At the firm’s October 2012 client briefing we discussed the new attitude of the National Labor Relations Board (“NLRB”) and the fact that non-unionized employers were not immune from the provisions of the National Labor Relations Act (“NLRA”).
Years ago I came up with a list of self-defeating behaviors that can sabotage efforts to becoming employed. A colleague’s advice was to flip all of my statements into desired behaviors or proposed actions that could correct the problems, so I did. Funny thing, but I haven’t seen a huge change in many people’s approach, even with the availability of volumes of career advice.
“I feel like the resume is a good book I want to read again. It looked great the first time, but I know I’ll get more out of it when I read through it several more times.”
The above quote was the BEST gift I could have received during any given business day – any day at all, in fact.
Part 3 *
A Few Words about Litigation Strategy and Anger Management
It can be difficult for an employer, particularly a smaller one, to come to terms with the costs and ancillary risks it faces when an employee asserts a wage and hour claim against it. With the right advice, however, an employer can make accurate predictions about probable outcomes, and make choices that protect itself.
An Economically Rational Approach to Resolving Wage and Hour Claims In California[1]
Patrick R. Kitchin, Esq.
Kitchin Legal,APC
In this three-part article, California employment attorney Patrick Kitchin describes an economic-based approach to resolving wage and hour cases. His approach to case resolution is designed to conserve a company’s resources and minimize its exposure to future claims. In Part 1 Kitchin describes how employers can identify those cases that are best suited for prompt and confidential settlement.
