A partnership agreement is a contract under which two or more businesspeople carry out a business activity for profit. Partnerships may be used to operate a very simple business enterprise or carry out complex transactions in the capital markets. At Dunnington, Bartholow & Miller LLP we are ready to assist our clients with sound and reliable legal advice on recommendations for negotiation of their partnership agreements. Here are five critical things to focus on: Read More
Olivera Medenica, Dunnington Partner and Chair of the Trademark and Privacy & Cybersecurity practice groups, will speak at the Corporate Counsel Business Journal’s (CCBJ) 4th annual Women in Business & Law Conference on Monday, November 7. Read More
Delaware laws provide the greatest level of flexibility for the organization and governance of business entities. However parties should assess what choices they make carefully. Here is a brief summary of various traps for the unwary depending on whether the choice is incorporation or Limited Liability Company. At Dunnington, Bartholow & Miller LLP we are ready to assist our clients with sound and reliable legal advice on these options and their impact. Read More
Dunnington recently prevailed in a jury trial in the District of Columbia Superior Court in Washington, D.C. in a claim against a law firm on behalf of an expert witness in commercial law seeking to recover an unpaid fee for expert services. Salas provided an expert report and testimony at the request of Foley Hoag LLP in connection with an arbitration for Foley’s client the Venezuelan government. Read More
Join Dunnington partner Olivera Medenica CIPP/US, CIPM on October 13, 2022 in Paris, France at La Fondation des États-Unis (https://lnkd.in/gbgbAF3Q) for the Paris Fashion Law Conference organized by the Intellectual Property Section of the Federal Bar Association and the French American Bar Association. Read More
New York State recently enacted a law requiring museums to label artwork stolen during the Holocaust. Dunnington partner Ray Dowd’s analysis of the new law’s impact on museums and the art market was featured in The Times of Israel. Dunnington has achieved landmark litigation victories for a number of families reclaiming artworks looted in the Nazi era.
Dunnington Bartholow & Miller LLP is pleased to announce a November 17, 2022 auction at Christie’s in New York of two important works by the Austrian artist Egon Schiele belonging to the family of Fritz Grünbaum. Grünbaum, a Viennese Jewish cabaret performer, was an inspiration for Joel Grey’s character in “Cabaret” and an outspoken critic of the Nazis who was murdered in the Dachau Concentration Camp in 1941. Read More
On June 20th, the United Nations Special Rapporteur on the Independence of Judges and Lawyers, Mr. Diego García-Sayán presented his report to the United Nations Human Rights Council in Geneva. In his report, the Special Rapporteur addressed the importance of protecting persons who practice law, since the free exercise of the legal profession is an indispensable element of the judicial guarantees that ensure a fair trial and the protection of human rights. Read More
On January 15, 2022, Local Law 32 of 2022 was enacted, which amends the New York City Human Rights Law (NYCHRL) by requiring salary transparency in job advertisements for positions within New York City.
Unless pushed back by the proposed amendment discussed below, starting May 15, 2022, employers advertising a job, promotion, or transfer opportunity in New York City must include a good faith salary range for the position in the advertisement. Specifically, the advertisement must state the minimum and maximum salary that the employer in good faith believes at the time of the posting they are willing to pay for the position (e.g., not “$15 per hour and up” or “maximum $50,000 per year”). If an employer has no flexibility in the salary, the minimum and maximum salary may be identical (e.g., “$20 per hour”). Salary does not include other forms of compensation or benefits offered in connection with the position.
This requirement applies to employers with four or more employees, regardless of whether the employees work from the same location. As long as one employee works in New York City, the employer must comply.
Importantly, this requirement includes job postings seeking full- or part-time employees, interns, and independent contractors. This requirement applies to positions that can or will be performed in whole or in part in New York City, whether from an office, in the field, or remotely from the employee’s home.
Covered listings include postings on internal bulletin boards, internet and newspaper advertisements, and printed flyers. The new law does not prohibit employers from hiring without using an advertisement, and does not require employers to create an advertisement to hire.
Employers who violate this new law may have to pay monetary damages to affected employees and civil penalties of up to $250,000.
On March 23, 2022, the New York City Council introduced an amendment to the salary transparency law that would narrow its reach by, among other things, excluding posts that do not advertise for a specific position. The amendment would also extend the effective date to November 1, 2022. This proposed amendment is pending, and can be found here.
The Dunnington Employment Practice covers all aspects of the employment relationship – from pre-employment matters to post-termination matters.