Clark Hill Attorney Matthew T. Smith to Present at Property Management 101 seminar in Lansing, MI on January 26, 2016
Lansing, MI – Clark Hill attorney Matthew T. Smith will present at the “Property Management 101” seminar, sponsored by Sterling Education Services, on January 26, 2016 in Lansing, Michigan. Smith will present on two topics; “Landlord and Tenant Obligations during Tenancy” and “What it Takes to Evict.”
Sterling Education Services offers continuing education programs led by local speakers who have hands on experience with laws they are presenting. Click here to register for “Property Management 101”
Smith is a member of Clark Hill’s Litigation Practice Group, and specializes in commercial and construction related matters. He is experienced in bankruptcy, creditor’s rights, real estate and civil litigation. He is among the 5 percent of Michigan attorneys selected for inclusion in Michigan Super Lawyers 2012, 2013, and 2014, an honor reserved for those lawyers who have shown excellence in practice.
Clark Hill PLC is an entrepreneurial, full service law firm that provides business legal services, government & public affairs, and personal legal services to our clients throughout the country. With offices in Arizona, Delaware, Illinois, Michigan, New Jersey, Pennsylvania, Washington, D.C. and West Virginia, Clark Hill has more than 300 attorneys and professionals. For more information on our firm and our services, visit www.clarkhill.com.
FAQs: Mandatory COVID-19 Vaccines and the Automotive & Manufacturing Industries
Join us for a presentation where we will share the considerations, implications, and answer your frequently asked questions surrounding the implementation of mandatory COVID-19 vaccines.
Tea & Tidbits: Benefits Strategies for Small Employers
June’s discussion will center around benefit strategies for start-ups or employers who are small and aren’t sure if they can offer benefits at all.
Religious Accommodations: What Every Employer Needs To Know
This webinar will discuss the practical and legal issues relating to religious accommodations. This includes determining whether an employee has a sincerely held religious belief, what information you can request in connection with a request for a religious accommodation, and whether a request for an accommodation is reasonable.