If you are looking to grow and expand your company, it is critical that you onboard the right people. In this two-part series, we will discuss the do’s and don’ts when interviewing potential candidates. To start off, here are a few tips on what not to do when conducting interviews.
We have previously discussed the 5 important clauses of a Master Services Agreement (“MSA”) that you must get right to avoid litigation. Here are three additional clauses to review and consider when signing an MSA to protect the rights and reputation of your business: (1) Identifying all aspects of the Services, (2) Obligations, and (3) Confidentiality.
This is a follow-up to our prior article on considerations to make when hiring a social media influencer. Part One focused on complying with the FTC regulations along with guidance on establishing internal policy, and this sequel will focus on executing social media influencer agreements.
Hiring a social media influencer is not as simple as you might think. When you want to hire a social media influencer to promote your company, there are many business and legal considerations to make. In this two-part series, we will discuss compliance with the Federal Trade Commission Regulations and Guidance, Establishing Internal Policy, and Executing Social Media Influencer Agreements.
Could California employers be required to submit even more information to the Department of Fair Employment and Housing (“DFEH”) relating to pay data and pay transparency? The Answer: Maybe.
A Non Disclosure Agreement, also known as an NDA, is a legally binding agreement that prevents an individual from releasing private and sensitive information. In this video, we go over the four important clauses that you must focus on when preparing an NDA: (1) Definitions, (2) Use & Access Restrictions, (3) Safekeeping and Security Requirements, and (4) the Term & Survival of an NDA.
The Equal Employment Opportunity Commission (“EEOC”) has updated its guidelines with respect to COVID-19. The EEOC has updated its “Technical Assistance Questions and Answers” which includes a new standard of how employers who are still testing their employees for COVID-19 can comply with the Americans with Disabilities Act (“ADA”). To note, these guidelines do not have the force and effect of law, however, they provide valuable insight into how the EEOC interprets the laws that they enforce.
The second part of our 2-part series for commercial real estate leases will discuss 3 more clauses you should take extra care in reviewing and negotiating.
Employers may not be out of the trenches when it comes to possible legal liability relating to COVID-19. The Supreme Court of California has recently agreed to consider two novel issues relating to employer liability and COVID-19.
In this 2 part series, we will discuss negotiating commercial real estate leases. Specifically, we will address key issues for landlords and tenants to consider during this process.
Part 1, will outline the overall considerations that landlords and tenants should be making when they are reviewing and negotiating commercial leases. We will also highlight 3 clauses you should take extra care in reviewing and negotiating.