The 2022 edition of the Chambers USA Guide to America’s Leading Lawyers for Business features the highest numbers of Gibbons P.C. practices and attorneys ever ranked in the publication in one year. The 2022 guide recognized 12 Gibbons practice areas, with 27 firm attorneys earning individual rankings. Three attorneys and one practice were selected for the first time this year. One of the legal industry’s leading client- and peer-review resources, Chambers annually rates the nation’s leading business lawyers and law firms through both comprehensive interviews with top companies, attorneys, and business executives, and extensive supplementary research. For the full list of Gibbons practice areas and attorneys highlighted in the 2022 guide, please click here.
EEOC v. United Airlines, Part II — Denying a Disabled Employee’s Request to Fill a Vacant Position as an Accommodation Because More Qualified Candidates are Available Remains Problematic Under the ADA
Four months ago we reported on the decision of the United States Court of Appeals for the Seventh Circuit upholding United Airlines’ position in a lawsuit brought by the Equal Employment Opportunity Commission (EEOC) that United did not violate the Americans with Disabilities Act (ADA) by its policy of filling vacant positions with the most qualified candidate even though another employee, unable to perform his own job because of a disability, had applied for the vacant position as a reasonable accommodation. The three-judge panel of the Seventh Circuit that issued that decision has now vacated its opinion and has decided the case in favor of the EEOC. The panel’s reversal of its position is not that surprising. The panel originally ruled in favor of United because it felt bound by a Seventh Circuit ruling in a similar case decided in 2000, EEOC v. Humiston-Keeling. The panel, however, questioned that earlier decision in light of the Supreme Court’s 2002 decision in US Airways, Inc. v. Barnett and thus recommended that the issue be considered by the court en banc (i.e. by the entire membership of the Seventh Circuit). The EEOC promptly moved for reconsideration en banc. Each member of the court expressed the view that EEOC v. Humiston-Keeling should be overruled and, in lieu of formally rehearing the case en banc, simply directed the original panel to vacate its decision and issue a new opinion.
Does your company conduct internal investigations? If so, you should be asking yourself these four crucial questions: Is the right person conducting the investigation? Is the investigation thorough? Is it taking too long? Is the company following through? Click here to read more about these important internal investigation concerns in an article recently written by Kelly Ann Bird and published by The Metropolitan Corporate Counsel.
Six lawyers in the Gibbons Employment & Labor Law Department were listed in New Jersey Super Lawyers and New Jersey Super Lawyers Rising Stars, distinguishing them as leaders in their fields. In addition, Christine A. Amalfe, Chair of the Department, was listed as both a top 100 attorney in New Jersey and a Top 50 female attorney. Susan L. Nardone, a Director in the Department, was also listed as a Top 50 female attorney. Overall, 69 Gibbons attorneys were featured in these two publications.
The 2011 edition of the Chambers USA Guide to America’s Leading Lawyers for Business features 10 Gibbons practice areas and 18 individual attorneys ranked in the top tiers. The firm’s Employment and Labor Law Department and two of its attorneys in this area were ranked among the leaders in the state. Chambers annually rates the nation’s leading business lawyers and law firms through comprehensive interviews with top companies, attorneys, and business executives, plus extensive supplementary research.
In the most recent issue of the New Jersey Labor & Employment Quarterly, Kelly Ann Bird and Zeenat Basrai analyze whether an employee can release claims under the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) as part of a separation agreement. The scant caselaw construing USERRA has resulted in confusion over whether USERRA claims can be waived, and if so, what language a waiver must include to be enforceable. The article discusses practical steps employers can take to protect themselves from an employee bringing a USERRA claim after signing a separation or settlement agreement, such as drafting the waiver using clear and unambiguous language and giving the employee sufficient time to review and consider the agreement before signing it.