Author: DLM LAW

Fourth Circuit Revives Wage-Fixing Case Against U.S. Naval Shipbuilders

Leave a Comment / Business Disputes / By DLM LAW

Alleged “no-poach” agreements highlight risks for employers relying on shared labor pools. A recent decision from the Fourth Circuit reinstated a proposed class action against several major U.S. naval shipbuilders, including General Dynamics and Huntington Ingalls. The case involves allegations that these companies conspired with consulting firms to suppress wages of engineers and architects through […]

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No Arbitration Without Clear Employee Consent

Leave a Comment / Uncategorized / By DLM LAW

Think a handbook policy guarantees arbitration? Not so fast. A recent decision in the United States District Court for the Northern District of California addressed a dispute as to the existence of an arbitration agreement between Verily Life Sciences, LLC (Verily) and a former employee. Ryan Sloan, a former employee of Verily, filed a lawsuit

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Why Clear Contracts Are Critical in Software Licensing Deals

Leave a Comment / Breach of Contract, Copyright Law / By DLM LAW

When two businesses collaborate to bring a tech solution to market, clearly written contracts are the best protection. That’s the takeaway from Baldwin Hackett and Meeks, Inc. v. Early Warning Services, LLC, a recent case from the Eighth Circuit involving a failed software licensing relationship. Nebraska-based software firm Baldwin Hackett and Meeks, Inc. (BHMI) had

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Major Victory for Crabar, Inc. in Trade Secrets and Contract Dispute

Leave a Comment / Breach of Contract, Business Sale Disputes / By DLM LAW

The U.S. Court of Appeals for the Eighth Circuit recently affirmed a trial win for Crabar Industries in a high-stakes commercial dispute involving breach of contract, trade secret misappropriation, and tortious interference with business relationships. The litigation stemmed from WPCO’s 2013 sale of its folder division to Crabar under an Asset Purchase and Sale Agreement

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Eighth Circuit Reins In NLRB

Leave a Comment / Business Disputes, Uncategorized / By DLM LAW

Clarifying Standard for Employer Conduct Under NLRA Section 8(a)(1) In a significant labor law decision with implications for union-related litigation, the U.S. Court of Appeals for the Eighth Circuit vacated a ruling by the National Labor Relations Board (NLRB) against Starbucks. It reaffirmed that employee reactions do matter when evaluating alleged coercion under Section 8(a)(1)

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