There’s been much publicity the last several days about the claim by the Paul Hastings attorney that the firm laid her off with, at least, great insensitivity. Here’s the Release that Paul Hastings presented to her. The attorney rejected the offer (which included a non-disparagement provision).
H/T: Above the Law
Female brokers at Smith Barney will be paid $33 million by Citigroup, Inc., for the company’s continuing to discriminate after a 1997 settlement of a federal court sexual harassment case. The suit filed in 2005 did not allege harassment, but contended the company did not live up to the promises made in the earlier settlement. As many […]
“Severance pay” v. “continued salary”
The Court of Appeals has reversed the District of Oregon and held that an EPLI insurer must indemnify an employer for settlement payments it made to an employee based on employment contract provisions relating to salary continuation and stock options.
Salary continuation v. severance pay: The employment contract guaranteed Mark Lehnert six years unreduced pay […]
The Seattle office of the EEOC sued Zales, alleging that it had denied Christina Kantarzis a promotion at the Sears Mall branch in Anchorage because of her pregnancy. EEOC v. Zale Corporation, 3:07-cv-00033-JWS (D.Alaska). Before any motion practice, the parties settled the matter. Judge Sedwick approved the Consent Decree and Notice to Employees on July 9, 2007. The Consent Decree […]
Most management-side lawyers are wary of initiating a conversation about waiving future employment as part of a settlement agreement, for fear of triggering a retaliation charge.
Federal OSHA has now issued a policy letter that sets out criteria for agency review of such waivers. OSHA will look at, e.g., the breadth of the employment restriction, the compensation paid for […]
