Editorial Board   Guest Author

Mr. Elkon

Michael Elkon

Counsel, Fisher & Phillips LLP

Michael Elkon is Of Counsel in the Atlanta office of Fisher & Phillips LLP, one of the nation's leading labor and employment firms representing employers. He represents management in all areas of employment law in state and federal courts, as well as before state and federal agencies. Mr. Elkon specializes in matters concerning employee defection and recruitment, including litigating injunction and damages actions relating to covenants not to compete, non-solicitation and non-disclosure provisions, unfair competition, employee raiding, trade secrets, the duty of loyalty, the Computer Fraud & Abuse Act and state computer protection statutes. Mr. Elkon has litigated dozens of employee defection and recruitment matters in numerous state and federal courts. In addition to litigating, he drafts restrictive covenants for numerous different types of agreements and counsels clients on protecting their confidential information and customer relationships, as well as recruiting talent. Mr. Elkon was selected for inclusion in Georgia Super Lawyers Rising Stars every year since 2010. He also worked with the Georgia Legislature and appeared before its Judiciary Committee regarding the new Georgia non-compete statute (HB 173) in the 2009 Legislative Session. He received a bachelor of arts degree with highest distinction from the University of Michigan and a law degree from the University of Virginia School of Law.

Mr. Elkon can be contacted at 404-240-5849 or melkon@laborlawyers.com

Coming up in March 2018...

Human Resources: Value Creation

Businesses must evolve to stay competitive and this is also true of employment positions within those organizations. In the hotel industry, for example, the role that HR professionals perform continues to broaden and expand. Today, they are generally responsible for five key areas - government compliance; payroll and benefits; employee acquisition and retention; training and development; and organizational structure and culture. In this enlarged capacity, HR professionals are no longer seen as part of an administrative cost center, but rather as a member of the leadership team that creates strategic value within their organization. HR professionals help to define company policies and plans; enact and enforce systems of accountability; and utilize definable metrics to measure and justify outcomes. Of course, there are always new issues for HR professionals to address. Though seemingly safe for the moment, will the Affordable Care Act ultimately be repealed and replaced and, if so, what will the ramifications be? There are issues pertaining to Millennials in the workforce and women in leadership roles, as well as determining the appropriate use of social media within the organization. There are new onboarding processes and e-learning training platforms to evaluate, in addition to keeping abreast of political issues like the minimum wage hike movement, or the re-evaluation of overtime rules. Finally, there are genuine immigration and deportation issues that affect HR professionals, especially if they are located in Dreamer Cities, or employ a workforce that could be adversely impacted by federal government policies. The March Hotel Business Review will take a look at some of the issues, strategies and techniques that HR professionals are employing to create and sustain value in their organization.