EMPLOYMENT, LABOR, BENEFITS AND IMMIGRATION LAW FOR ... · European employment and labor law firms...

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Strategies P REVENTIVE EMPLOYMENT, LABOR, BENEFITS AND IMMIGRATION LAW FOR EMPLOYERS Continued V OLUME 34, N UMBER 1 | F IRST Q UARTER 2011 FEATURE COVERAGE 1 - 5 DEVELOPING LAW OF THE WORKPLACE 6 - 7 JACKSON LEWIS NEWS & EVENTS 7 - 8 www.jacksonlewis.com Global Preventive Strategies for the Cross-Borders Workplace “It’s a small world,” as the saying goes, and it is getting smaller with every advance in manufacturing, transportation, and communication technology. Business opportunities that heretofore were out of reach for many are today’s commonplace realities. Developing world markets offer expanding production, trade, and investment potential, as well as the advantages of offshoring services. Commerce flows as seamlessly and speedily as computer networks and Internet clouds allow. For multinational corporations, this may mean managing an international workforce of expatriate employees and foreign workers, as well as foreign nationals working domestically among U.S. employees and contractors. Corporate counsel in these organizations must be able to keep pace with rapidly changing business demands. They also must have an awareness of and resources to deal with the diversity of laws, traditions, culture, and social conventions, both foreign and domestic, that impact workplace relations. Access to competent international employment counsel will help foster positive and fluid employment relations. Going it alone may mean a long slog through unfamiliar territory. Managing the Global Workplace: Gateway to Compliance n today’s global economy, many businesses already operate internationally. More are likely to do so to remain competitive and take advantage of opportunities in developing markets. Operating internationally may mean transferring senior managers and highly skilled employees across borders; recruiting, retaining, and compensating talent in an increasingly global labor market; addressing trade union issues in multiple countries; and understanding and complying with complex, rapidly evolving employment and labor laws and practices, as well as data privacy regulations. I ® GPS:

Transcript of EMPLOYMENT, LABOR, BENEFITS AND IMMIGRATION LAW FOR ... · European employment and labor law firms...

Page 1: EMPLOYMENT, LABOR, BENEFITS AND IMMIGRATION LAW FOR ... · European employment and labor law firms to form L&E Global, an international alliance providing counsel to employers on

S t r a t e g i e sPREVENTIVE

EMPLOYMENT, LABOR, BENEFITS AND IMMIGRATION LAW FOR EMPLOYERS

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Global Preventive Strategiesfor the Cross-Borders Workplace

“It’s a small world,” as the saying goes, and it is getting smaller with every advance in manufacturing, transportation, and communication technology. Business opportunities that heretofore were out of reach for many are today’s commonplace realities. Developing world markets offer expanding production, trade, and investment potential, as well as the advantages of offshoring services. Commerce flows as seamlessly and speedily as computer networks and Internet clouds allow.

For multinational corporations, this may mean managing an international workforce of expatriate employees and foreign workers, as well as foreign nationals working domestically among U.S. employees and contractors. Corporate counsel in these organizations must be able to keep pace with rapidly changing business demands. They also must have an awareness of and resources to deal with the diversity of laws, traditions, culture, and social conventions, both foreign and domestic, that impact workplace relations. Access to competent international employment counsel will help foster positive and fluid employment relations. Going it alone may mean a long slog through unfamiliar territory.

Managing the Global Workplace: Gateway to Compliance

n today’s global economy, many businesses already operate internationally. More are likely to do so to remain competitive and take advantage of opportunities in developing markets. Operating internationally may mean transferring senior managers and highly skilled employees across borders;

recruiting, retaining, and compensating talent in an increasingly global labor market; addressing trade union issues in multiple countries; and understanding and complying with complex, rapidly evolving employment and labor laws and practices, as well as data privacy regulations.

I

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GPS:

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2

Using a strategic

approach to cross-

border workplace

issues, corporate

counsel can affect

bottom line results.

EDITORIAL BOARD Roger S. Kaplan Mei Fung So Margaret R. Bryant This bulletin is published for clients of the firm to inform them of labor and employment devel-

opments. Space limitations prevent exhaustive treatment of matters highlighted. We will be pleased to provide additional details upon request and discuss with clients the effect

of these matters on their specific situations. | Copyright: © 2011 Jackson Lewis llp Reproduction in whole or in part by any means whatsoever is strictly prohibited without the

advance written permission of Jackson Lewis. | This Bulletin may be considered attorney advertising in some states. Furthermore, prior results do not guarantee a similar outcome.

PREVENTIVE STRATEGIES | First Quarter 2011 Jackson Lewis llp

Please Note

To update contact information, or for any other request or com-ment regarding your complimentary sub-scription to Preventive Strategies, please send an inquiry to:

Jackson Lewis LLP 666 Third Avenue New York, NY 10017

Attn: Client Services

Please include the title of this publication in all correspondence.

Within the European Union and other international and regional alliances, most laws and regulations governing the workplace are still determined by individual country members. For multinational companies, compliance is a top priority. Through a coordinated, strategic approach to cross-border workplace issues, corporate counsel can use the challenges of operating in multiple jurisdictions as an opportunity to affect bottom line results. These issues may include:

n Trade union actions, including corporate union campaigns;

n Complex co-determination laws (e.g., works council issues in Europe);

n Reducing collective redundancies;

n Structured reorganizations;

n Implementation of data protection policies and practices;

n Drafting and ensuring compliance with employee codes of conduct, policies, and work rules;

n Bargaining or consulting with employee representatives in mergers and acquisitions;

n Preventing and addressing discrimination complaints, and developing internal training programs;

n Advising on pensions and other employee benefits;

n Employee mobility, work permits, and immigration compliance; and

n International assignment of employees (“expats”).

The services of an international law firm alliance can help multinational companies minimize the risks of compliance in foreign jurisdictions. An international firm may provide global coverage, but it may lack employment law expertise or provide limited oversight or integration between the parent and overseas affiliates. International employment counsel should provide workplace law solutions that meet the clients’ objectives of integration and efficiency.

Employment by U.S. and Foreign Multinational Companies

According to recent statistics from the U.S. Department of Commerce’s Bureau of Economic Analysis, 33.4 million workers were employed worldwide by U.S. multinational companies in 2008.

During the same period, U.S. multinational parent companies employed 22.9 million workers

domestically, nearly 20% of total U.S. employment in private industries. Abroad, majority-owned

foreign affiliates of U.S. multinational companies employed 10.5 million workers.

Foreign multinational companies with majority-owned U.S. affiliates employed 5.5 million workers

in the U.S. in 2008, accounting for 4.7% of total U.S. employment in private industries.

According to the Bureau of Economic Analysis, employment by foreign affiliates remains

concentrated in high-income countries, but in recent years, it has grown faster in other countries.

In the period 1991-2003, it grew at an average annual rate of 9% in low-income countries,

6% in lower and upper-middle-income countries, and 3% in high-income countries. The

different growth rates may reflect a variety of factors, including the development of new

markets and the liberalization of policies toward foreign direct investment in a number of major

developing countries.

For more detailed information on employment by U.S. and foreign multinational companies, see “U.S. Multinational Companies, Operations in the U.S. and Abroad in 2008,” August 2010.

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Jackson Lewis llp PREVENTIVE STRATEGIES | First Quarter 2011

3 Jackson Lewis has joined five leading

European employment and labor law firms to form L&E Global, an international alliance providing counsel to employers on employment, labor, workplace privacy, and immigration law. (See below for details.)

International Labor Groups Target Companies for

Public Campaigns

ne area of concern to corporate counsel in international workplace law is the vastly different treatment among nations

of management and workers’ rights. While developing countries generally have few legal protections for workers, European Union countries and the United States have an intricate scheme of laws and regulations governing labor relations. In seeking changes in working conditions in many countries, a number of international labor and workers’ rights groups operate not only as overseers reporting on alleged abuses, but as facilitators of international campaigns directed at specific companies. For example, the National Labor Committee describes its mission as

to help defend the human rights of workers in the global economy. The NLC investigates and exposes human and labor rights abuses committed by U.S. companies producing goods in the developing world. We undertake public education, research and popular campaigns that empower U.S. citizens to support the efforts of workers to learn and defend their rights … we will work with them to provide international visibility and backing for their efforts – and to press for international legal frameworks with effective enforcement mechanisms that will help create a space where fundamental internationally recognized worker rights can be assured.

Among its successes, the NLC boasts of pressuring “dozens of companies … to improve conditions in supplier plants and to respect human and worker rights.”

Other international workers’ rights groups include the International Trade Union

Confederation, the European Trade Union Confederation, Global Unions, and the AFL-CIO. Representatives from international workers’ rights groups and trade unions met recently in Washington, D.C., with officials of the International Monetary Fund and the World Bank to press their agenda for strengthening workers’ rights in the “continuing unemployment crisis worldwide.” The delegation asked the IMF to take a position against “the attacks on wages and workers’ rights contained in the austerity programs implemented in countries such as Ireland and Romania.” The delegation urged the World Bank to focus on protection of labor standards in Bank-supported loan programs. It has called for a cessation of “attacks” on worker protections in the World Bank’s annual publication entitled “Doing Business 2011,” which ranks 183 nations on the overall ease of doing business and reforms aimed at strengthening business environments.

Comparing Permissible Employer Responses to Union Organizing

The International Labour Organization, a United Nations agency representing government, employers, and workers among its 183 member states, has established labor standards. Its convention on Freedom of Association and Protection of the Right to Organise guarantees workers the right to form and join labor organizations, elect representatives, and administer activities and programs “promoting opportunities for women and men to obtain decent and productive work, in conditions of freedom, equity, security and dignity.” Using these standards, the ILO examines complaints about violations of workers’ rights, makes determinations as to their merit, and issues recommendations to remediate violations.

While the U.S. is an ILO member state, it has not ratified the specific conventions on freedom of association and protection of the right to organize (No. 87), and the right to organize and bargain collectively (No. 98). Nonetheless, complaints involving violations of these conventions in specific labor disputes have been brought before the ILO against the U.S. government. As more U.S. multinational companies do business in countries that give workers greater rights than under domestic law, it is important to understand how U.S.

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PREVENTIVE STRATEGIES | First Quarter 2011 Jackson Lewis llp

4labor laws compare to the international standards and how management practices in defense of organizing campaigns stand up to ILO scrutiny.

The ILO’s Committee on Freedom of Association examines complaints about violations of freedom of association, regardless of whether the country concerned has ratified the relevant conventions. Although the legal basis of the CFA’s reports and recommendations is in dispute, it is clear that they constitute the most concrete and detailed source for an interpretation of the international principles and standards of freedom of association. Legal analysis of ILO standards applied to a recent case involving a corporate organizing campaign against a major U.S. airline, discussed below, provides a look at how the CFA dealt with management’s response to union organizing and activities during contract negotiations. It also may offer insight as to how CFA may address future responses to union organizing.

Management Actions During Organizing

mployer communications with employees on the consequences of unionization generally are permissible within

ILO standards on freedom of association. Group meetings with representatives of management, third-party persuaders, leaflets, newsletters, electronic messages and home mailings are consistent with international law principles of freedom of expression and association, provided the information does not intimidate employees in the exercise of their organizational rights.

The airline case considered by the CFA involved allegations of a pervasive communi-cations campaign against the union, including posters and banners in crew lounges and newsletters in paper, electronic and DVD formats containing anti-union messages sent to employees’ homes. Without commenting on these actions directly, the CFA expressed concern with the employer’s distribution of buttons that urged employees to shred the voting ballot instructions. Acknowledging that providing all relevant ballot information – including how to vote against the union – is acceptable as part of the election process, the CFA said, “[A]ctive participation by an employer in a way that interferes in any way

with an employee exercising his or her free choice would be a violation of freedom of association and disrespect for workers’ fundamental right to organize.”

With one exception discussed below, the airline’s actions opposing unionization generally were consistent with international labor standards. Generally, the CFA holds that not only workers and trade unions, but also employers and their organizations enjoy freedom of opinion and expression, a fundamental corollary to freedom of association. Providing they are free of coercion, intimidation, fear of reprisal, or intimidation, employer actions, including voicing opinions, do not offend ILO standards. Thus, group meetings, handouts, messages distributed individually or with paychecks or deposit records, home mailings, electronic communications and websites, workplace postings, and verbal expressions by management members may be consistent with international principles of freedom of association. Likewise, providing employees with information about revoking signed union authorization cards may be acceptable, if the employer avoids active interference with the employees’ exercise of free choice. However, the CFA was concerned by allegations the airline urged employees to shred their voting instructions. Of similar concern was another employer’s actions encouraging employees to revoke authorization cards in a manner the analysis reported was intimidating to the exercise of their organizational rights.

The use of third-party persuaders or management consultants to communicate directly with employees about management’s opposition to unionization may be consistent with international labor standards. Likewise, non-employees may express opinions or attempt to persuade employees to reject unionization without binding the employer, unless such third parties are acting as agents or their actions are ratified by the employer. According to the legal analysis, employers may enlist the support of employees opposed to unionization and persuade co-workers to do likewise, provided the employees are acting freely and without financial or other favors for doing so.

On the issue of employers restricting access to company property, the legal analysis suggests that the ILO standards may be more favorable to union representatives than are U.S. laws. Most cases decided by

Generally, employers

enjoy freedom

of opinion and

expression as a

corollary to freedom

of association under

ILO standards.

E

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Jackson Lewis llp PREVENTIVE STRATEGIES | First Quarter 2011

5the CFA involved denial of access to union representatives who were already representing employees, and the ILO specifically lists access to the workplace as part of the freedom of association for workers’ trade union representatives. However, where a union is not yet the employees’ representative, there may be a stronger case for restricting access, if it is done out of necessity for operational reasons and such restrictions apply equally to all third parties.

The ILO standards as applied to union solicitation of employees and distribution of information are somewhat consistent with U.S. laws, according to the legal analysis. Based on decisions of the CFA, it appears an employer may prevent employees from soliciting for the union during working time and from distributing information in support of the union at all times in working areas, as long as such practices have been established and are enforced consistently. The analysis suggests such a limitation would be consistent with the international standard of freedom of association.

Employer Tactics During Bargaining for Union Contract

hile the legal analysis suggests that there are similarities in how employers may proceed during labor

contract negotiations, there are also some significant differences between international standards and U.S. laws. Similarities include the following:

n an employer may request information from the union relevant to the bargaining process, except for the names of union members;

n an employer may in good faith communicate its bargaining positions and rationale to employees, as long as it first has presented the information to the union; and

n in the event of impasse between the parties, an employer unilaterally may implement its final offer as long as the parties have bargained in good faith.

A major difference arises, however, in the event of an economic strike. According to the legal analysis, the CFA has held repeatedly

that an employer acts inconsistently with international principles of freedom of association if it hires permanent replacements for workers who are exercising their rights through a lawful strike. U.S. labor laws permit employers to do this.

Is a New Global Economy Changing the Playing Field for International

Labor/Management Relations?

new paradigm in union organizing and representation may be emerging in Europe, where, in many countries, trade

unions have enjoyed laws extremely favorable to workers and disadvantageous to employers. Partly in reaction to the recent economic downturn, some countries have enacted laws giving employers greater leeway and flexibility to weather the crisis, despite heavy protests. As evidence that such actions may be empowering employers in those countries to stand up to unions, the International Trade Union Confederation cited in its 2009 annual report an increase in anti-union practices in Europe, both in the traditional union strongholds in Western Europe and in the transition economies of Eastern Europe. The report cited new laws in France that restrict the right of teachers to strike and give management greater rights to negotiate agreements on a company level. It also noted legal action by a number of multinational companies in Belgium to ban strike pickets and other forms of collective action. Other countries noted in the report for drafting new laws “aimed at undermining union rights” were the Czech Republic, Croatia, Poland and Macedonia.

As multinational employers find it increasingly difficult to survive under the pressure of long-standing laws favoring trade unions and workers’ rights, international corporate campaigns may shift more toward the American-style of organizing and counter-campaigns, particularly in European countries. Participating institutions, such as works councils and worker/management cooperative mandates, are under pressure to make concessions to stoke economic recovery and employment growth. As the balance of power moves in the direction of a more level playing field, unions, multinational employers and their employees must remain flexible and fair-minded.

Partly in reaction to

the recent economic

downturn, some coun-

tries have enacted

laws giving employers

greater leeway and

flexibility.

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PREVENTIVE STRATEGIES | First Quarter 2011 Jackson Lewis llp

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For employment

law and human

resources specialists,

regular access to

information on

changes in

workplace law

is a matter of

professional

survival.

News from Around the JL Blogosphere …

In a move that may make union organizing in the long-term care industry easier, the National Labor Relations Board may be changing its standards for bargaining units in that industry. The announcement was made in a case where the Labor Board’s Regional Director found appropriate a unit limited to Certified Nursing Assistants, rather than one covering all nonprofessional service and maintenance employees. The employer has appealed, and the Board is inviting interested parties to file amicus briefs on whether the standards for determining long-term care units should be changed to encourage “employee free choice and collective bargaining in non-acute health care facilities.”

See the Healthcare Workplace Update blog for more details, including the NLRB’s specific questions: Labor Board Considering Change to Long-Term Care Bargaining Units to Promote Unionization

Employers need to exercise care when accessing employees’ e-mails, particularly personal e-mail accounts. A dispute arose when two employees of a fitness facility left to start their own facility. In the non-compete action that followed, 546 personal e-mails were accessed over a nine-day period, providing evidence the

former employees had taken customer lists, training and instruction materials, and solicited customers.

In considering the privacy of those e-mails and violations of the federal Stored Communications Act (SCA), the court said:

1. SCA statutory damages can be recovered by plaintiffs, even if they suffered no actual damages, and

2. calculation of statutory damages ($1,000 per violation) generally is based on the number of times the “electronic com-munications facility” is accessed, not the number of e-mails accessed.

See the Workplace Privacy, Data Management & Security blog for more details, including access to the court opinion: Access to Personal E-mails Enough for Statutory Damages under Federal Stored Communications Act . . . Even With No Actual Damages

The NLRB has proposed a new rule that would require employers to notify employees of their rights under the National Labor Relations Act through a uniform workplace posting in all workplaces. The notice informs employees of their right to unionize, identifies unlawful con-duct by employers, and contains instructions for filing unfair labor practice charges in the event of alleged violations. Such a rule could have a profound impact on union activism. Implementation in some form is nearly certain.

of the WorkplaceD e v e l o p i n g L a w

How do you cope with information overload?

For employment law and human resources specialists, regular access to information on changes in workplace law is a matter of professional survival. For those professionals who need not just reporting, but expert analysis and commentary, www.jacksonlewis.com maintains an active blog site on a variety of workplace law topics: Benefits; California Workplace Law; Disability, Leave & Health Management; Global Immigration; Healthcare; OSHA; Retail Employment Law; Unions & Labor Law; Wage and Hour; and Workplace Privacy, Data Management & Security.

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Jackson Lewis llp PREVENTIVE STRATEGIES | First Quarter 2011

7 See the Unions & Labor Law Reform blog for

more details, including a copy of the proposed notice: NLRB Proposed Workplace Notice Likely to Spark Uptick in Union Activity

The EEOC reported a record number of private sector discrimination charges filed in FY 2010, just shy of 100,000, an increase of 7% from FY 2009. The most frequently filed charges were retaliation (36%), race discrimination (35.9%), and sex discrimination (29.1%). Compared to FY 2009 (17.3%), disability

Jackson Lewis LLP is pleased to announce its participation with five leading European employment and labor law firms to form L&E Global, an international alliance providing counsel to employers on employment, labor, workplace privacy, and immigration law. “Most of our clients, whether they are emerging companies or large multinational corporations, operate in a global arena. We are very pleased to be collaborating with these highly-regarded firms, because our clients will benefit from attentive, efficient, and cost-effective legal counsel wherever their growth strategies take them,” said Patrick L. Vaccaro, Firmwide Managing Partner. In addition to Jackson Lewis, the founding firms include:

n Bufete Suárez de Vivero, S.L, Spain (www.bufetesuarez.com)

n Flichy Grangé Avocats, France (www.flichy-associes.com)

n LABLAW — Studio Legale Failla Rotondi & Partners, Italy (www.lablaw.com)

n Pusch Wahlig Legal, Germany (www.pwlegal.net)n Van Olmen Wynant, Brussels (www.vow.be)

Each member firm concentrates its practice on employment law, employee benefits, labor relations, workplace privacy and immigration, and has been recognized by business and legal organizations as a leader in these fields.

L&E Global serves clients as a virtual international law firm, with a practice solely focused on advising employers on workplace challenges and issues. “When a company faces a labor or employment problem, they need

lawyers who deal with these issues all the time. When there is a major development, our members have written about it, have contributed to the debate, and are ready to address it,” said Stephan Swinkels, Executive Director of L&E Global.

L&E Global’s member firms offer depth of experience in a broad array of sectors and markets, including financial and insurance services, high tech, pharmaceutical, telecommunications and information services, luxury goods, retail and energy. Together, they operate in every major U.S. city and in key European business centers; in other jurisdictions, the alliance will draw on strong relationships with leading local practices to provide seamless global coverage.

For more information about L&E Global, please contact Jackson Lewis partner Johan Lubbe, [email protected], (914) 328-0404, or the corporate office:

L&E GLOBALAvenue Louise 221 | B-1050, BrusselsStephan Swinkels, Managing [email protected]

discrimination charges increased more than any other. More than 25,000 Americans with Disabilities Act charges were filed, and more than 62% of them ended with a “no reason-able cause” finding. Over 200 charges were filed under the new Genetic Information Nondiscrimination Act, of which nearly 68% ended with a “no reasonable cause” finding.

See the Disability, Leave & Health Management blog for more details, including statistics on FY 2010 monetary settlements: EEOC Reports Record Number of Discrimination Charges; ADA Charges Are Fastest Growing Category

Jackson Lewis Joins Five European Law Firms to Form Global Employment and Labor Law Alliance

J a c k s o n L e w i s N e w s & E v e n t s

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Jackson Lewis is pleased to announce 19 new partners for 2011.

The recently elected Partners represent a broad range of workplace law experience and are located throughout the Firm’s 46 nationwide offices. Congratulations, all!

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www.jacksonlewis.com

Albany, NY Albuquerque, NM Atlanta, GA Baltimore, MD Birmingham, AL Boston, MA Chicago, IL Cincinnati, OH Cleveland, OH Dallas, TX Denver, CO Detroit, MI Greenville, SC Hartford, CT Houston TX Indianapolis, IN Jacksonville, FL

Las Vegas, NV Long Island, NY Los Angeles, CA Memphis, TN Miami, FL Milwaukee, WI Minneapolis, MN Morristown, NJ New Orleans, LA New York, NY Norfolk, VA Omaha, NE Orange County, CA Orlando, FL Philadelphia, PA Phoenix, AZ

Pittsburgh, PA Portland, OR Portsmouth, NH Providence, RI Raleigh-Durham, NC Richmond, VA Sacramento, CA San Diego, CA San Francisco, CA Seattle, WA Stamford, CT Washington DC Region White Plains, NY

J a c k s o n L e w i s N e w s

New Partners for 2011

n As ACC meetings sponsor and law firm sponsor of the ACC Employment and Labor Law Committee, Jackson Lewis LLP invites all corporate counsel to attend the May 2011 ACC Europe Annual Conference.

Topics covered will include: recent legal trends in the European Union, strategies for successful cross-border collaboration and perspectives on effective management.

The ACC Europe Annual Conference in Berlin offers a unique opportunity to learn from and network with in-house counsel from around the world.

May 29-31, 2011Grand Hyatt | Berlin, Germany

n In-house counsel also should mark their calendars for the October ACC 2011 Annual Meeting, the largest gathering of in-house counsel from around the world.

Earn a year’s worth of CLE/CPD credit in three days, learn from others through over 30 hours of available networking time, and gather information from more than 100 law firms and legal service providers.

October 23-26, 2011Colorado Convention Center | Denver, CO

n CoLin L. BarnaCLe Denver

n Jared L. Bryan Orange County

n HaLLie d. CaLdarone Chicago

n roBert w. CapoBianCo Atlanta

n MiCHaeL J. deponte Dallas

n Mieke a. HeMStreet Birmingham

n SHyMeka L. HUnter Atlanta

n reBeCCa r. MaSSiatte Dallas

n antone MeLton-MeaUx Minneapolis

n peter H. noHLe Seattle

n JoHn a. ontiVeroS San Francisco

n eMiLy M. petroSki Detroit

n MarLo roeBUCk Detroit

n CyntHia S. SandoVaL Orange County

n roBert J. SCHnaCk Sacramento

n JenniFer a. SCHwartz Miami

n Craig w. SnetHen Pittsburgh

n JaSon Stein New Orleans

n Sara a. weinBerg Chicago

Visit Jackson Lewis at Association of Corporate Counsel Annual Meetings and Events

Jackson Lewis LLP has been included in the

BTI Client Service A-Team, the only law firm

ranking based solely on direct, unprompted

feedback from nearly 300 corporate counsel

across the country.

This is the 10th consecutive year that the firm has been included in the report. Created by BTI Consulting Group, the report states that according to interviews with in-house counsel, Jackson Lewis delivers better client service than 91.7% of the law firms serving the world’s largest organizations.

This news comes on the heels of the September 2010 announcement that Jackson Lewis was named the “single highest-ranked firm clients want by their side in employment battles” by BTI in their Litigation Outlook 2011 report.

Jackson Lewis Honored for Client Service