There was a lot going on in the month of July. With an assortment of tips on improving your mobile website, suggestions for beefing up blog content, and plenty of articles on what to do (and what not to do) as you continue to solidify your firm’s rankings, it would have been easy to miss some of the top articles from the past few weeks. Fortunately, as always, the meatiest posts have been curated for your after-the-fact perusal.
We’ve got an exciting month of socials, dining around for justice, and low-cost trainings for new lawyers!
Dine Around for Justice is an excellent opportunity to enjoy an amazing culinary experience for a great cause! Participating local restaurants donate 15% of one evening’s revenue to VLSC.
I’ve been doing a lot of interviewing lately, and it’s got me thinking about the process of interviewing, and the reality of the job search. So here are a few thoughts, purely my own.
Here’s the scenario: You file a wage and hour class action in California state court, including a Private Attorney General Act of 2004 (“PAGA”) claim. The defendant removes the case to Federal Court under the Class Action Fairness Act of 2005 (“CAFA”) and then waves an arbitration agreement at the judge in its motion to dismiss. The judge reviews the agreement, notes a class waiver, and sends you off to arbitrate your client’s claims on an individual basis.
Governor Jerry Brown signed dozens of bills into law on July 16, 2015. We’ve complied a few that may have an impact on your practice.
A short list of considerations to make an informed decision.
Half of employees who left or lost their jobs keep confidential corporate data after they’ve left, according to a 2013 study.
When you cross-examine a witness, you’re generally trying to (1) elicit relevant information, or (2) impeach the witness’s credibility. Key to impeaching a witness is control. It’s usually best, therefore, to ask only those questions to which you can correctly anticipate the answers.
California’s employment law landscape is constantly shifting. On or after July 1, 2015, all California employers regardless of size must provide their California employees with at least 3 days (24 hours) of paid sick leave per year.
ACBA News 