Gerald Sauer quoted in InformationWeek article on privacy policies

InformationWeek quoted Gerald Sauer in its article, “Why You Should Create a Forward-Looking Privacy Policy.”

There’s currently no comprehensive law governing the collection, use sale, or other disclosure of personal information across the United States, noted Gerald Sauer, a founding partner of Los Angeles-based law firm Sauer & Wagner. “A handful of laws set guidelines for use of personal information for specific purposes, such as medical and financial information.”  

Read full story at InformationWeek

Gerald Sauer’s article in The Daily Journal on working with both defendants and plaintiffs

Dear Fellow Employment Attorneys: Let’s Not Take Sides

Recently, I was taken to task by a defense side employment attorney who assumed that my firm only did defense work but learned that I represented a plaintiff. In his view, I had crossed the Rubicon.

by Gerald Sauer

Recently, I was taken to task by a defense side employment attorney who assumed that my firm only did defense work but learned that I represented a plaintiff. In his view, I had crossed the Rubicon. In fact, I regularly represent defendants and plaintiffs. If a case has merit, regardless of which side it’s on, I’m willing to take it.  

Read full story on DailyJournal.com (subscription required)

Gerald Sauer’s article in Law.com/The Recorder on the upside of corporate greed

When Corporate Greed Is Good for Workers

A funny thing happened on the way to making the wealthy even wealthier: Workers’ lives improved. It wasn’t because corporate titans suddenly saw the light and decided to change their ways. It was strictly a pocketbook issue.

by Gerald Sauer

Businesses exist to make money. From child labor to exposing workers to harmful chemicals, nothing that helped the bottom line has ever been off the table. In the last century, lawmakers began changing the landscape—placing human lives and personal welfare over corporate profits—when public sentiment called for change.

Read full story on Law.com


Gerald Sauer’s Law.com/The Recorder article on the dangers of judicial realism

Judicial Realism Is Dangerous

Judges reach decisions on matters before them, then find laws to support their predetermined result. They may ignore laws that dictate a different outcome and conveniently disregard prior decisions that have a bearing on the cases in front of them.

by Gerald Sauer

Imagine scientists manipulating data in order to prove their hypotheses. That would be considered a gross violation of scientific protocol, mandating the harshest sanctions against the researchers and rejection of their research.

Read full story on Law.com


New requirements for tipped workers: Sonya Goodwin’s article in Hunton

DC Employers of Tipped Workers Must Prepare To Comply With New Wage and Hour Requirements

By Sonya Goodwin & Robert T. Dumbacher on May 9, 2019

To all employers in Washington DC who employ tipped workers, heed this warning: as of July 1, 2019, you must comply with new notice, reporting, and training requirements, as set forth in the Tipped Wage Workers Fairness Amendment Act of 2018 (the “Act”).  The Act, which became effective December 13, 2018, repealed a ballot initiative (Initiative No. 77) that would have changed how tipped workers in DC would have been paid to eventually match the standard minimum wage by 2026.  With the goal of protecting the rights of tipped workers, the Act sets forth the following requirements for all employers of tipped workers in the District:

All Employee Rights Notice Requirements: The Mayor must create and maintain a website that provides information about employees’ rights under various anti-discrimination and labor laws, including information about how to report violations of such laws.  All employers (not just those with tipped workers) must display a poster that contains the website address, a list of the anti-discrimination, labor, and federal laws, the hourly minimum wage, and the hourly tipped minimum wage.  The poster is provided by the Mayor’s office and must be posted in a conspicuous place accessible to all employees.  Employers must also maintain printed copies of all of the information contained on the website and compile them in a single location and make the documents available at every location where the poster is displayed.  Employers must make sure these documents are up to date on a monthly basis.

Read the rest at Hunton Employment & Labor Perspectives

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