WASHINGTON – The employment bar was roiled last year when the National Labor Relations Board ruled that a company policy requiring employees to keep interviews related to internal investigations confidential violated federal labor law.
But since then, the agency has been informally placing limits on that holding by issuing advice memoranda suggesting that companies can make reasonable case-by-case judgments about whether confidentiality is necessary — and attorneys have been eyeing them closely for guidance on how to advise clients.
Florida lawyers may use cloud computing as long as they take “reasonable” precautions to ensure the confidentiality of client information, according to a proposed ethics opinion issued by a state bar committee.
The price of protecting client confidences will cost defunct law firm Dewey & LeBoeuf almost $1.4 million.
A recently filed malpractice suit seeks to hold the D.C. law firm of McDermott, Will & Emery liable for the alleged theft of a California inventor’s confidential information.
When Waverly Partners, a Charlotte, N.C.-based executive headhunting firm, reached out to attorney Shawn Smith about a position it was trying to fill, she says she warned them that her job would be in jeopardy if her supervisors found out she was interviewing for other jobs.
It turned out she was right.
State law protecting confidential medical information bars an attorney retained by a malpractice insurer from conducting an ex parte interview with a treating doctor who is not a party to the patient’s lawsuit, the Florida Supreme Court has ruled in reversing judgment.
A Wisconsin man claimed that a former employer hurt his job prospects by spreading the word he suffered from debilitating migraines. If true, did the former employer expose itself to liability by violating the Americans with Disabilities Act’s medical confidentiality requirement?
The 7th Circuit just answered that question in the negative, rejecting the EEOC’s broad interpretation of the medical confidentiality rule.
WASHINGTON – A recent National Labor Relations Board ruling holding that a company committed an unfair labor practice by requiring employees to agree to keep internal investigation interviews confidential is sending employers scrambling to change their policies.
The results of a psychiatric examination ordered in a woman’s divorce case are not confidential records within the meaning of a state law imposing liability for the wrongful disclosure of mental health records, the Illinois Supreme Court has ruled.