Law firms often don’t have a documented plan to address key details in their office return. That matters because firms need to boost the appeal of shared space to make it work in the long run.
In his Employment Law column, Nicholas Pappas discusses applicable agency guidance, along with federal and state laws that employers should consider when enacting a COVID-19 vaccination policy. He identifies several practical issues that employers should consider in determining whether and how to mandate that employees be vaccinated before returning to the workplace.
Weil Gotshal and Husch Blackwell will not require vaccinated workers to wear masks in offices, depending on local rules. But several other law firms are sticking to mask policies in offices for now.
The employment at-will doctrine generally provides employers the leeway needed to cut ties with employees who act or say things that are off color or offensive, even when it is not related to the job itself. A recent case out of Pittsburgh put the limits of this leeway to the test.
Civil rights attorney Josephine Smalls Miller—in the wake of a federal judge’s ruling against her discrimination claims—said she’ll continue to pursue the case and will go to the U.S. Court of Appeals for the Second Circuit if necessary.
The circuit court provided roadmaps for both plaintiff’s counsel seeking to establish a jury question on so-called “favoritism” claims and defense counsel seeking summary judgment on such claims.
Three firm leaders all said they are examining the challenges of work-from-home burnout, a hybrid office model and how to handle individual situations. It hasn’t been easy.
Of the various recommendations currently in play to initiate workplace and civil rights reform, to provide a meaningful path to justice, repealing the antiquated caps is both necessary and belated.
Law firm leaders are closely eyeing the savings on real estate when more employees are working remotely.
New Jersey employers considering mandating vaccines for their employees need to start planning now.
Employers should make sure their testing programs are compliant with existing laws, their supervisors are trained to observe intoxication, and their policies are strong—but also flexible.
Employees working remotely may still experience incidents that give rise to claims of discrimination and/or harassment virtually, through video streaming platforms or chat apps as well as email and text messages.
A Bridgeport attorney has filed suit on behalf of a then-17-year-old girl, alleging the teenager was forced – after intense harassment – to post online about her experiences.
Michael Henry, who worked on investigating misconduct allegations within Olympic sports, will now lead the Office of Judicial Integrity.
Deborah Dugan, the former head of the National Academy of Recording Arts and Sciences, previously alleged that Joel Katz, the founder of Greenberg Traurig’s entertainment practice and its Atlanta office, had sexually harassed her.