In this episode of OK at Work, Sarah Sawyer and attorney Russell Burger of Offit Kurman discuss how managers influence company culture alongside the usual compliance responsibilities. Managers act as ambassadors and the day-to-day face of the organization, especially as companies grow and executives have less direct contact with employees. Russell stresses the importance of being intentional about culture by clearly defining desired behaviors, communication styles, and expectations. They explain that consistent messaging, strong communication, and knowing employees help make difficult conversations easier, improve retention and productivity, as well as reduce legal risk. (00:00) - Managers Shape Culture (00:54) - Be Intentional Daily (01:15) - Leaders Model Values (02:15) - Empower Consistent Messaging (03:11) - Tough Talks Get Easier (03:39) - Communication Builds Buy In (03:57) - Culture Benefits and Wrap Up

In this episode of OK at Work, attorneys Sarah Sawyer and Russell Berger of Offit Kurman discuss balancing consistent performance-management policies with EQ and common sense when managing people. They explain that when a previously strong employee’s performance declines, it may signal personal struggles rather than a work-related issue. Building trust, training managers, and holding regular check-ins can help identify issues early, reducing the need for PIPs or reprimands and limiting negative cultural or reputational impacts. Drawing on lessons from the pandemic, Sarah and Russell emphasize that employees are often dealing with stressors. Thoughtful support from their managers can help employees get back on track. (00:00) - Performance Management Balance (01:11) - Spotting Sudden Declines (02:04) - Checking in without Prying (02:45) - Proactive Manager Habits (03:38) - Stress Culture Fallout (04:10) - Pandemic Lessons Empathy (04:50) - Wrap Up

Sarah Sawyer and Russell Berger, attorneys at Offit Kurman, discuss Maryland’s upcoming paid family and medical leave program and what employers should do in fall 2026 to prepare. They explain that contributions for employers using the state plan begin January 1, 2027, with benefits starting in 2028. The program is like unemployment insurance, providing up to 12 weeks of paid leave with benefits up to $1,000 per week funded by employee payroll deductions and employer contributions for businesses with 15+ employees. Employers must choose between the state program and a private plan, communicate their choice to the state, and meet registration, payroll remittance, and employee notice requirements.  (00:00) - Maryland Leave Timeline (01:01) - State Plan or Private (01:11) - How Paid Leave Works (01:33) - Funding and Contributions (03:11) - Compliance and Notices (03:46) - Update Policies for 2028 (04:15) - Stop Ignoring It (05:01) - Avoid Double Pay (05:42) - Wrap Up and Next Steps

Attorneys Sarah Sawyer and Russell Burger of Offit Kurman discuss how businesses can improve cash flow by staying on top of accounts receivable and treating collections first as a business process. They stress proactive client selection, credit reviews, AR management, and strong contracts with clear payment terms, remedies, fee provisions, and jurisdiction clauses. Sarah and Russell recommend establishing a clear internal process to identify overdue accounts and decide when to send demand letters or pursue litigation. For industries with frequent slow-pay issues, they suggest creating a repeatable, scalable collections “blueprint” and exploring AI to increase efficiency. (00:00) - Cash Flow Matters (01:03) - Business First Approach (01:31) - Contracts That Get Paid (02:17) - When to Escalate Collections (03:24) - Building a Collection System (04:33) - AI for Repeatable Tasks (05:10) - Stay Proactive and Close

In this episode of OK at Work, attorneys Sarah Sawyer and Russell Berger of Offit Kurman discuss why employers need clear expense reimbursement policies and procedures for employee purchases and travel paid with company cards or personal funds. The major points they make is employers must communicate guidelines on what qualifies as reimbursable, reduce “gray areas” to avoid confusion and disputes, and build safeguards such as requiring management approval over a certain dollar amount. There are common challenges in administering these policies day to day, including inconsistent approvals that can create precedents and confusion, and recommend involving multiple departments—such as finance, marketing, and department heads—when creating the policy to address practical questions and reduce risk from employees making decisions in the field. (00:00) - Welcome and Topic (00:39) - Why Policies Matter (01:02) - Define Reimbursable Rules (01:46) - Approval Threshold Safeguards (02:16) - Administering and Precedent (03:41) - Cross Department Input (04:35) - Wrap Up and Goodbye