It seems like such an insignificant little case, but it's really 
Written by Chad W. Moeller
A federal jury recently awarded a former Seagate Technology engineer $1.9 million on his claim that he
was wrongfully “hired” by the company.
The case, Vaidyanathan v. Seagate U.S. LLC, No. CV-09-1212 (D. Minn. Nov. 19, 2010), highlights two
valuable considerations for employers:
Written by Dana M. Pearl
As the saying goes, “there’s no such thing as bad publicity.” I am certain that Herman Cain and Penn State University would dispute that at the moment.
There are several things that employers can and should do in order to avoid negative publicity, and create hostile-free workplaces. Many articles have been written over the last several decades about this, but it is clear that not all employers heed the advice. Yet, it is easier than many people think. It takes a commitment to creating an environment where all employees are treated with respect and dignity;
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In NLRB v. White Oak Manor, the Fourth Circuit Court of Appeals enforced a decision by the National Labor Relations Board finding that an employer violated the National Labor Relations Act when it discharged an employee allegedly for photographing employees at work without permission. The Court agreed with the Board’s findings that the employee was actually discharged because of protected concerted activity and that the employer had not consistently enforced its photography and dress code policies.
The difference between having a trade secret and not can come down to the steps that a company takes to protect its secrets. The Uniform Trade Secrets Act, a version of which has been adopted in 
