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 80 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.
Marissa Mayer, CEO of Yahoo, is making headlines this year because she was pregnant at the time Yahoo hired her to be CEO. She made more headlines today because she announced an abbreviated maternity leave (only a few weeks and will work throughout that leave). Her hiring and this announcement raise many issues facing most American companies today. One issue is dealing with work/life balance issues. At the same time, many companies do not make the decision to hire a pregnant employee. EEOC statistics show that pregnancy discrimination claims are on the rise in the last 10 years.
All the eyes on Wall Street may be on Mayer’s attempts to turnaround Yahoo. But, working moms will also be judging her on many issues and whether she improves the opportunities for women returning to work after maternity leaves.
The FMLA guarantees eligible employees the right to take 12 weeks of unpaid leave following the birth or adoption of a child. Mayer technically is not an eligible employee – having been employed by Yahoo for less than one year. (I am ignoring her rights under the California Pregnancy Disability Leave Law). Additionally, someone in Mayer’s position (who was FMLA eligible) is certainly a “key employee” under the FMLA. Meaning that while Yahoo does not have the right to deny her leave, it would have the right to refuse to reinstate her to CEO if it could demonstrate the return to work would cause a “substantial and grevious economic injury.” We should assume that Yahoo and Mayer discussed her taking leave when she disclosed she was pregnant.
The Pregnancy Discrimination Act, an amendment to Title VII of the Civil Rights Act of 1964, prohibits discrimination against women due to their pregnancy in all aspects of employment.
Those are the facts under the law. What the law does not provide any guidance with is the balance between work and life. Companies face ongoing issues in attracting and retaining talent. We have clients who provide flexible work schedules, telecommuting options, job sharing, and other options to employees with varying degrees of success. Having these policies is not enough. To be successful, they must be supported by management and success stories must be shared. Perhaps Mayer will provide a working example of how to make these policies a success.
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.
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