Businesses of all types and sizes throughout the United States, Mexico and beyond bring their disputes to Gardere's litigation team and receive practical, responsive, boutique-style attention in return. Our clients have access to the firepower and value of a well-known and highly-regarded Firm's capabilities and interdisciplinary strengths.
Gardere has a national and international energy practice formed around our Energy Industry Team, which is a multidisciplinary group of approximately 60 attorneys with diverse backgrounds, experience and skills specific to the energy industry. Our team includes attorneys who have served as in-house counsel for major energy companies, providing a depth of insight into our clients' needs, issues and concerns. We understand and regularly practice in virtually every sector of the energy, and we represent a wide variety of industry participants from multinational corporations to individuals.
From our offices in the United States and Mexico, our International Practice helps clients operate in today’s global economy. We have more than 30 professionals operating as a boutique within an Am Law 200 law firm and are able to provide focused service with the resources of a large firm. We understand that clients who are engaged in the global marketplace need lawyers who can operate seamlessly across multiple jurisdictions. Our international experts are multi-lingual, are culturally fluent and intimately familiar with various legal systems across the world, especially those in Latin America. Whether you need help with commercial transactions, regulatory matters, customs and import regulations, immigration matters, M&A and joint ventures, international disputes, or international tax planning, Gardere’s international team is here to assist you.
We represent domestic and foreign private funds in all aspects of fund formation, fund operations, platform and add-on acquisitions, and portfolio company operations. Our team has a reputation for being the go-to-lawyers for private equity funds, hedge funds, venture capital funds and family offices. We are known for our vast deal experience, the efficient way we staff and manage our work, and the way we maintain our relationships. We get deals done with sophisticated, strategic, and practical advice tailored to the needs of our clients.
*Not admitted to practice law.
A recent Infoworld story included 7 Red Flags about employees regarding “someone you admired, trusted, and invested yourself in ends up embezzling from the company, illegally accessing private emails, or using customer credit card data to buy computer equipment for their home, your incorrectly placed trust in that person will haunt you.” The March 2, 2015 story entitled “7 warning signs an employee has gone rogue” including “Red flag No. 6: Never takes vacation” which should be a dead give-away given these comments:
I once worked with a woman who had been at the company for more than four decades. She was a hard worker, loved by everyone, although a bit cranky at times. She also never took a vacation, even when threatened. I was her boss for five years. At every annual review I would note that she didn’t take a vacation and I would cajole her to take one. She would say something nice or funny in response and say she would soon. But the next year would roll around and still no vacation.
The third year I threatened to fire her if she wouldn’t take a vacation. I even marked down her review score and reduced her bonus. Still she did not take a vacation, but I couldn’t follow through with the threat. She had been with the company so long, and I had a soft spot for her, as everyone did.
In the fifth year we forced her to take a week’s vacation. Lo and behold she continued to show up during the week to “see how things were going” in her absence. I physically had to escort her off the premises. I was truly worried about her health given how much she worked.
Then the checks started to arrive — it turned out she was getting kickback checks from all sorts of telco-related companies for more than 20 years. She had also given her son a job doing telco in the company, one for which he never showed up, and the company was paying for both their cars. In total, she had stolen more than half a million dollars over the course of 20 years.
Here is the entire list of Red Flags:
Red flag No. 1: Unexpectedly fails background check
Red flag No. 2: Says past employers didn’t trust them
Red flag No. 3: Knows information they shouldn’t
Red flag No. 4: Says they can hack a coworker or company systems
Red flag No. 5: Switches screens away from company assets as you walk up
Red flag No. 6: Never takes vacation
Red flag No. 7: Leaves the company angry
Obviously all employers should be alert to rogue employees and this list should be self-apparent!
The publications contained in this site do not constitute legal advice. Legal advice can only be given with knowledge of the client's specific facts. By putting these publications on our website we do not intend to create a lawyer-client relationship with the user. Materials may not reflect the most current legal developments, verdicts or settlements. This information should in no way be taken as an indication of future results.
You may use the wildcard symbol (*) as a root expander. A search for "anti*" will find not only "anti", but also "anti-trust", "antique", etc.
Entering two terms together in a search field will behave as though an "OR" is being used. For example, entering "Antique Motorcars" as a Client Name search will find results with either word in the Client Name.
AND and OR may be used in a search. Note: they must be capitalized, e.g., "Project AND Finance."
The + and - sign operators may be used. The + sign indicates that the term immediately following is required, while the - sign indicates to omit results that contain that term. E.g., "+real -estate" says results must have "real" but not "estate".
To perform an exact phrase search, surround your search phrase with quotation marks. For example, "Project Finance".
Searches are not case sensitive.