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Valentine A. Brown
Natalie F. Bare
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Kathryn Brown
Kevin E. Vance
Jonathan A. Segal
James R. Redeker
Jennifer L. Long
Jennifer A. Kearns
Duane Morris Institute

July 25th, 2014

Top 10 Social Media Mistakes Made by Supervisors

I am pleased to post a link to a recent blog I wrote for SHRM Blog. This blog focuses on social media mistakes made by supervisors. http://www.weknownext.com/blog/top-10-social-media-mistakes-made-by-supervisors. These mistakes can be avoided, however, by supervisory trainingThis blog should not […]

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Employment, Social Media

Jonathan A. Segal

July 25th, 2014

What Obama’s Order Banning Gay Discrimination Means for Businesses

I am pleased to share with you an article I recently wrote for Entrepreneur Magazine on President Barack Obama's recently signed executive order.

Filed under

Discrimination, Diversity, Employment

Jonathan A. Segal

June 3rd, 2014

Stamping Out Harassment

The U.S. Equal Employment Opportunity Commission (EEOC) identifies eradicating harassment among its key priorities in its 2013-16 Strategic Enforcement Plan and has recently increased the number of related class actions it has initiated.

Filed under

Diversity, Employment, Equal Employment Opportunity

Duane Morris Institute

April 17th, 2014

Fifth Circuit Refuses to Reconsider DR Horton En Banc

Yesterday, the Fifth Circuit denied the NLRB’s petition for en banc review of its December 3, 2013 decision wherein the Fifth Circuit refused to enforce the NLRB’s decision invalidating class action waivers in mandatory employee arbitration agreements.

Filed under

Employment, General

Linda Hollinshead

April 15th, 2014

Defending FMLA Retaliation Claims: Employers, Follow Your Normal Practice

Employers are well aware of the increased risk of implementing an adverse action (e.g., suspension, termination of employment) in the face of an employee’s claim for FMLA leave. Defending against such claims depends upon being able to demonstrate the legitimate, nondiscriminatory basis for the adverse action. At times, however, the close proximity of the adverse action to the employee’s FMLA request is difficult to overcome.

Filed under

Employment, FMLA/Leaves

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