Many lawyers grapple with how to work with people who are angry: clients who are volatile, co-workers who are frequently upset, opposing counsel who bully or demean, or partners who quickly fly off the handle over what seems like the smallest issue. Additionally, some lawyers may reluctantly acknowledge that they, too, struggle with controlling their anger at times, which leaves them feeling embarrassed, out of control, and at risk of doing damage to their careers.
To try to find out whether this was a trend or whether I was reading too much into Judge McGuire’s statement, I informally polled several employment litigation practitioners to see if any of them had experience with these kinds of cases. Here are just a few that I found and what I think they mean for the future of employment litigation.
Despite their efforts, companies face hurdles that could result in lengthy and costly patent disputes down the road. These hurdles stem from the fact that most COVID-19 patents filed to date are not yet publicly disclosed.
A year of shutdowns, remote work and other pandemic-related restrictions has significantly impacted commercial leasing markets.
In 2012, the American Bar Association acknowledged the indisputable influence of technology on the practice of law when it modified comment 8 to Model Rule 1.1 to state that maintaining technology competence is part of the ethical obligations of lawyers.
Just as a properly designed building foundation is critical to accomplish the goal of holding up the walls of the building, the properly designed legal foundation is critical to accomplish the owner’s goals relating to taxation, liability protection and exit strategies.
Potential clients’ faith in online reviews is welcome if a lawyer or law firm under consideration has a five-star rating, but a single bad review can have an ongoing harmful effect. Broadly found that one bad review from a disgruntled client will turn away 30 clients on average.
One of those collateral effects is an uptick in litigation, including in the construction industry. Consider some pointers about how to ensure preparation in the event the litigation bug strikes.
Given the increased resources OSHA will use to enforce existing safety standards and the law’s general requirement to maintain a workplace free from recognized hazards (also known as the general duty clause), employers should take five steps to prepare for a possible visit from OSHA.