Jonathan.Segal

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Bio: 

Jonathan A. Segal is a partner at Duane Morris LLP in the Employment, Labor, Benefits and Immigration Practice Group . He is also the managing principal of the Duane Morris Institute . The Duane Morris Institute provides training for human resource professionals, in house counsel, benefits administrators and managers at Duane Morris, at client sites and by way of webinar on myriad employment, labor, benefits and immigration matters. Read Jonathan's blog at the Duane Morris Institute or follow him on Twitter @Jonathan_HR_Law .

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Jonathan Segal

History

Member for
9 years 5 months

Articles by Jonathan Segal

Sisyphus Had It Easy

In Greek mythology, Sisyphus was a king punished by being compelled to roll an immense boulder up a hill, only to watch it roll back down.  No matter what he did, Sisyphus could not get to the top of the hill.

We can all feel Sisyphus’ pain as HR and other executives.  We are constantly rolling up against regulatory boulders, plaintiffs’ lawyers and labor unions marketed by the NLRB.

But Sisyphus had it easy in one respect.  He did not have to worry about the FLSA.

We are in the middle of a wage and hour revolution.  More specifically:

November 9, 2011
Tags:
Employment Law, FLSA, HR Policies
Profits Down? Your Risk Aversion May Be High.

There has been an astronomic increase in employment litigation. The result is that there is almost an apoplectic fear of litigation. Indeed, because the cost of litigation can be so high, sometimes we try to avoid risk at all cost.

But we cannot avoid risk. It is not a question of risk avoidance, but rather risk selection.

In my experience, here are the top three mistakes that are sometimes made in managing risk and can result in buying one risk to avoid another.

October 5, 2011
Tags:
Employment Law, Risk, Leadership, Management Training
When is HR Consistency Foolish?

This blog is also posted on the Duane Morris Institute blog. Click here to read more from Jonathan.

Recently, your company has completed a large acquisition. Working more than 70 hours per week for almost 4 months, Doug was the acquisition’s point person.

September 8, 2011
Tags:
Employment Law, Employee relations, Leadership, EEOC