NewsWire

‘Surprise' Raid of Jackson's Doctor Not Much of a Surprise
While the news of the search of the Houston office of Dr. Conrad Murray, Michael Jackson's doctor, came as a surprise to some, it wasn't entirely unexpected, says Houston criminal defense attorney Dan Cogdell. "Often, ‘people of interest' feel that cooperating with investigators will prevent a raid, but that is simply not the case," says Cogdell, who has represented numerous high-profile clients subjected to similar searches. "Law enforcement agencies don't have to tell you in advance what they are going to do, and can basically lie to you about their intentions in many cases. People often find out that while they are operating in good faith, that isn't always reciprocal." To interview Mr. Cogdell about high-profile criminal cases, contact Alan Bentrup at 800-559-4534 or alan@androvett.com.

Vick May Be Too Hot To Hire
Although Michael Vick was a key member of the Atlanta Falcons, and is presumably ready to rejoin the NFL or perhaps become the face of the start-up United Football League, it may be difficult for anyone to take a chance on him. Although any contract he's offered is sure to include a very bright conduct line, says employment attorney Stephen Fox of Fish & Richardson, the difficulty will be public perception. "Most companies have the anonymity to be able, if they wish, to quietly rehire an employee with a criminal background. But if that employee has been convicted of a headline-grabbing crime, the company risks serious backlash by rehiring someone labeled ‘notorious' by the public," he says. "That may be too great for some companies to chance." To interview Mr. Fox about employment issues, contact Rhonda Reddick at 800-559-4534 or rhonda@androvett.com.

Construction Companies Beware: OSHA Stepping Up Texas Site Inspections
The Occupational Safety and Health Administration recently announced it will be sending extra inspectors to construction sites in Texas, an announcement that Dallas attorney Jeff Rasansky of the Rasansky Law Firm says is greatly overdue. "The latest figures show that more than 140 construction workers died in 2007, up nearly a third over the previous few years," says Rasansky, who represents people hurt on the job. OSHA has indicated it will conduct unannounced inspections at Texas construction sites through August. "With the current economic conditions, some companies are tempted to cut corners on safety to save a few pennies. Knowing that the government could show up at any time should help business owners do the right thing in looking out for their employees." To interview Mr. Rasansky about workplace safety issues, contact Bruce Vincent at 800-559-4534 or bruce@androvett.com.

Summertime Temps Cause Employers To Rethink Dress Codes
Fashion faux pas in the workplace can spike in the summertime as modesty often takes a back seat to comfort for many. But scantily clad workers in a professional setting can create real dilemmas for employers, says labor and employment attorney Audrey Mross of Dallas-based Munck Carter. "A coworker who is revealing a little too much can make colleagues uncomfortable or, intentionally or unintentionally, attract attention that forms the basis of a harassment claim," Mross says. "Supervisors are often loathe to confront the situation since it can come off as an attack on personal taste or style. That's where the value of a consistent, basic dress code comes in." To interview Ms. Mross about workplace matters, contact Robert Tharp at 800-559-4534 or robert@androvett.com.

Facebook Bans in the Workplace
With more than 250 million users spending more than 5 billion minutes daily on Facebook, the perceived problem of employees logging onto that and other social networking sites during work hours may cause companies to consider blocking access. "There are valid legal reasons for adopting a ban, including loss of productivity, avoiding legal claims and safeguarding confidential information," says Anthony Campiti of Thompson & Knight. "However, many employers are deciding against across-the-board bans because of the negative impact on recruiting and retention, and the potential benefits in using the sites to network and build business." Campiti says companies should enforce any existing reasonable-use provisions and develop specific policies for social networking. "As long as employers apply and enforce these policies consistently, they should be OK legally." To interview Mr. Campiti, contact Barry Pound at 800-559-4534 or barry@androvett.com.