Probably.

Bill McMahon, my law partner and next-door neighbor, has a good analysis of the Supreme Court's recent decision in Green v. Brennan, in which the Court found that the time for filing a constructive discharge claim under Title VII starts to run from the date that the employee tenders his resignation, not the date of the last discriminatory act by the employer.

It's not that bad for ...

*President Obama signed the Defend Trade Secrets Act into law on Wednesday afternoon. Billy Hammel, Bill McMahon, and Anna Rothschild have provided outstanding analysis of the law and what it means for employers in this Client Bulletin.

*And, speaking of Billy Hammel, he had a great blog post this week on the White House Report on Non-Compete Agreements. (Preview: The White House isn't ...

Federal protection for trade secrets, "suitable seating," inadvertent labor trafficking, Uber's status as an employer -- whew!

Be sure to check these out if you haven't already:

*Billy Hammel of our Austin Office and Bill McMahon of our Winston-Salem Office (and my next-door neighbor), with Anna Rothschild of our Washington D.C. Metro Office, are digging into the federal Defend ...

Big news for employees and employers in North Carolina -- the General Assembly enacted a bill on Wednesday (signed by Gov. Pat McCrory (R) within hours) that was primarily intended to preempt a certain high-profile municipal "bathroom" ordinance. (More on that in a sec.) But included in the bill is a provision that eliminates the wrongful discharge/public policy cause of ...

Our Winston-Salem, North Carolina, office will be celebrating its 25th anniversary this evening (we actually opened on February 8, 1991, but we're celebrating tonight). Neil Wasser, chair of our Executive Committee, is coming in from Atlanta to join us for dinner. I can't let the day pass without wishing a very happy silver anniversary to my Winston-Salem colleagues:

Our fearless ...

Some employers really, really hate to fire employees. That doesn't mean they won't do it - but they'll do just about anything to avoid calling it what it is.

A few months ago, I wrote about "bogus RIFs" - when an employer tries to avoid "firing" an employee by claiming it's really a "reduction in force."

There's another kind of "alternative" separation called a constructive discharge.

Who should get harassment training, and why?

Executive Team? Of course. These are the leaders. If they don't set an example, then the company is in trouble. And it's hard for them to set an example if they don't know a little bit about workplace harassment and their responsibilities.

Managers? Of course.

HR? What, are you kidding?

Front line supervisors? Absolutely. These folks are the