• What Can Johnny Manziel Teach Lawyers About Ethics? (Plenty)

    … to self-report any convictions of any crime–including misdemeanor offenses such as DUI/DWI. See 37 C.F.R. Section 11.25(a). Other jurisdictions only require the lawyer to self-report convictions where the crime is one of “moral turpitude.” For misdemeanor drug or alcohol convictions, reporting requirements vary by jurisdiction. While bar counsel may…

    Michael E. Mccabe Jr./ IPethics & INsights- 37 readers -
  • Union Officials: Are They Subject to Employer Discipline?

    … and insubordination gets crossed. When this happens, employers can be unsure how to respond. Such uncertainty is not surprising. Originally, union officials enjoyed “blanket protection”, as efforts by employers to discipline an employee acting in his capacity as union official were unsuccessful. Labour arbitrators took the position that union…

    Wendy Woloshyn/ kentemploymentlaw.com- 9 readers -
  • USPTO Suspends Former GWU Ethics Professor For Two Years

    … and Discipline after the OED learned that Mr. Allenbaugh had been suspended for two years from practice before the U.S. Court of Appeals for the Fourth Circuit. According to the USPTO’s Order of Suspension, on September 11, 2014, Allenbaugh was suspended by the Fourth Circuit for failing to represent his client with reasonable diligence when he…

    Michael E. Mccabe Jr./ IPethics & INsights- 62 readers -
  • Drunk Driving Can Lead To Professional Discipline

    … The Bar cares when you’ve stayed too long at the bar. Attorneys need to be mindful that a conviction for drunk driving may impact their ability to practice law. Practitioners who are subject to the disciplinary jurisdiction of the USPTO, for example, must advise the Office of Enrollment and Discipline within 30 days of any criminal conviction…

    Michael E. Mccabe Jr./ IPethics & INsights- 43 readers -
  • Firing for Cause: Disciplinary Action and Timely Warnings

    … a constructive dismissal. The court also noted that even though the Plaintiff did not initially protest or argue about the demotion, failure to protest at the time did not preclude him from later claiming damages for constructive dismissal. On the second issue, the court held that the employer had failed to adequately warn the Plaintiff. In coming…

    Wendy Woloshyn/ kentemploymentlaw.com- 11 readers -
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