Ogletree Deakins’ Post

Interact Law Board Chair Christian Heimerl and member Bill Martucci recently co-hosted another Lightning Roundtable of Labour Law Practice Group on 24th July 2024. The topic they explored was “Human Rights Impact Statements for Companies”. Langston Morrison of Shook, Hardy & Bacon L.L.P.'s Kansas City office, and a Fordham University School of Law Student, prepared a brilliant presentation and guided participants through it, providing a very informative overview. Two main aspects were elaborated by Langston: ➡️Human Rights Statements give companies the chance to create awareness and reliability and predictability for internal processes; and ➡️To the outside world it is a chance for a company to demonstrate its values. Langston facilitated an interactive discussion about the different views on legislation and practices regarding Human Rights Statements for companies in different countries and continents. Interestingly - and positively - some aspects of Human Rights (eg: equal pay beyond gender, prohibition of sexual harassment etc) are already implemented and deeply understood and so are not seen as Human Rights issues.   We will plan another roundtable after the summer break! #InteractLaw #employmentlaw #labourlaw #roundtable 

In case you missed it – here is our pick of the week’s top legal stories. It’s been a busy week for office launches. Perkins Coie has opened a six-lawyer London office, Bird & Bird has launched in Tokyo; Spencer West has opened in Sydney. https://lnkd.in/e72xFgca https://lnkd.in/eMEEdKwK https://lnkd.in/eK6W83tV Continental Europe’s female rising stars, as highlighted by law.com: https://lnkd.in/eY2PgVRm Companies face new regulations from the US, UK and EU  - creating increased compliance challenges: https://lnkd.in/egTNJSNT Quinn Emanuel trumps Freshfields’ NQ pay hike by increasing salaries to £180,000: https://lnkd.in/e6d8cYgi What’s driving Paul Weiss’s recent global push? https://lnkd.in/eSn7feVJ Follow us at Marsden for regular updates on the global legal industry. #legalnews #lawfirms #inhousecounsel #legalrecruitment #legalindustry #marsden

The Nassau Lawyer has publish an article written by Mr. Caravella, regarding protected classes and anti-discrimination laws within New York State. Business Owners and Contractors are encouraged to stay informed of these issues and reform efforts. To obtain a copy of this topic article, please visit www. nassaubar .org, or please scroll down below. #constructionlaw #affirmativeaction #longisland

The Nassau Lawyer has publish an article written by Mr. Caravella, regarding protected classes and anti-discrimination laws within New York State. Business Owners and Contractors are encouraged to stay informed of these issues and reform efforts. To obtain a copy of this topic article, please visit www. nassaubar .org, or please scroll down below. #constructionlaw #affirmativeaction #longisland

Our first webinar with Mark Landon is coming up on Thursday 25th January on the anticipated changes to the Equality Act. If this is something that interests you then use the link below to sign up! https://lnkd.in/e7wPJ65F #Law #EmploymentLaw #EqualityAct #Workplace

You deserve every penny for the hard work you put in. Don't settle for less than what you've earned. Let's make it right. Contact us here at The Sentinel Firm to bring you justice 💼 The Sentinel Firm, APC 📲 +1 (213) 985-1150 #employer #unemployed #losangele #california #employmentlawyer #losangeleslawyer

I could scream at the top of my lungs for 1000 years about how access to remote work is a gendered issue. New calls calls with substantial debt are often looking at a 90 minute to 3 hours commute, each direction. Add in a kid, and you cannot commute and work in office and also be actively involved in young children's lives. So what happens? Women leave the profession. In droves. Or they move to areas of law that are less actively hostile to women with young children. Firms lose brilliant, talented, trailblazing women because someone, somewhere, who lives 5 minutes from the office, decided that he wants to see the new associates so the "team" can "gel". Of course, no effort was made for the team to gel in a remote and/or hybrid way. [To be clear, men who want to be an active and involved presence in their kids lives also face this backlash - just to a lesser extent.] Law can be endlessly frustrating because sometimes I look at people and think, "did I time travel? Is it 1952"? The attitudes about women, about children, about parents in general - can be shocking. That some managing partners would rather have people under their thumb than a thriving, productive workforce? Baffling. No creativity. No nuance. No joy. Merely, "well I suffered, so you must also suffer. This is the way of the profession". I say no. I say we're better than that. I rather leave law entirely, than work somewhere that hostile, that misogynist, that backward. Do what you wish - I am no one's keeper - but if I live as long as my father did, my life is half over. I am a good lawyer. And I refuse to work somewhere that doesn't value my time as a professional, and as a human being. I refuse to work somewhere that rather me sit for 105 minutes on a train, twice a day, four days a week, than be fully engaged in my life, my work, my family. You get what you support. You support associates to live their full, best lives - as lawyers and as humans - you'll be amazed by what they produce. You treat people like objects, existing to be monitored and under your thumb? No one is splitting the atom in those conditions. I've obviously written a lot here and been quite candid (for LinkedIn, anyway) but this stuff always riles the molecules in my blood. I never knew I was a feminist growing up - but I knew I wasn't a doormat. I would encourage, gently, softly, my fellow new(ish) associates to push back. To demand better working conditions for themselves. And if you are somewhere that doesn't care, that doesn't see you as a full person capable of multitudes? Leave. Seek better employment conditions. You have more leverage than you realize. You don't want to work somewhere that would hold leaving a hostile environment against you. Finally, as always, shoutout to Kadey Schultz, LL.B. LL.M. CRM who continues to be, as they say, "a real one", and who always understands that Lawyer Mommas™ are literally unstoppable.

But do they want us? When reading through this post and article, it hit me like a ton of bricks that with so much data (coupled with intuitive common sense) in support of hybrid and flexible work, that organizations which mandate being in the office “just because” must not want women to work there. It’s kind of like the Quebec government’s new approach to out of province student tuition. They don’t want English speaking students so they are making it financially devastating for them to enroll at a Quebec university. Firms that don’t understand the difference to a family’s budget simply because of a commitment to allow (how about encourage?) remote work, as well as to physical and mental health, just don’t want primary caregivers (mostly women) working at their shop. As Elina Fish so eloquently shared at the recent Enza Del Cogliano Canadian Defence Lawyers Women’s Caucus retreat, it’s foolish to equate a need for flexibility with a lack of ambition. Build a smart, hardworking, trustworthy team that can flourish from mountain tops and playgrounds, desks and everywhere in between.

Our Business & Human Rights and Employment teams at Hogan Lovells Paris have reviewed the Paris Civil Court's first decision applying the French Duty of Vigilance Law on the merits. Its insights are worth reviewing in detail for all interested into compliance programs under French Law. Learn more : https://bit.ly/3UfZ5hV #LeadingWomen at Hogan Lovells! #WomenInLaw #diversity

Attorney Chris explains the #ADEA and the basic concepts around #ageism and #ageist practices in the workplace. A perfect piece of information for #OlderAmericansMonth - Stay informed, stay strong! #knowyourrights #employmentlawyer #employmentlaw #workersrights