As a law firm leader one of your best returns on investment can come from appointing the right support services manager. A good manager can easily make a partner-like contribution or more to a firm. They do need to be the right calibre, the right fit and possess good levels of emotional intelligence and initiative. They also need support from firm leadership – mentoring, an interest taken in them personally and professionally, responsibility, authority and accountability.
I don’t have any personal knowledge of how Steve Jobs was as a manager, but every account I read of him was that he was demanding and in your face. While this can be an effective management style of some, it does come with some associated costs.
Non-Reliance clauses: language in a contract where one (or more) of the parties affirms that in making their decision to enter into the contract, they’re relying exclusively on what’s written on the paper in the contract, and nothing else. Why have them? To cut off claims. Particularly the kind that involve a lot of “he said, she said” About what one side said they’d do, or wouldn’t do, but what they’re alleged to have said didn’t make it into the contract.
LXBN TV: Freeh Report Reveals Paterno & Penn State Officials Covered Up Sandusky Sexual Abuse—Joe Bahgat
With the release of the Freeh Report, everything many worried might be true about the Penn State/Jerry Sandusky sexual abuse scandal—and worse—is coming to light. The investigation by former FBI Director Louis Freeh, released on Thursday, July 12th, revealed that former Penn State football coach Joe Paterno and other high-ranking university officials covered up the abuse, doing almost nothing to prevent future incidents. To explain the details and the impact of the report, we bring in New Jersey attorney Joe Bahgat, author on The Sports & Entertainment Law Playbook.
Sorry, but That’s Not in My Contract: Court Holds That Exotic Dancers Are Not Employees Under the FLSA or Arkansas Minimum Wage Act
Owners and operators of gentleman’s clubs recently received a new arrow in their quiver in the ongoing dispute over a question that has created a barrage of lawsuits across the industry – “Are exotic dancers employees?” A decision from the United States District Court for the Eastern District of Arkansas on July 12 answered this question in the negative, holding that exotic dancers were not employees under the FLSA or Arkansas Minimum Wage Act.
I’m a big fan of marriage; It has definitely been good to me. But marriage does not always mean it is good for a company … at least when it comes to hiring, preemployment inquiries, or every day operations. Employers, however, that do not understand when they can or cannot make hiring and firing decisions based on marital status run the risk of paying out to the happy couple a money judgment or settlement for marital discrimination.
As the Clearinghouse Review editorial team learned in its June 20 webinar, an overwhelming number of people are concerned about the local food movement’s effect on low-income Americans. The Review’s webinar, “Does the Local Food Movement Help or Hurt Hungry Low-Income Americans,” had 381 registrants and 217 participants from forty-one states
The EEOC has just reported that it has entered into a “National Universal Agreement to Mediate” (or “NUAM”) with Family Dollar Stores, Inc. “Under the terms of the NUAM, all eligible charges of discrimination filed with the EEOC in which Family Dollar Stores is named as an employer/respondent will be referred to the EEOC’s mediation unit, as appropriate.” The agreement covers all of the 7,200 Family Dollar Stores in 45 states.
There are three major “white-collar” exemptions to the federal overtime rules that are, to some employers, a bit confusing to say the least. One of them — the “executive” exemption — is mistakenly understood to just include, well, senior executives of a company. A new case out by the Second Circuit (Ramos v. Baldor Specialty Foods — download here) last week shows that the executive exemption may be a bit broader than is conventionally understood.
It is not uncommon for defendants in severe brain injury, spinal cord or burn injury cases to ask that the plaintiff not be present in the courtroom. The argument goes that the injured person cannot contribute to the prosecution of the case and therefore the only purpose that they are brought into the courtroom is to gain sympathy.