DSV Legal Insights
January 2019
2018 Was Filled with Issues, Intrigue, and Surprises

#1. Sexual Harassment—Be a Responsible Employer in the #MeToo Era. Sexual Harassment can safely be labeled as one of the top 5 workplace legal issues of 2018; titans of entertainment, politics, and business fell, and others were haunted by allegations of inappropriate behavior. The #MeToo movement brought both women and men forward to acknowledge that they have dealt with this issue in their workplaces. 

Read more about the most noteworthy labor and employment law issues of 2018.

The use of wire transfers for payment on construction projects is a common occurrence across these United States and their use is increasing each year primarily due to wire transfer’s ease of use and the immediate delivery of funds to the payee’s account. However, a wire transfer’s convenience and speed make it particularly vulnerable to “social engineering” which, in the context of information security, refers to the psychological manipulation of people into performing actions or divulging confidential information. All too often, this use of social engineering results in the fraudulent transfer of funds to an unintended recipient.  

Read more about how to protect yourself from fraudulent wire transfers.
Recent Blog
I’ve seen it dozens of times. An employer comes to me with an EEOC Charge of Discrimination filed by an employee who has been released from service for a persistent performance or workplace behavior issue. The employer explains that they tried to work with the employee for a period of years, but no amount of coaching or counseling could bring that employee onto the team, so they had to sever the relationship, but now the employee claims he was terminated for some discriminatory motive .  

Click below to read more about how to document performance behavior to protect your company.
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This publication is published by Drewry Simmons Vornehm, LLP (DSV). This publication is intended for general information purposes only, and neither the information nor opinions expressed herein are intended, and should not be construed as furnishing of legal advice to any individual or group. Under no circumstances should the contents of this publication be used or relied upon as a substitute for engaged legal counsel. No portion of this newsletter may be reproduced without the express written consent of DSV.