Rojgar Job News

Are you one of those people who thinks two is better than one? I know I am. So, with that in mind, I’m pleased to announce that my lawfirm, Shipman & Goodwin has launched a new labor & employment law blog called “Employment Law Letter”.  The firm’s blog is an extension of the firm’s long-standing newsletter led, most recently, by my partner Brian Clemow. And when I mean long-standing, I mean 40  years worth of production. That’s a publication record worth recognizing! As announced by my fellow partner, Gabe Jiran, the new blog will also provide frequent and timely articles on a variety of topics as they occur.  In addition, the blog will post announcements of upcoming seminars and events, including my firm’s popular CLE webinar series. One of the first posts of that blog highlights a CLE program that I’m doing this Tuesday via webinar entitled “Are You at Risk? An In-Depth Look at Workplace Sexual Harassment P...

A while back, I had a good discussion with a colleague on a topic with no real firm answers. No, it wasn’t on whether the Yankees are better franchise than the Red Sox.  The answer to that is unequivocally yes.  (Sorry, Sox fans.) Rather: When is a employee-related issue a legal one? Or alternatively, when can human resources handle the issue on it’s own? What comes to mind at first is the old Justice Potter Stewart quote of, “I know it when I see it” but that seems unsatisfying. For some smaller employers, the answer may lean more heavily towards “legal” in part because there may not be an in-house human resources professional to call on. But on the flip side, there are some other employers that might rely heavily (perhaps overly so) on their HR contacts to handle matters, trying to avoid unnecessary legal expenses. What I’ve concluded is what I’ve started with — there are no real answers to the question. But I can outline...