Happy Friday the 13th all! We’ve had some very popular posts this week, and excellent content as always coming from our member firms. So without further ado…
- Men Must be Allowed the Same Child Care Leave as Women from Epstein Becker & Green: EBG’s Peter Panken and Jennifer Goldman talk us through Ehrhard v. LaHood, to illustrate why employers must have gender-neutral family leave policies.
- How to Choose a FINRA Arbitration Panel from Epstein Becker & Green: EBG’s latest blog, The Bellwether, has hit the ground running with a number of successful posts. This post from John Fullerton III discusses how to choose a FINRA arbitration panel, and is the first in a series on practices and procedures in employment-related arbitrations before FINRA.
- The Pinning Rules from Davis & Gilbert: Davis & Gilbert discusses Pinterest from a brand perspective, and what brands need to be aware of when using the site.
- New York’s Highest Court Upholds Oral Promise of Guaranteed Bonus from Epstein Becker & Green: John Fullerton III looks at Ryan v. Kellogg Partners Institutional Services, where the New York Court of Appeals upheld a jury verdict in favor of a brokerage firm employee.
- BUSINESS LAW from Robinson Sheppard Shapiro: RSS shares their latest business law newsletter.
- Employer Recordkeeping Requirements Extended to GINA from Epstein Becker & Green: The EEOC has extended their existing recordkeeping requirements under Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act to employers covered by Title II of the Genetic Information Nondiscrimination Act of 2008 ("GINA"). EBG explores this in more detail.
- The shale revolution from McDonald Hopkins: In their latest oil and gas alert, McDonald Hopkins discusses some of the dramatic changes in the oil and gas industry.
- Expansion of Protected Activity Under Sarbanes-Oxley Continues from Epstein Becker & Green: Using Zinn v. American Commercial Lines Inc., EBG illustrates how the DOL continues its trend of extending whistleblower protection.
- Could a company in process of being incorporated enter into an agreement provided there is a clause conditioning the validity of the agreement to the incorporation fulfillment? from Mejia-Armenteros & Abreu: Santiago Mejia uses crowdsourcing on LinkedIn to answer the question of whether a company being incorporated can enter into an agreement, provided there is a clause conditioning the validity of the agreement to the incorporation fulfillment.
- Immigration Alert: April 2012 from Epstein Becker & Green: In their latest immigration law newsletter, EBG explores a wide variety of topics, including H1-B and H2-B visas, undocumented workers, and cases in various jurisdictions within the US.