Electronic Records Management: The Legal Problem That Lurks Behind the Scenes
You think your company has a good case. From what you can gather, the allegations that your company stole trade secrets from a rival are completely unfounded. But then you enter discovery. Your opposition requests a whole host of e-mails ' predictable these days. That's when you realize you have a problem. It soon becomes clear that, although the case should have been defendable, it is more financially sound for the company to begin negotiating a settlement. Sound far-fetched? These kind of scenarios are happening more and more with today's proliferation of e-mail and the corresponding lack of corporate electronic records retention policies.
Alcoholism and Drug Abuse Under the ADA
Employers face many challenges stemming from the fact that the Americans with Disabilities Act (ADA) protects alcoholic employees from discrimination, including, in some instances, requiring an employer to provide reasonable accommodations to the employee. The ADA also protects drug addicts, as long as the employee is no longer actively engaged in the use of illegal drugs.
The 'Last Chance Agreement'
How can an employer protect its workplace from the often harmful effects of employee drug and alcohol abuse, avoid accusations that it is discriminating against an employee because of a purported addiction disability, and, at the same time, help an employee who was once a valuable and productive contributor to become so again? The answer may lie in a carefully crafted "Last Chance Agreement."
Pens in the Board Room
But these are my personal notes ...." Virtually every litigator has heard this plea from an executive responding to discovery. It is an almost reflexive reaction stemming from the popular myth that "personal" somehow equals "protected," and often comes from the most sophisticated of corporate directors and high-level management. Too often lawyers hear executives boast about their note-taking prowess while pointing to rows and rows of historical notebooks that they assembled over the years. Many executives learn too late that very little of their "personal" board meeting notes are privileged, and the privilege that might attach to some portions does not even belong to them. More and more frequently in this post-Enron environment, privileged materials are being disclosed by the owner of the privilege ' the corporation ' due to stricter standards for company cooperation in government investigations, particularly in civil investigations by the U.S. Securities and Exchange Commission and criminal inquiries by the U.S. Department of Justice.
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Employment Law Update: Recent Developments in the Supreme Court and Congress
The U.S. Supreme Court continues to keep employers on their toes by dealing with cases involving employment issues this term. During the first week of December, the Court issued its decision in <i>Raytheon Co. v. Hernandez</i>, No. 02-749, ___ S. Ct. ___ (2003), an ADA case involving the legality of an employer policy prohibiting the rehire of individuals fired for violating the employer's drug use policy. Also, the Court agreed to consider two other employment cases. First, in <i>Pennsylvania State Police v. Suders</i>, the Court will decide whether constructive discharge is a "tangible employment action" for purposes of sexual harassment claims. Second, in <i>Central Laborers' Pension Fund v. Heinz</i>, the Court will tackle an issue involving ERISA's anti-cutback rule for pension benefits.
New European Law on 'Works Councils' Demands HQ Strategy
A new European Union law coming online next year will force multinationals operating in Europe to set up in-house, shop-level worker groups that, to an American, look a lot like independent unions. The new law threatens to tie a multinational's hands whenever it decides, in the future, to change anything in its European operations. The good news is that the new law offers substantial freedom to structure worker groups in as business-friendly a way as you want. The catch: You can't delegate the "works councils" problem down to your local European HR, and you have to implement your headquarters-driven strategy this year, during a special window period. This article summarizes the new law, and then explains the "best practices" strategy of creating a works councils network template that takes advantage of the law's window-period that grandfathers-in works councils structured before tough regulations get issued later.
Avoid These Mistakes in Your Company's Employee Handbook
Employee handbooks continue to provide disgruntled employees with ammunition for lawsuits for breach of contract, violations of statutes and opportunities to recover punitive damages on discrimination claims. This article identifies mistakes commonly made by employers and discusses methods for eliminating those deficiencies.
Fighting Retaliation Under Sarbanes-Oxley
In order to restore public confidence in the financial market, and to reduce the likelihood of future crises by ensuring that the public receives more information about possible corporate fraud, Congress enacted the Corporate and Criminal Fraud Accountability Act of 2002, otherwise known as Title VIII of the Sarbanes-Oxley Act of 2002 (the Act). To achieve its intended purpose, Congress included protection for employees of publicly traded companies who "blow the whistle" on their employers. Because the procedures, time limitations and standards of proof governing Sarbanes-Oxley Act retaliation claims are substantially different than those under state and federal anti-discrimination statutes that many companies are quite familiar with, companies and their counsel need to become aware of the differences.
