A big, special new episode of my “Employment Law Now” podcast has just been released today!
This is part 1 of a 2 part sit-down 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.
If you have already subscribed to my podcast, you got it automatically in your feed. 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.
A new episode of my “Employment Law Now” podcast has just been released! In today’s episode, I address independent contractor misclassification, performance reviews affecting age discrimination claims, and a novel case on web site accessibility.
Also included: how ducks, TIEs and chimps are relevant to employment law.
If you have already subscribed, you got it automatically in your feed. If not, 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 the 9th episode). In today’s episode, I address significant trends concerning hiring discrimination claims and predictive scheduling, and am also joined by Mastercard counsel and technology expert Dennis Kennedy to talk about Artificial Intelligence and whether it will replace or complement HR professionals and lawyers.
If you haven’t already subscribed to my Employment Law Now podcast (new releases twice a month), 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.
Were you hoping to be able to listen to some employment law over the weekend?
A new episode of my “Employment Law Now” podcast has just been released. In today’s episode, I provide an update on the new chair of the NLRB, discuss noteworthy cases and the appropriate corporate mindset with harassment and disability cases, and play a game of “will they stay or will they go” involving current employment law issues.
And coming up in my next episode in early June, I will be sitting down with an outside expert on Artificial Intelligence (“AI”) to discuss whether AI will be replacing or complementing the work of HR professionals and lawyers.
In the meantime, if you haven’t already subscribed to the podcast:
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. In today’s episode, I provide an update on the Senate confirmation of the new head of the US Department of Labor, and am joined by OSHA attorney John Ho to discuss why all employers need to be thinking about OSHA’s impact on workplace issues, along with the other federal agencies you tend to hear more about.
Is there a topic, development, or trend you would like to hear more about in future episodes? Do you otherwise have any comment or question about what you have heard so far? Feel free to post a comment/question on our dedicated web site.
Still debating with yourself over whether you should subscribe to this podcast (new episodes release twice each month)? If so, you may have missed the past 6 episodes that featured sit-down interviews with NLRB General Counsel Richard Griffin, former FBI Agent and cybersecurity expert Austin Berglas, government and immigration attorneys Howard Schweitzer and Scott Bettridge, and in-house human resources professionals. Also provided in the first three months of this podcast series: discussions on relevant political appointments in Washington, as well as significant new court decisions and trends affecting employers and their workplace.
So what are you waiting for? To subscribe to my “Employment Law Podcast” (and 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.
A very special episode of my “Employment Law Now” podcast has just been released. In today’s episode, I sit down for a one-on-one interview with NLRB General Counsel Richard Griffin to get his thoughts on, among other things, the perception of employers that the NLRB has become too activist and too pro-employee, as well as recent NLRB action on social media policies and joint employment issues.
Since the NLRB governs non-union workplaces, in addition to unionized facilities, you won’t want to miss this insight from the NLRB itself. I hope you find it informative.
If you haven’t already subscribed to my Employment Law Now podcast, you still can and 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.
A brand new episode of my “Employment Law Now” podcast has just been released! In this week’s episode, I provide an update on several issues from DC, and discuss significant developments in the areas of punctuation and overtime claims, social media do’s and don’ts, and the application of legal activities laws. The ELN crew also goes on the road for this episode to talk with two corporate HR professionals, who provide insight into some HR issues that keep them up at night from a company perspective.
AND IN TWO WEEKS…:I will have a very special episode coming up in mid-April, as I will sit down for a one-on-one interview with NLRB General Counsel Richard Griffin to talk about employer perception of the Board, and other recent NLRB developments affecting employers, including joint employment and social media policies.
Subscribe to my podcast, if you haven’t already, so you won’t miss any of this!
If you have already subscribed, today’s new episode should have appeared in your podcast feed automatically. If you have not yet subscribed (remember, it’s free!), you can feel free to go to either of these sources to subscribe or listen:
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.
Starting today, much time will be spent in person and online trying to make money on the NCAA tournament. There’s the blog hook for today. Online technology, and social media in particular, have made it much easier for employees to participate in all things college basketball, and to sit in the office and participate with those outside the four walls of the office.
If you haven’t been asked to join an NCAA pool yet, it’s more than likely that it’s not because you have no friends at work. Although the games do start today. But are NCAA pools legal? And is there any impact of social media? Many states exempt “social gambling” from their anti-gambling statutes. “Social gambling” is generally defined as playing for money in a purely social context, where no player (or other person, such as a host) can make anything more or different than from simply being a player like any other player. As long as the entire pool is distributed, with nothing taken “off the top,” it is generally ok in many states.
Nevertheless, the issue of office NCAA pools and social media raise a few noteworthy points:
Loss of Productivity and Time? March Madness blogging and posting, and surfing the ‘Net for all things basketball, will take a lot of time. Time at work, and during working hours.
Can Bobby Come Out To Play? Office NCAA pools should be open to everyone, and shouldn’t be a means for violating other workplace policies, such as by harassing or discriminating against people who choose not to join or who are not asked to join.
Social = Social? Permissible “social gambling” generally requires some social relationship, meaning that the promotion of your office pool to those outside the company through social media may lead to a pool that includes those with whom there is no bona fide social relationship.
Employer Take Away: What should you as an employer take away from this development?
There are bigger pictures that your company should consider when it comes to important issues and policies involving gambling and the impact that social media has had on workplace gambling. For the next three weeks, however, the reality is that this may be just another example of a lawyer turned NCAA Scrooge, as it is unlikely that the cast of Law & Order will be coming into your establishment merely as a result of these games. Perhaps you can just relax a little and allow for the morale of your employees to improve with the excitement and buildup of the year’s biggest sports tournament. It’ll all be over in a few weeks. And then we’ll have the excitement of baseball….
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.
Has it been two weeks already? A brand new episode of my “Employment Law Now” podcast has just been released today! In this week’s episode, I discuss significant developments in the areas of internal whistleblowing and employee FMLA abuse, as well as a nationwide trend involving predictive scheduling and a new word to add to your employment law dictionary: “Clopenings.”
If you have already subscribed to my podcast, today’s new episode should have appeared in your podcast feed automatically. If you have not yet subscribed (remember, it’s free!), you can feel free to go to either of these sources to subscribe or listen:
The episode is now on iTunes and you can click HERE.
The episode is also on our new dedicated web site and you can click HERE.
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.
My new “Employment Law Now” podcast episode is now released! If you haven’t subscribed, what are you waiting for….?
This week’s episode provides an update on an important Trump cabinet appointee, addresses a new “joint employer” standard and new restrictive covenant concerns, and welcomes a special guest to talk about the current immigration climate.
The episode (and the others) is on iTunes, and you can click HERE.
The episode (and the others) is also on our new dedicated web site, and you can click HERE.
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 