About: Chapman Hopkins

W. Chapman Hopkins is an associate in the Lexington, Kentucky office of McBrayer, McGinnis, Leslie & Kirkland, PLLC. He is a member of the firm’s Commercial and Business Litigation practice group, as well as the Equine and Gaming Law, Administrative Law, and Employment Law groups. Chapman has experience in navigating clients through all facets of their litigation matters. He frequently advocates for clients in complex litigation disputes involving a broad range of business and employment related cases. As a lifelong owner and breeder of Thoroughbred horses, Chapman has a particular focus on equine law. Calling upon his legal and practical knowledge of the industry, Chapman successfully represents thoroughbred farms and industry professionals in both transactional and litigation matters. He also serves as outside legal counsel for race industry entities such as the Kentucky Horse Racing Commission. Chapman is originally from Lexington, Kentucky and graduated with honors from Transylvania University with a B.A. in Finance and Economics in 2006. He graduated from the University of Kentucky College of Law with his Juris Doctorate in 2009. He is an active member of the community and participates in several professional and community organizations including the following: the Kentucky Bar Association (Young Lawyers Division), the Lexington Charity Club (Board Member), the Bluegrass Conservancy and the Thoroughbred Owners and Breeders Association. In addition, Chapman graduated from the Leadership Lexington program in 2011.

Recent Posts by Chapman Hopkins

NLRB’s Poster Rule Struck Down by D.C. Circuit

On May 7, the U.S. District Court of Appeals for the District of Columbia struck down a National Labor Relations Board (“NLRB”) ruling that would have required millions of private employers, both union and non-union, to put up posters alerting employees of their rights under the National Labor Relations Act (“NLRA”). The poster informed employees of their right to join and/or form a union, collectively bargain with employers, and act jointly to improve wages or working conditions. The requirement was scheduled to become effective in April 2012, but the D.C. Circuit Court delayed any employer action until it decided whether the law was enforceable. Under the rule, an employer’s failure to display the poster would be considered an “unfair labor practice” under the NLRA. After considering the issue, the U.S. Court of Appeals for the D.C. Circuit found the NLRB rule to be a violation of the NLRA’s “free speech” provision. This provision provides employers with the right to communicate...
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New Administrator’s Interpretation Could Expand FMLA Coverage

Under the Family Medical Leave Act (“FMLA”), eligible employees are provided up to twelve weeks of unpaid, job-protected leave per year.  Eligible employees can take FMLA leave for, among other things, the birth and care of a newborn child.  Although the FMLA broadly defines a “son or daughter” under this provision to include a “biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis”, it does not expressly confirm whether employees may take leave to care for a son or daughter over the age of eighteen. In reality, many parents remain the responsible caregiver to an adult child who cannot care for themselves due to a mental or physical disability. For these parents, the age of eighteen does not signal the end of their care duties; indeed, the care they provide may continue for many more decades. The Department of Labor (“DOL”) recently issued an Administrator’s Interpretation wherein it clarified...
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Form I-9 Finally Makes Its Appearance

U.S. Citizenship and Immigration Services (“USCIS”) just announced the long-awaited new Form I-9, Employment Eligibility Verification.  Although the previous form expired on August 31, 2012, employers have continued using the previous form pending the issuance of the revised form. As before, all U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States, including citizens and non-citizens. The form requires input from both the employee and employer (or an authorized representative of the employer). Although the new form is largely substantively the same, several stylistic changes were made in order to make it easier to read and more user-friendly. For example, the instructions are clearer and there are new distinct data fields for employee information. The entire document consists of nine pages, with only two of these (pages 7 and 8) requiring completion. When providing the form to employees to fill out, however, it is important to provide the entire form...
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