Smartphones, tablets and other portable electronics have swept the nation in the past few years and are now being integrated into people's personal and business lives on a scale heretofore unseen. However, most of these devices were created for the consumer market and not necessarily for business applications. Therefore, confidential, sensitive and proprietary data must be protected both on the device itself and on the corporate network where the data resides.

Despite its promise, there are a number of myths associated with the design and use of technology assisted review, and in particular predictive coding, that have obscured the debate around the adoption of this technology. It is time to put an end to some of these myths.

In-house counsel should examine their companies' breast-feeding policies, including how they handle employees who need time to attend to breast-feeding responsibilities while at work.

In a recent case, even though there was no evidence that the employee had discussed a particular wage issue with other employees, the NLRB nevertheless found violation.

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There are substantial legal risks associated with requiring employees to carry electronic handheld devices. Here's what employers need to do.

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Misclassifying employees as "independent contractors" may put employers in triple jeopardy. (<i>See</i> article <i>infra</i> by Rosanna Sattler.)

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The classification of independent contractors is garnering increased attention at both state and federal agencies and courts. This article outlines some general guidelines based on recent state and federal court decisions.

Social media sites may also contain relevant information not available through traditional screening tools, like criminal background checks or reference checks. But should employers ask for passwords?