The Inbox
- Bill Singer, writing in Forbes, discusses one potential consequence for financial industry employees who arbitrate employment disputes with former employers: future employers can see them as willing to fight these disputes and this negative branding can harm chances of employment.
- Evan J. Shenkman, in a piece posted on Lexology, discusses an interesting New Jersey case involving an alcoholic nurse who also had anxiety problems: when she was terminated for not showing up to work, the employer suggested she was being fired for both alcoholism and lack of attendance – and that, therefore, a jury could have concluded she was wrongfully terminated for her alcoholism (attendance is generally a valid reason for termination, the court held).
- This article doesn’t deal with United States law (our usual focus here on Suits by Suits), but in a tip of our beret to our friends in Britain hosting the Olympics, here’s an article that those with an interest in UK employment law might like: Charlotte Lloyd-Jones discusses a recent case there where employees were fired for “gross misconduct on the basis that they were preparing to compete with their employer,” as a breach of an employment contract. The appellate tribunal held that just because the employees might compete in the future didn’t supply a basis for firing them in the present. It also held that the employees have to drive on the left.
- And, from the nightmares of the near future department: should employees post on Facebook while they’re in termination meetings with their employers? And if they do, what should employers do about it? It’s already happened, in a case involving an American Airlines employee. Daniel Schwarz has some interesting commentary on this issue here. Welcome to the future!
Information provided on InsightZS should not be considered legal advice and expressed views are those of the authors alone. Readers should seek specific legal guidance before acting in any particular circumstance.
As the regulatory and business environments in which our clients operate grow increasingly complex, we identify and offer perspectives on significant legal developments affecting businesses, organizations, and individuals. Each post aims to address timely issues and trends by evaluating impactful decisions, sharing observations of key enforcement changes, or distilling best practices drawn from experience. InsightZS also features personal interest pieces about the impact of our legal work in our communities and about associate life at Zuckerman Spaeder.
Information provided on InsightZS should not be considered legal advice and expressed views are those of the authors alone. Readers should seek specific legal guidance before acting in any particular circumstance.
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