The National Law Forum

The Blog of the The National Law Review

Category Archives: Uncategorized

Happy Memorial Day from the National Law Review!

The National Law Review remembers those who have given their lives in service to this great country. We thank all miliary men and women who continue to protect the freedoms the fallen died defending. Please have a safe and happy Memorial Day! the Team at the National Law Review

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OSHA Secures Robust Injunctive Relief for Whistleblower

On May 7, 2015, OSHA obtained a preliminary injunction in a Section 11(c) whistleblower case barring Lear Corporation from further retaliating against the whistleblower, Kimberly King. The injunction is a significant win for whistleblowers because the court’s order broadly construes the scope of protected whistleblowing to include disclosures to the media, and it signals OSHA’s stepped up …

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No One Told John Oliver About the America Invents Act: Last Week Tonight Stuck in 2012

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The heady days of 2012 saw “Gangnam Style” dominate the U.S. music charts, Patricia Krentcil rocket to fame as the “New Jersey Tanning Mom,” and the New York Giants win the Super Bowl. That year also is the source of nearly all the statistics John Oliver cited on the April 18, 2015 edition of his …

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Data Breaches: Every Company Is at Risk – Part 1 – Cynthia Larose, Chair, Privacy & Security Practice [VIDEO]

Cynthia Larose of Mintz Levin’s Privacy & Security Practice, discusses the steps companies can take to prepare and protect themselves from a potential data breach in the following video: http://www.mintz.com/videos/Data-Breaches-Every-Company-Is-at-Risk-Part-1 Cynthia is Chair of the firm’s Privacy & Security Practice and a Certified Information Privacy Professional (CIPP). She has extensive experience in privacy, data security, …

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Breaking news: Continued employment is lawful consideration in Wisconsin

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On April 30th,  the Wisconsin Supreme Court ruled that continued at-will employment constitutes lawful consideration to support an otherwise reasonably drafted restrictive covenant agreement signed by a current employee. No additional monetary payments or other consideration is necessary. As employers in Wisconsin are aware, this is an issue that previously was wrought with uncertainty. A …

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