People sometimes ask me, “Eric, where do you get all your blog content from?” Often, like today, other blogs inspire me. So, with a big tip of the cap to Evan Brown and his post here at Evan.law, let’s talk about what you can’t do if you suspect that a former employee has misappropriated your trade secrets. Continue reading
Some of you are clutching your pearls and mouthing, “God, I hope so.” Continue reading
Does the spike in remote work arrangements over the past few years mean the end of wacky sexual harassment cases?
Yeah, right!
One of my biggest fears — an employment lawyer neuroticism — is that I will draft a settlement agreement in which I misplace the decimal point or accidentally add a zero, thus turning a $15,000.00 settlement into a $15,000,000 settlement. Continue reading
Days since I’ve blogged about COVID-19 = 78 0. Continue reading
The U.S. Equal Employment Opportunity Commission caught a whiff, sued the employer in December, and just announced a $361,000 settlement for seven current and former female employees. Continue reading
Back in March 2019, the State of New Jersey passed a law that makes any non-disclosure provisions in an employment contract or settlement agreement that have the purpose or effect of concealing the details relating to a claim of discrimination, retaliation, or harassment unenforceable against a current or former employee who is a party to the contract or settlement. I wrote about it here. Continue reading
Over the weekend, I caught up on a few older cases I had intended to blog about earlier. The one today on which I’ll focus has some “disturbing facts.”
At least that’s how one of the Fifth Circuit judges deciding the case viewed them: Continue reading
That’s effectively the argument the plaintiff, an openly gay man, made in this case.
On Monday, I blogged here about an employee using CBD for her migraines who accused her employer of violating the Americans with Disabilities Act. It fired her after she tested positive for marijuana on a drug test at work. One of my takeaways from the post was that particular state and local laws may raise the bar for terminating someone who uses medical or recreational marijuana outside of work.
Well, I’m going to assume that the City Council of Washington, D.C. read my blog and was helping me prove my point. Continue reading
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