My Class Action Checklist

Hon. Morton Denlow (Ret.)

Hon. Morton Denlow (Ret.)

For a number of years now, I have enjoyed successfully resolving complex class action matters. The cases are challenging, the counsel astute and the results rewarding.

I developed a class action checklist designed to assist my clients in thinking through the issues necessary to settle their class action case. The use of this checklist and the process it requests of counsel has allowed me to expedite the settlement of class action matters. Continue reading

Artists, Entertainers and Mediation: Where the paths meet

Mediator and Arbitrator, JAMS Mediation, Arbitration & ADR Services

Peter H. Woodin, Esq.

I’m a lawyer and have been a full-time mediator for more than 20 years. Before I went to law school, I spent 10 years working as a professional dancer, seven as a member of the Alvin Ailey American Dance Theater.  I didn’t study dance until college, and was very surprised when Mr. Ailey took me into his company just a few years later. Ailey was a mostly black company and I had never studied jazz or other movement styles that were the basis of the Ailey repertory.  Over my years with Ailey, I danced on stages all over the world.  It was a thrilling life, interpreting the roles I was given – including a solo which Mr. Ailey choreographed for me during my last year with the company – and creating that magical connection with the audience night after night.  It was also a hard life, physically and mentally demanding, always having to be “on” as a performer, and for months on end, every few days traveling onward to the next city, the next venue, the next time zone.

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Mediation is About Cutting a Business Deal

Zela "Zee" G. Claiborne, Esq.

Zela “Zee” G. Claiborne, Esq.

Mediation is popular with business people and their counsel because it is a low risk process with a remarkably high success rate. It is far less expensive than trial since it usually takes only a day or two and avoids costly discovery and employee downtime. Even more importantly, mediation allows participants to avoid the risk of going to trial and sometimes offers a chance to preserve business relationships.  Participants appreciate the fact that the process is confidential so that their business problems and intellectual property are shielded and that parties maintain some control of the outcome rather than perhaps live with an adverse judgment.

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Pregnancy Discrimination Claims Grow

Maria Walsh, Esq.

Maria Walsh, Esq.

With expanded participation of women in the workforce, there is a need to adapt the workplace to pregnant and breast-feeding workers. Enacted in 1978, the Pregnancy Discrimination Act banned employment discrimination on the basis of pregnancy, childbirth or related medical conditions. Most employers are aware that the Equal Employment Opportunity Commission (EEOC) defines “pregnancy discrimination” as “treating a woman unfavorably because of pregnancy, childbirth or a medical condition related to pregnancy or childbirth.”  Employers can’t discriminate on the basis of pregnancy by refusing to hire, train, promote or provide equal pay, insurance or other benefits because of an employee’s pregnancy.  Nor can an employer discriminate against a pregnant worker or applicant because of customer, co-worker or client prejudice. Continue reading