Good faith and timing is everything in employment law, and a new episode of my “Employment Law Now” podcast has just been released today against the backdrop of that theme. In today’s episode, I pose 3 questions that employers should ask themselves in today’s climate of troubling sexual harassment news, address noteworthy decisions about the FMLA and political tweeting, and introduce a new emerging claim in employment law: “intersectional discrimination.”
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Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
“Wait, it hasn’t been two weeks?!” “You released a podcast episode only two days ago!”
Well, special times call for special episodes. So this morning I just released a brand new special holiday party episode of my “Employment Law Now” podcast, which offers a Top 10 list of tips to consider when planning a holiday party for your employees. I hope you find some of it useful as we approach holiday party season.
If you are not already a subscriber, and haven’t received today’s new episode automatically, here’s where you can find it and subscribe (and also get archived episodes):
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
I just released my new “Employment Law Now” podcast episode. Today’s episode features part 2 of my two-part interview with David Cohen (DCI Consulting Group) on why, when, and how your company should consider conducting gender pay equity audits.
If you are not already a subscriber, and haven’t received today’s new episode automatically, here’s where you can find it and subscribe:
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
Is your company thinking about the need to do an internal gender pay equity audit? Is your company unsure of how to get started, when and how to do a pay equity audit, and what to do if an issue arises in the course of the audit? I attempt to tackle those questions for you in today’s new podcast episode. In addition to providing an update on the joint employer and overtime initiatives in Washington, DC, I am joined by David Cohen of the DCI Consulting Group to discuss what you should be thinking about when it comes to gender pay equity audits. Today is Part 1 of my interview with David, with Part 2 coming in my next episode.
If you are not already a subscriber, and haven’t received today’s new episode automatically, here’s where you can find it and subscribe (it’s still free!):
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
I just released my new “Employment Law Now” podcast episode. Today’s episode discusses how to engage your employees in today’s unique workplace and navigate a multi-jurisdictional set of employment laws. I am joined by Rick Turner, the Senior Director of Employee Experience and Diversity & Inclusion at Whirlpool Corporation, who provides fascinating insight into the challenges he faces, and how he addresses them.
If you are not already a subscriber, and haven’t received today’s new episode automatically, here’s where you can find it and subscribe (it’s still free!):
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
I just released my new “Employment Law Now” podcast episode. Today, I address several interesting and important employment law issues: kneeling in the NFL/workplace, extended ADA leave entitlement, updates from DC on the overtime exemption rule and class action waivers, sufficient consideration for non-competes, and whether “pretty” is the new protected class.
We have had more than 8,000 downloads of my podcast since we started on February 1st. Thank you so much for subscribing and listening. If you have not yet, what are you waiting for…
If you are not already a subscriber, and haven’t received today’s new episode automatically, here’s where you can find it:
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
A brand new podcast episode of “Employment Law Now” has just been released. Today, we turn the tables a bit with you getting to hear an interview of me. I recently was interviewed on SiriusXM Channel 111, The Business Channel, and discussed employee protected activity and the nature of permissible adverse action by employers because of employee activity. Today’s podcast episode replays that interview.
If you are not already a subscriber, and haven’t received today’s new episode automatically, here’s where you can find it:
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
To celebrate the return to work from the long holiday weekend (for those who have), I’ve just released my new “Employment Law Now” podcast episode. Today, I talk about employer obligations after a hurricane or other natural disaster, and provide an update on EEO-1 and I-9 forms. I am also joined by my California colleague Jason Barsanti to discuss critical meal and rest break requirements.
If you are not already a subscriber, and haven’t received today’s new episode automatically, here’s where you can find it:
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
A new episode of my “Employment Law Now” podcast has just been released. Today’s episode is about policies, policies, policies: employees engaging in political activity outside the workplace, disclosure of customer information, FMLA retaliation, and maximum leave entitlement. I also address whether a new trend is beginning with companies embedding microchips under the skin of their employees.
If you are not already a subscriber, and haven’t received today’s new episode automatically, here’s where you can find it:
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
Been waiting anxiously for this for two weeks? A new episode of my “Employment Law Now” podcast has just been released today!
In today’s episode, I update you on the DOL’s significant next step on the road toward amending the overtime exemption rules, and also provide the 2nd part of my two-part interview with former EEOC General Counsel David Lopez, who offers terrific insight on issues such as how the EEOC determines its strategic plan and what cases to take on, how he responds to employer perception that the EEOC has become more activist and pro-employee, and recent noteworthy cases involving transgender, wage and age discrimination (listen to the July 20th episode for Part 1 of the interview).
If you have already subscribed, you got it automatically in your feed today. If not, you won’t want to miss this episode and here’s where you can find it:
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
Social Media Employment Law Blog is devoted to the interplay between social media and employment law, an extremely topical and significant area of law for employers in this new technology era. Published and edited by Michael Schmidt, Vice Chair of the Labor & Employment Department, Mike concentrates in representing management in all facets of employment law and has been frequently quoted on employment law topics, and is regularly interviewed by trade publications and national journals for his opinions on legal trends.
Follow @MschmidtEmpLaw
Social Media Employment Law Blog is devoted to the interplay between social media and employment law, an extremely topical and significant area of law for employers in this new technology era. Published and edited by 