Jonathan Pollard is an employment lawyer and writer. He is the principal of Pollard PLLC, a Fort Lauderdale, Florida law firm that litigates employment, discrimination, sexual assault, non-compete, trade secret, and defamation claims. Over the past decade, Pollard has appeared in or on The New York Times, Wall Street Journal, NPR, PBS News Hour, The Guardian, The New York Post, Law360, Inc. Magazine, and more.
Pollard not only appears in national and international media discussing relevant legal topics, he also receives coverage for his writings on business, leadership, and society. Pollard frequently shares his thoughts on LinkedIn, where he has 80,000+ followers.
You know Jonathan i am so glad you spoke about this topic. It probably does not mean much to most lawyers but transactional and M&A lawyers should pay careful attention to what you are saying. I have been in a transaction where I was trying to advise business people and other deal lawyers about similar litigation risks that you discuss here. Both deal lawyers and business people looked at me like a leper at a nudist colony. They thought I was crazy and did not want to hear it. I was like you are not doing a 100 million deal with 10 million of litigation risk. You could make a business decision to assume that. Instead you are doing a 10 to 20 million deal with 10 to 20 million of litigation risk. To get any value out of this particular transaction you must 1) transfer the litigation risk to the buyer through clear explicit contract provisions and 2) ideally sell to someone who already has an abundance of this type of risk and thus it makes no difference to them if they assume a little more of the same risk. I might as well have been speaking Greek to them.
So if I had an at-work accident that required stitches, I then noticed that I no longer was a supervisor of associates. My pay did not go down and was not told directly this was happening. I am out of STD until 7/16 but am thinking about asking why I was not informed. Also my self eval was a 2-4-5 (out of a 5 scale) and the previous manager who retired wrote excellent review but the new manager adjusted my eval to 2-3-3 and told me verbally that “Nobody is getting more than a 3”. I received a 2% “Merit increase”, but our typical is 3% annually. Is any of this grounds for retaliation?
So I live/work in Florida. My supervisor is either in North Carolina or Georgia (Both single party). How do I prove I am in Florida during a call if they choose to record me without my consent?
I loved what you said about a person’s dignity! With core beliefs like that I hope you make hundreds of millions. I’m in the midst of collecting wrongful termination documentation. I pray they are stupid enough to fire me so I might have you as my counsel.
So basically what you’re saying is you don’t have a case unless the extreme happens. Subtle examples over a span of a year wouldn’t count as harassment. I’m cooked!
Damian Anthony Fletcher... (TERMINATED FOR FILING A WORKS COMPENSATIONS CLAIM) - RETALIATION !!! Protected limitation statutes violated ? "I have a retaliation... CASE” $indemnity.
Can a employer schedule makeup hours under intermittent fmla, example take 8 hr fmla on Tuesday than schedule employee Saturday 5 hrs and employee is on ADA 40hr max work restriction how do 2 leaves run concurrently in this example
What if youre a small business owner and got sxly harassed AND azzaultd. I am beyond confused by what recourse there is if your landlord did xyz things and you don't have an HR dept?
@@RobertTanguay I would if it was economically viable. I know how messed up that arena is. But I’m not the solution to all the world’s problems. I can’t do it all.
I am a CPA who utilizes fixed fees for the majority of my service offerings. How would you determine a fixed fee for an engagement which you are familiar with the subject area but the variables involved are unpredictable and the timeline to resolution undetermined? Do you use a retainer method? Do you fall back to a billable rate?
I filed a complaint with the EEOC and submitted 140 pieces of evidence. I caught the former employer’s attorney lying over and over in her position statement. I filed a strong rebuttal. I don’t know where to go from here Please help!
The EEOC is a waste of time. The EEOC has no real power. If you have a real case of discrimination with clear evidence, then you should be able to find a lawyer. In real cases, you almost never get what the case is worth unless your lawyer is willing to file a lawsuit and do the work.
As an employee I wish we didn't have to submit the production of evidence to the other side - it gives them a chance to change their narrative and prepare not to get caught up in their lies.
My name is Alan Adams I was fired from calling the Ford harassment hot line cause I was getting harassed by fellow co workers and the company or union wouldn't do anything about and my vehicles were damaged of over $17,000 in damages
