Submission of Comments and Articles:
We encourage the exchange of ideas on maintaining an effective and respectful workplace. If you have a response to one of the articles, please submit a comment. If you have an insight, please consider submitting an article.
The submission of an article or comment for publication on this site constitutes a waiver and release of Nierenberg Employment Law, P.L.L.C., and Joseph Nierenberg from liability arising from or related to the publication or content of the submission.
Your Mileage May Vary:
The purpose of this site is to stimulate dialog and to promote advanced personnel practices. In the course of that effort, we will be a clearinghouse for many ideas. Please bear in mind that the effectiveness of any approach depends on its context; additionally, best practices change with time and experience. As a result, please use your own judgment when considering the ideas presented here. Feel free to post a comment or question, or to contact the contributor. Please bear in mind that the analyses, conclusions, statements, and opinions contained in articles and comments on this site are the sole responsibility of the individual contributors.
Sound Information, but Not Legal Advice:
Legal advice should take many issues into account, including the facts, the law, the nature and goals of the individuals involved, and the implications of various methods and outcomes. The information presented and exchanged on this site is not intended to address all of those issues. Accordingly, the articles and comments on this site should not be considered to be legal opinions and should not be relied upon as guides to complying with legal obligations. The use of this site does not create an attorney-client relationship. For the purpose of complying with any legal duty or determining whether any legal duty applies to your situation, please contact Joseph Nierenberg or another attorney with expertise in the area of employee relations law.
Please note that the title “Employee Relations Insight,” all material found on these pages except as otherwise noted, and the design elements of the site are the copyright of Nierenberg Employment Law, P.L.L.C., with the following exceptions: articles with bylines are the copyright of the individual contributors; and linked material is protected or not protected as provided in the linked source or other applicable authority.