This is a sample indemnification agreement under which a company agrees to indemnify the directors and/or officers of the company or its subsidiaries.
This is sample operating agreement between members of a Delaware limited liability company (LLC).
This sample matrix shows levels of decision-making authority per type of decision, agreement or act involved. The matrix distinguishes between decision makers, alternate decision makers, or persons who must be consulted or must be informed.
This is a sample expatriate assignment agreement between a US company and an employee, including clauses pertaining to expatriation such as salary, employee benefits, mobility premium, housing and utilities allowance, goods and services allowance, language training allowance, furnishings and appliances allowance, pre-move trip allowance, household goods transportation and storage expenses, relocation travel expenses, relocation allowance, temporary housing, vacation, home leave air fare reimbursement, repatriation, immigration/visa assistance, will preparation, compensation leave, tax equalization, and tax preparation. This sample is in connection with the context of an employment agreement.
This is an example of a waiver and release for employees to sign before participating in the activities of an organization's softball team.
This is a sample company policy setting out general guidance and dollar limitations to which management and employees may commit the Company, the level(s) of management by which certain categories of commitments must be approved, and general procedures for requesting and obtaining such approval.
No new laws or regulations have been adopted expanding legal liability to cover caregiver or victims of COVID-19. However, the EEOC’s guidance is a good reminder of what the law requires – and does not require – when addressing employees or applicants who may be caretakers.
Here are the top ten takeaways of what the guidance does and does not do.
On March 3, 2022, US President Joe Biden signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act into law. The Act prohibits enforcement of a mandatory arbitration agreement with respect to sexual assault and sexual harassment claims.
The full impact of the Act remains to be seen (and likely will lead to significant litigation in the coming years), but in-house counsel can prepare for some of the potential implications.
There is a myth that trials are “dead” and that cases either settle or get decided on dispositive motions prior to trial. However, many cases do go forward to a jury trial for a variety of reasons. Therefore, from the outset, employers and counsel should prepare all cases for the possibility of trial.
This Latham & Watkins article analyzes the proposed rules and advises SEC registrants on how to prepare for compliance with the proposed cyber rules in May of 2022.