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	<title>Legal Literacy &#187; termination</title>
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		<title>No Nonsense Lawyer interviews &#8220;So Sue Me, Jackass!&#8221; author Amy Epstein Feldman</title>
		<link>http://legalliteracy.com/blog/2009/10/13/no-nonsense-lawyer-interviews-amy-epstein-feldman/</link>
		<comments>http://legalliteracy.com/blog/2009/10/13/no-nonsense-lawyer-interviews-amy-epstein-feldman/#comments</comments>
		<pubDate>Wed, 14 Oct 2009 02:34:32 +0000</pubDate>
		<dc:creator>Hanna</dc:creator>
				<category><![CDATA[Announcement]]></category>
		<category><![CDATA[Amy Epstein Feldman]]></category>
		<category><![CDATA[Ask the No Nonsense Lawyer]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[Jackass!]]></category>
		<category><![CDATA[So Sue Me]]></category>
		<category><![CDATA[termination]]></category>

		<guid isPermaLink="false">http://legalliteracy.com/blog/?p=1025</guid>
		<description><![CDATA[On October 29th at 8PM EST (5PM PST) I&#8217;m privileged to be interviewing Amy Epstein Feldman who is a nationally syndicated legal correspondent and the general counsel of the Judge Group, Inc.  She is also the co-author of a new book, with the colorful title:  So Sue Me Jackass!     Oct 29th is the anniversary of [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Outrageous arbitration award &#8212; $4.1 billion</title>
		<link>http://legalliteracy.com/blog/2009/06/18/outrageous-arbitration-award-41-billion/</link>
		<comments>http://legalliteracy.com/blog/2009/06/18/outrageous-arbitration-award-41-billion/#comments</comments>
		<pubDate>Thu, 18 Jun 2009 18:56:25 +0000</pubDate>
		<dc:creator>Hanna</dc:creator>
				<category><![CDATA[Business Blind Spots]]></category>
		<category><![CDATA[Costs]]></category>
		<category><![CDATA[Decision Making]]></category>
		<category><![CDATA[Knowledge Management]]></category>
		<category><![CDATA[Lawyers]]></category>
		<category><![CDATA[arbitration]]></category>
		<category><![CDATA[arbitration award]]></category>
		<category><![CDATA[civil case]]></category>
		<category><![CDATA[criminal case]]></category>
		<category><![CDATA[iFreedom Communications]]></category>
		<category><![CDATA[legal literacy lesson]]></category>
		<category><![CDATA[Michael D. Young]]></category>
		<category><![CDATA[National Law Journal]]></category>
		<category><![CDATA[negative inferences]]></category>
		<category><![CDATA[self incrimination]]></category>
		<category><![CDATA[termination]]></category>
		<category><![CDATA[without cause]]></category>

		<guid isPermaLink="false">http://legalliteracy.com/blog/?p=925</guid>
		<description><![CDATA[In a classic example of what not to do, fellow blogger Michael D. Young tells how iFreedom Communications International Holdings Ltd wound up with a whopping $4.1 billion arbitration award against it in a case involving the termination of a senior level employee without cause.  That&#8217;s not a typo.  Seriously, its billions with a big bucks [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Layoffs and Confidentiality</title>
		<link>http://legalliteracy.com/blog/2008/11/13/layoffs-and-confidentiality/</link>
		<comments>http://legalliteracy.com/blog/2008/11/13/layoffs-and-confidentiality/#comments</comments>
		<pubDate>Fri, 14 Nov 2008 02:55:32 +0000</pubDate>
		<dc:creator>Hanna</dc:creator>
				<category><![CDATA[Business Blind Spots]]></category>
		<category><![CDATA[Costs]]></category>
		<category><![CDATA[confidentiality agreements]]></category>
		<category><![CDATA[discrimination]]></category>
		<category><![CDATA[downsizing]]></category>
		<category><![CDATA[reductions in force]]></category>
		<category><![CDATA[termination]]></category>
		<category><![CDATA[trade secret]]></category>

		<guid isPermaLink="false">http://legalliteracy.com/blog/?p=525</guid>
		<description><![CDATA[It used to be called downsizing or rightsizing, but in today&#8217;s economy it&#8217;s also been called streamlining, employee simplification, re-engineering, and cost improvement.  If business necessities are requiring reductions in your workforce you&#8217;ll want to carefully examine and document the criteria you used in establishing the short list.  Planning ahead avoids claims of illegal discrimination.  [...]]]></description>
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