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Features
In Part One of this article, the authors dealt with the primary risks of a "downsizing" event. Part Two herein discusses implementing a methodical plan for a downsizing event, alternatives to downsizing, and going forward with compassion.
The ABA's Model Rules of Professional Conduct, adopted in many jurisdictions, now allow attorney advertisements but restrict "misleading" communications. Significantly, such misleading communications may include unsubstantiated comparisons to other lawyers.
COBRA health care continuation coverage is not new. What is new is the ARRA-added federal subsidy for involuntarily terminated workers. This article explains.
Features
The purpose of this article is to provide tips and identify potential pitfalls associated with the drafting of an employee handbook.
Features
As recognized in a recent decision from the Maryland Federal Court, a poorly drafted severance agreement can prove to be a very expensive mistake. This article takes a closer look at this decision: <i>Equal Employment Opportunity Commission v. Nucletron Corporation.</i>
Features
This article explores some of the most common FLSA issues that employers confront on a daily basis, and ways to avoid being a victim of this FLSA wave.
Features
Nevada was the first state to enact a law requiring entities that transfer customer personal information outside of the secure system of the business through an electronic transmission (other than a facsimile) to use encryption. In late 2008, Massachusetts was the second state to pass such legislation; Michigan is considering similar legislation. This is an area to watch as other states could follow suit.
Corporate counsel must be able to master how audio files operate since they play a pivotal role within the recent court-created electronic data explosion that is electronically stored information ("ESI").
With the number of layoffs increasing dramatically, it is no surprise that individual charges of discrimination are ballooning. What may be a surprise to employers, however, is that the EEOC needs only one complainant, or in some instances, a mere suspicion that a discriminatory pattern or practice is occurring, to initiate a company-wide investigation.
