Before offering a foreign national a permanent position, an employer must demonstrate to the Department of Labor that it tested the market and could not find a U.S. worker to fill the role. How can an employer show it properly tested the U.S. labor market to satisfy the DOL’s requirements under the Program Electronic Review Management (PERM) process?

How should an employee handle competing job offers from within the same company? What’s the best way to manage meetings that devolve into complaint sessions? SHRM…

Fisher Phillips, one of the country’s preeminent labor and employment law firms representing employers, is pleased to announce that Keia James Atkinson has joined the firm as an associate in the San Diego office.

Keia is experienced on both the defense and plaintiff’s sides of employment and labor litigation matters, including single-plaintiff harassment, discrimination, misclassification, and wrongful termination claims, as well as class action and Private Attorneys’ General Act (PAGA) claims involving wage and hour and background check claims against California and nationwide employers.  He has represented Fortune 100 companies in state and federal court in matters involving claims of unpaid wages, exempt status, breach of contract, wrongful termination, harassment and discrimination, independent contractor status, and improper paystubs. Keia also advises clients on a wide variety of issues, including single-plaintiff and complex class action wage-and-hour litigation, high-profile workplace investigations, and compliance counseling.

Keia earned his J.D., magna cum laude, from the University of San Diego School of Law and graduated having been accepted to the Order of the Coif and Order of Barristers. He is currently an adjunct professor at his alma mater. Prior to law school, Keia earned his M.A. in experimental psychology from the University of Central Oklahoma.

Jasper Hoffstedde and Fleur van Lieshout of Littler’s Amsterdam office discuss the termination clause in Dutch employment agreements. The termination clause seems an easy and straightforward clause; you simply invoke the clause and terminate employment, right? For the employee that is indeed in the case, but the employer has another hoop to jump through if the employee doesn’t want to agree to termination. He then has the obligation to substantiate the reason for termination, the so-called valid ground.

College graduates entering the workforce are looking for employers who provide opportunities to learn and practice those new skills, skills they can use the next day. Employers looking to attract them need to strategically meet their development needs.

Fisher Phillips, one of the country’s preeminent labor and employment law firms representing employers, is proud to announce that its Global Immigration Practice Group has been named a 2022 “Inclusion Blueprint Champion” by Diversity Lab for the second consecutive year. The honor was bestowed upon the practice group for its efforts to proactively track and take action on inclusion practices that ensure underrepresented lawyers have fair and equal access to quality work, influential sponsors, business development, and other career-advancement opportunities.

Diversity Lab’s Inclusion Blueprint provides law firm management and practice group leaders with a roadmap of inclusion practices, and of the 240 law firms that participated, Fisher Phillips was one of only 8 firms that met or exceeded the eligibility criteria to have a practice group recognized among the “champions” list.

Fisher Phillips’ Global Immigration Practice Group’s champion status was based on four key indicators: (1) current diversity representation based on average or above-average thresholds, (2) year-over-year diversity representation progress, (3) diversity representation tracking, and (4) meaningful inclusion practices and activities. This year the practice group champions also had to meet a diversity representation threshold or show year-over-year progress for each of the four underrepresented populations including women lawyers, underrepresented racial and ethnic lawyers, LGBTQ+ lawyers, and lawyers with disabilities.

“We are proud to once again be recognized for our efforts to ensure historically underrepresented groups are provided with equal access to opportunities within our practice,” said Shanon Stevenson, co-chair of the firm’s Global Immigration Practice Group and chair of the firm’s Diversity and Inclusion Committee. “And, while we have made great strides, we realize that there is more work to be done and we will remain committed to finding new ways to improve representation here at the firm and within the legal profession as a whole.”

“It has always been important for us to have a diverse team so we can truly represent the many different perspectives of our global client base,” added Davis Bae, co-chair of the Practice Group. “And, to that end, we will continue to proactively implement inclusion practices to ensure we have a well-rounded group of practitioners to provide the best possible service to our immigration clients.”

“When the Inclusion Blueprint initially launched in 2018, it was focused on tracking and implementing inclusion practices for women,” said Leila Hock, Diversity Lab’s Chief Growth Officer. “Each year, we have expanded it to include additional historically underrepresented groups. As seen by their high scores for all groups, this year’s champs are clearly leading the industry on two fronts – they are ensuring that all underrepresented groups are provided with equal access to opportunities, and they are investing in the critical but harder-to-implement inclusion practices that are true motivators for change.

The Diversity Lab’s 2022 Inclusion Blueprint Champions Press Release can be viewed here.

About Diversity Lab

About Diversity LabSince 2014, Diversity Lab has built, piloted, and measured industry-wide movements to accelerate diversity and inclusion in the legal profession. Experimental ideas—such as the OnRamp Fellowship, the Inclusion Blueprint, and the Mansfield Rule—are created through Diversity Lab’s Hackathons and piloted in collaboration with more than 200 top law firms and legal departments across the country. Diversity Lab leverages data, behavioral science, design thinking, and technology to further develop and test new ideas and research, measure the results, and share the lessons learned.

About ChIPs

ChIPs is a nonprofit organization focused on advancing and connecting women in technology, law, and policy. ChIPs seeks to accelerate innovation in these areas by increasing diversity of thought, participation, and engagement. At ChIPs, members are united in the belief that diversity, of all types, is essential to innovation and to a thriving, evolving society. Membership is open to anyone who shares this mission. Founded in 2005 by seven women chiefs of intellectual property, it has expanded beyond those roots, now with over 3,000 members and nine regional chapters in the United States and abroad. Many members are engaged at the heart of current events — as active participants in the lawmaking, policymaking, judicial, advocacy, and innovation processes.

There are no transfer regulations in the United Arab Emirates (UAE); therefore, employees do not automatically transfer to a buyer on an asset sale.