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The U.S. Court of Appeals for the Seventh Circuit has reinstated a lawsuit alleging that a youth-baseball coach may have been defamed by the movie 'Hardball.'
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In an industry of ever-changing loyalties, it's not unusual for attorneys to be concerned about keeping their entertainment clients. In some instances, lawyers may lose clients to competitors. If one lawyer sues another lawyer over such a loss, a key issue will likely be what correspondence the original lawyer can obtain in the lawsuit against the new lawyer.
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National cases of interest to you and your practice.
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Recent rulings of importance to you and your practice.
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Retaliation claims are the growth industry of employment discrimination law. According to the U.S. Equal Employment Opportunity Commission (EEOC), the number of reprisal charges filed with the agency has ballooned from under 11,000 in 1992 to more than 22,000 in 2002, rising steadily during that period from 15% to 27% of all EEOC charges.
In the wake of several United States Supreme Court decisions, many employers have implemented mandatory arbitration procedures in order to avoid costly federal and state law employment discrimination trials. The idea that arbitration offers a cheaper alternative and avoids the possibility of a 'runaway jury' has considerable appeal for employers who are now subject to a host of employment discrimination and other workplace protection statutes.
National cases of interest to your practice.
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Advances in genetic science have repeatedly grabbed headlines recently, from cloned calico cats to specially engineered food crops to promises that parents will soon be able to choose the physical characteristics of their future children. With the steady advance of technology and the increasing ease with which genetic material can be collected and analyzed, it is little wonder that some employers are contemplating using genetic testing as part of the employment process.
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A recent decision by the Supreme Court of New Jersey serves as a powerful reminder to employers that in order to attempt to insulate themselves from liability for harassment claims, an anti-harassment policy must be more than the 'mere words' contained therein. .
