Can An Employer Be Held Liable For An Employee’s Facebook Post? [e259]

March 14, 2016

The guys kick off the week by discussing the lawsuit in Hawaii where an employee posted a defamatory remark about a customer and tried to holdthe employer liable. They also discuss the new anti-discrimination and anti-harassment policy posting requirements for California.

Full Podcast Transcript

NASIR: Welcome to our podcast where we cover business in the news and add our legal twist.
My name is Nasir Pasha.

MATT: And I’m Matt Staub.

NASIR: And, today, we are covering… actually, I don’t think we’ve had a case out of Hawaii yet – except maybe that time we covered that surfer that was eaten by a shark.

MATT: We’ve done so many episodes, I don’t even know if that was even… I would believe that that’s something we’ve talked about but I really have no idea.

NASIR: I don’t know. I just made that up. I don’t know if it sounds like I have something in my mouth or not, does it?

MATT: Uh…

NASIR: I have a cough drop in my mouth because I’m still coughing. I’ve been having a cough for like a few weeks but I was having these Halls soothers which are basically just like candy. Apparently, they don’t do anything to the cough. They just soothe your throat which I just thought they didn’t work and I was having them anyway. Apparently, I got the cough suppressant ones now and it’s actually working.

MATT: The point of it is, I guess, if you have been coughing.

NASIR: Yeah, something like that. But I was just picking the one that tasted the best so that was a mistake.

MATT: I was probably all those Red Bulls you had last week.

NASIR: Oh, I’m having trouble giving them away. I’m down to one actually, I think. That’s not bad. I’ve given away two.

MATT: I still have all four so my fridge is going to explode in a week, probably, when they sit in there.

NASIR: Next lawsuit.

MATT: See, this Hawaii thing – well, not Hawaii thing – this happened in Hawaii and I guess the end result was there was a motion for summary judgment granted and it’s specific to Hawaii obviously but we’ll talk about the general end of things for employers to look out for in this but let me get to the facts. This was at a Hertz Rent-a-Car and there was a customer that showed up. I’m not sure what the capacity was of their interaction with the business but basically what happened was this person left and one of the employees for Hertz I guess knew who this person was and went on their Facebook page and started writing stuff about them that – I’m not going to say what it was but it wasn’t – well, I’m not going to say what it was partially because I don’t know what some of this stuff means.

NASIR: Yeah.

MATT: And, partially, because it’s not appropriate for this podcast. Anyway, they wrote these comments on there which apparently the customer was not happy with. That customer went and then complained to Hertz Rent-a-Car. I guess they fired this employee and I think a couple of other employees as well. The customer then turned around and sued Hertz for negligent supervision, negligent retention, and negligent training because this employee apparently – or not apparently – this employee wrote these things on this customer’s Facebook page while they were an employee or while they were working for Hertz. We’ll get to the reasons why the result ended up being what it was but, long story short, there’s a motion for summary judgment that Hertz filed and it was granted meaning that the case was then dismissed and, I mean, in the easiest terms so we can put it for these purposes.

NASIR: He mentioned the actual post. I mean, I read this maybe at least two times now and I still don’t understand what exactly they were saying. Somehow there was some defamatory statements in there and what’s interesting, in order for a statement to be defamatory, it needs to be understood to somehow be damaging or defaming in itself, right? So, apparently, someone understood it to be defamatory. I would have read and I would be like, “I have no idea what’s going on,” mostly because it’s just – I don’t know – it’s just not even English or slang or something.

MATT: It’s Hawaiian I think is the language.

NASIR: I don’t think so. In fact, I was going to try to ask what this means but I have no idea if this word is a word or not but “faka”?

MATT: I think it’s like “fake.”

NASIR: Like “faker”? Faka?

MATT: Yeah, faker.

NASIR: Okay. Run the faka over – that’s basically how it is.

MATT: I think basically, if I had to guess, it is this person saying this person is fake. They act like they have money and they don’t. I think that’s what I’m getting.

NASIR: I think you’re right because there is a “it’s too bad his CC declines all the time” and I think that may be the basis for the defamatory comment.

MATT: Yeah. Well, that and there’s one part here, I mean, he insinuates that he’s going to hit him with his car. That probably wasn’t great either.

NASIR: Yeah, that’s true. They had this employee that obviously does something really dumb. I mean, he doesn’t seem to be the best employee anyway but, just to judge here a little bit based upon the writing. And so, why doesn’t this Hertz customer just sue the employee?

MATT: Well, it’s obvious. I’m assuming the employee probably doesn’t have any money.

NASIR: Which is ironic because that’s what he or she – it’s a she, right?

MATT: The plaintiff’s Maurice. I would assume that’s a guy.

NASIR: They did sue the employees it looks like.

MATT: Yeah, it looks like it is Hertz and its employees – it lists one, two, three, four, five.

NASIR: So, I guess my question is why did it include Hertz and, of course, Matt answers the question. You know, if you’re going to have to go through a lawsuit, some clients want to sue on principle which, of course, is the most expensive. But, if you’re going to sue, you’re going to want to be able to recover and being able to recover a judgment against an assuming low-level employee is going to be difficult. It doesn’t matter how big or how small the judgment, it’s just going to be more difficult. If you’re going to be able to get Hertz Corporation on the hook – which is, of course, a large business – then it’s going to be easier.
Just the takeaway from that from business owners is that you are going to be a target as you grow. It’s just the natural course of things. A lot of businesses, when they do grow rapidly, end up going through these growing pains because, all of a sudden, they have a target on their back and they have to deal with legal issues that they never would have had to deal with before – everything from the employees or vendors or customers or what-have-you. You know, it’s a real struggle for rapid-growing companies.

MATT: I’ll point out one thing, too. We’re specifically talking about the claims against Hertz. So, all I have here is this order granting motion for summary judgment. There might have been other – and the claims that got dismissed were three different forms of negligent claims against Hertz. So, if there was some sort of defamation claim or something like that, that might have been as well but that would have been against the individuals and not the company.

NASIR: And that might be continuing so Hertz is out of the lawsuit.

MATT: Right.

NASIR: We may have talked before about employers being responsible for employees, right? And that’s the general nature. If your employees are working within the scope of their employment, you’re responsible and you’re generally liable for what they do. That’s why, a lot of times, you want your employees to be classified as independent contractor correctly because, generally, an independent contractor relationship as the person that’s paying them to provide that service is not generally responsible. Usually, it’s the independent contractor that’s responsible for their actions.
Now, to add a caveat to that, the employer is responsible for the employee’s actions within their scope for things that are not intentional acts. If, obviously, your employee commits a crime – theft, murder, or whatever – you can’t imagine the employer would be responsible for that, and they’re not. But, of course, if the employer orders them to steal something or kill somebody, then that’s a different issue, of course. But, here, we’re talking about someone that went on their Facebook page and put up a Facebook post that may have been defamatory or harassing or what-have-you. What’s the legal theory and how can the employer be responsible there?

MATT: I think what would help in answering that question is just to run through kind of the timeline real quick. The employee posted on this person’s Facebook wall. The customer came in the next day, made the company aware of this. At that point, they immediately terminated or these employees all resigned. The company itself did not know that this employee had posted these things on the customer’s Facebook wall and what it kind of boils down to is the duty of care and whether they should have known that this person posted something on there and whether they were negligent and supervising them or training them in doing so. That’s really what it comes down to. The reason I wanted to tell those facts is I think that plays an important piece in here because how Hertz handled this I think is about as well as you can handle it.

NASIR: Yeah, and the whole negligent supervision, it’s almost a throwaway – I mean, in the sense that it’s very hard to really prove that. The plaintiffs in this action were very clever. They basically hung their hats so to speak on the fact that this employee had a previous post that was – I don’t know how you describe it – “not proper” and so they argue, “Well, that should have given notice to the employer that this employee is susceptible to that kind of action and so, therefore, they needed to correct it and they didn’t do that.” But what was that previous post? It was something weird like they were making fun of someone running into a tree.

MATT: A tree, yeah.

NASIR: Which is funny. I mean, just to be fair, if someone runs into a tree, you may want to put that in your Facebook status so that may be understandable. But how that leads to this other post and how it’s foreseeable that this other post is going to have defamatory comments in there or harassing comments, it’s a little bit of a leap, right? I mean, I don’t think that’s foreseeable.

MATT: I think the only thing you can say about that from the company’s perspective is, you know, if you’re going to run into a tree, that probably “Hertz.”

NASIR: Just to explain to everyone, it’s the name of the company is Hertz.

MATT: I’ve said it a bunch of times.

NASIR: And, when you run into something, it Hertz.

MATT: But, yeah, I mean as the employer, are you going to have to monitor every single thing that every one of your employees posts on all of their social media or on the internet? It’s not possible. You know, maybe the plaintiff would argue, “Well, they shouldn’t be able to access the internet or social media during work,” but they could have easily just done it on a break or something, I suppose.

NASIR: Yeah.

MATT: Maybe that changes the facts or changes the result but the correlation is not that great between what they’d done previously and this.

NASIR: No, not at all, and the person that this post was about, the plaintiffs also argued that the CEO of Hertz had one time, in some letter – I don’t know if it was a public letter or what – basically said that they’re going to try and train their employees to adhere to their policies or something to that effect. I don’t remember but, as mundane as that is, they reference that as, “See, they had a duty to train and they failed that duty. They didn’t train them well enough to know what to post.” Again, can you imagine that a simple statement like that is used against you to now all of a sudden you’re responsible for your employees’ personal Facebook page of them making fun of one of your customers. I mean, don’t get me wrong, that employee should be reprimanded. But whether the employer should be responsible for that, I mean, you’ve got to draw the line somewhere. And so, obviously, I’m suggesting this is the right decision.

MATT: Yeah, I don’t see how you could find that was negligent training. They even had a handbook, too.

NASIR: Yeah, Hertz had a handbook that addressed safeguarding customer information. The court also, again, rightfully pointed out that an employer is not strictly liable – strictly liable meaning like a speeding ticket strictly liable – it doesn’t matter if you didn’t mean to go past a speed limit, if you’re speeding, you’re liable. Same with this case. Just because the employee doesn’t mean you’re automatically liable for anything.

MATT: Yeah, and they reference what I said a little bit ago that there’s no way they can oversee every single thing or every single time an employee steps out of line on something so that’s what it boils down to. I mean, go back to what I said before when we discussed the facts in this, they handled it about as well as I think that you can in this situation.

NASIR: Absolutely. I mean, it’s a big company. That handbook thing is actually good to note because having those policies, it’s strange because it’s made fun of a lot in pop culture. You have all these rules in the handbook and HR and HR gets a pretty bad name but there’s a rhyme and reason for all these different laws and also these rules and regulations that are actually put into writing in the handbook and though lawyers would prefer that these rules are followed in the handbook but it’s also more important that they’re also put in writing because then you can reference it. In fact, you know, we were going to talk about, in California, they’re having new requirements in April for anti-harassment policies. In April, you have anti-harassment policies that are required now to be put into handbooks in California, right?

MATT: Yeah. Well, let’s just jump into that right now. Starting April 1st of this year, a couple weeks after this episode will come out, employers in California with five employees or more have to put this anti-harassment, anti-discrimination policy in place in writing to its employees. The kind of the details of this, the first thing, it has to be in writing. It has to list out all the protected classes under California law that would be protected – obviously, race, religion, nationality, sex, gender, age, sexual orientation – all of those. There’s different ways which they can deliver the policy. You mentioned the handbook, that would be one way to go about it.

NASIR: Yeah, that’s probably the easiest because most employers with five or more have – or they should have – a handbook already.

MATT: You know, one thing I picked up on that was pretty interesting and I don’t know if all employers will notice this – this policy has to be written out and given to people in English but any additional language that is spoken by at least ten percent of the workforce, it has to be in that language as well which, you know, especially in California, obviously, that’s a very diverse state. Southern California, I mean, I’m here in San Diego, there’s quite a few people here that speak Spanish. It’s something you might not think about necessarily especially if, while they’re working, a lot of the employees speak English but maybe there’s ten percent that don’t.

NASIR: Yeah, and that actually works well with some other statutes in California where, if you negotiate a contract within certain languages, including Spanish among many other popular languages in California other than English, the contracts actually have to be translated in those languages as well if they’re negotiated that way. It also does say “primarily spoken” so just because ten percent of your workforce knows a second language may not necessarily mean that that’s the case but if you’re kind of susceptible to that kind of issue, it’s something you need to focus on.

MATT: Yeah, I would think it would mean if they can’t understand it in English and can only understand another language, I would think that would be the case. But, yeah, in addition to that, there’s a whole list of items that need to be included in this – things about management can’t retaliate and this applies to independent contractors, this applies to interns that they have to give it to.

NASIR: Yeah.

MATT: I think the big thing with this is, you know, for maybe smaller employers or smaller businesses that might not have put this in writing in the past, I mean, obviously, they have to do it now. That’s the big thing and I think that, obviously, with these bigger companies with the handbooks, I would hope or at least think that a lot of the handbooks already have these policies in place.

NASIR: Yeah, I would hope so and, again, a lot of HR companies or third-party sources will be able to have updated handbooks for your state – whether it’s law firms or others – and it’s very accessible nowadays. There’s really no excuse anymore.

MATT: Right.

NASIR: All righty, Hawaii. Have you ever been to Hawaii?

MATT: No, I have not

NASIR: Neither have I. That’s strange, you would think.

MATT: It seems close to here.

NASIR: It’s like four or five hours, right?

MATT: Yeah, pretty good length flight from about as close as you can get. Probably LA is a little bit closer.

NASIR: Very good. All right. Well, thanks for joining us.

MATT: Yeah, keep it sound and keep it smart.

Legally Sound | Smart Business

By

The Podcast Where Nasir Pasha and Matt Staub cover business in the news with their legal twist and answer business legal questions that you the listener can send it to info@legallysoundsmartbusiness.com.

Get Business Legal Updates

Please provide your full name.
Please provide a valid email address.
We respect your privacy, and we will never share your information. Unsubscribe at any time.
Legally Sound Smart Business cover art

Legally Sound Smart Business

A business podcast with a legal twist

Legally Sound Smart Business is a podcast by Pasha Law PC covering different topics in business advice and news with a legal twist with attorneys Nasir Pasha and Matt Staub.
Apple Podcast badge
Google Podcast badge
Spotify Podcast badge

Latest Episodes

July 14, 2021

Through a five-round championship bout, Matt travels to Texas from California to determine which state is better for business. Will it be a knockout with a clear winner or will it go to the scorecards?

June 16, 2021

Covered in this episode of Legally Sound Smart Business are some typical business mistakes blunders small businesses often make and how to avoid them. Blunder #1: Copying and pasting agreements It may sound like a good idea at the time, but this blunder comes with hidden pitfalls. Having an attorney draft terms that are specific…

February 4, 2021

How you terminate an employee can make the difference between a graceful transition to avoidable negative outcomes like a dramatic exit or even a lawsuit. We gathered a panel of experts and asked them – is there a “right way” to fire an employee? We would like to thank our guests for this episode: Amr…

December 2, 2020

The COVID-19 pandemic has turned nearly every aspect of life on its head, and that certainly holds true for the business world. In this episode, Matt and Nasir explain how the early days of the pandemic felt like the Wild West and how the shifting legal playing field left a lot open to interpretation and…

November 16, 2020

After plenty of ups and downs, our buyer has finally closed on the purchase of their business. While we’re marking this down in the ‘wins’ column, it never hurts to review the game tape. In this final episode, our hosts, Matt Staub and Nasir Pasha, return to the deal almost a year later to reflect…

September 15, 2020

The ink is drying on the signature line and things are looking great for our buyer. After so much hard work, the finish line is in sight and the cheering within ear shot.   Though the landlord is still serving friction, things seem safe to move forward and for now, our buyer will be keeping…

July 31, 2020

Though things are coming along well, the journey would not be interesting if it was purely smooth sailing. After our buyer opens escrow, they are forced to push the closing date back when suddenly a letter from an attorney was received claiming the business, we are buying has a trade mark on the name!  Now…

June 12, 2020

With frustration at an all-time high and professionalism at an all-time low, our friend the Buyer has “had it” with the Seller and quite frankly their lack of knowledge. At present our Buyer is rightfully concerned that the latest misstep from our loose-lipped Seller will threaten not only the entire operation of the businesses but…

May 11, 2020

As we go deeper into the buying process, we start to uncover more challenges from our seller and encounter some of the wrenches they are tossing our way. When we last left off in episode three our team was knee deep in due diligence for our buyer, had already penned and signed the Letter of…

April 4, 2020

One word–interloper! When a new mysterious broker enters the transaction and starts to kick up dust, Nasir and Matt take the reins. The seller signed off on the letter of intent (see episode 2), yet this “business broker” serves only friction and challenges by refusing to send financials, whilst demanding more of a firm commitment…

April 4, 2020

Just as most stories and deals start out, everyone is optimistic, idealistic and full of hope for clear skies. It’s a perfect outlook with a perfect setup for the ups and downs yet to come. Peek further behind the curtain and into the first steps of buying a business: the letter of intent. After the…

April 4, 2020

When a savvy buyer hears opportunity knocking to purchase a prime positioned business, she decides not to go it alone and taps in the professionals to help navigate what could potentially be a fruitful acquisition. “Behind the Buy” is a truly rare and exclusive peak into the actual process, dangers, pitfalls and achievements, that can…

August 7, 2019

GrubHub is subject to two “matters of controversy” that have likely become common knowledge to business owners: “fake” orders and unfriendly microsites.

May 28, 2019

In this podcast episode, Matt and Nasir breakdown the legal issues of the subscription industry’s business on the internet. Resources A good 50-state survey for data breach notifications as of July 2018. California Auto-Renewal Law (July 2018) Privacy Policies Law by State Why Users of Ashley Madison May Not Sue for Data Breach [e210] Ultimate…

March 12, 2019

In recording this episode’s topic on the business buying process, Matt’s metaphor, in comparing the process to getting married probably went too far, but they do resemble one another. Listen to the episode for legal advice on buying a business.

December 3, 2018

Nasir and Matt return to discuss the different options available to companies looking to raise funds through general solicitation and crowdfunding. They discuss the rules associated with the various offerings under SEC regulations and state laws, as well as more informal arrangements. The two also discuss the intriguing story about a couple who raised over…

July 24, 2018

Flight Sim Labs, a software add-on creator for flight simulators, stepped into a PR disaster and possibly some substantial legal issues when it allegedly included a Trojan horse of sorts as malware to combat pirating of its $100 Airbus A320 software. The hidden test.exe file triggered anti-virus software for good reason as it was actually…

April 17, 2018

Attorneys Matt Staub and Nasir Pasha examine Mark Zuckerberg’s congressional hearings about the state of Facebook. The two also discuss Cambridge Analytica and the series of events that led to the congressional hearings, the former and current versions of Facebook’s Terms of Service, and how businesses should be handling data privacy. Full Podcast Transcript NASIR:…

March 10, 2018

The Trump presidency has led to a major increase in ICE immigration enforcement. It’s critical for business owners to both comply with and know their rights when it comes to an ICE audit or raid. Nasir, Matt, and Pasha Law attorney Karen McConville discuss how businesses can prepare for potential ICE action and how to…

February 5, 2018

New years always bring new laws. Effective January 1, 2018, California has made general contractors jointly liable for the unpaid wages, fringe benefits, and other benefit payments of a subcontractor. Nasir and Matt discuss who the new law applies to and how this affects all tiers in the general contractor-subcontractor relationship. Click here to learn…

January 2, 2018

With a seemingly endless amount of new mattress options becoming available, it is unsurprising that the market has become increasingly aggressive. As companies invest in more innovative solutions to get in front of customers, review sites, blogs and YouTube videos have moved to the forefront of how customers are deciding on their mattresses and how…

December 7, 2017

In recent months explosive amounts of high profile allegations of sexual harassment, assault, and varying acts of inappropriate behavior have transcended every sector of our professional world. With a deluge from Hollywood and politics, and the private workforce, accusations have inundated our feeds and mass media. This harassment watershed has not only been felt within…

November 16, 2017

If you are not familiar with the EB-5 program started in 1990 to give green cards to certain qualified investors in the United States, then you may not have been alone a few years ago. Currently, the EB-5 program has since exploded since its inception and now hits its quotas consistently each year. The program…

October 10, 2017

Government requests come in multiple forms. They can come in as requests for client information or even in the form of investigating your company or your employees. Requests for Client Information General Rule to Follow Without understanding the nuances of criminal and constitutional law and having to cite Supreme Court cases, any government requests for…

August 24, 2017

Nasir and Matt suit up to talk about everything pertaining to employee dress codes. They discuss the Federal laws that govern many rules for employers, as well as state specific nuances in California and other states. The two also emphasize the difficulty in identifyingreligious expression in dress and appearance, how gender-related dress codes have evolved…

June 28, 2017

Nasir and Matt discuss the life cycle of a negative online review. They talk about how businesses should properly respond, how to determine if the review is defamatory, the options available to seek removal of the review, how to identify anonymous reviewers, whether businesses can require clients to agree not to write negative reviews, and…

June 7, 2017

On this episode of the Ultimate Legal Breakdown, Nasir and Mattbreak down social media marketing withguests Tyler Sickmeyer and Kyle Weberof Fidelitas Development. They first discuss contests and promotionsand talk about where social media promotions can go wrong,when businesses are actually running an illegal lottery, and the importance of a soundterms and conditions. Next, they…

April 3, 2017

On this episode of the Ultimate Legal Breakdown, Nasir and Matt go in depth with the subscription box business. They discuss where subscription box companies have gone wrong(4:30), the importance of a specifically tailored terms and conditions(6:30), how to structure return policies (11:45), product liability concerns (14:45),the offensive and defensive side of intellectual property (19:00),…

February 1, 2017

Nasir and Matt discuss the suit against Apple that resultedfrom a car crashed caused by the use of FaceTime while driving. They also discuss howforeseeable use of apps can increase liability for companies. Full Podcast Transcript NASIR: Hi and welcome to Legally Sound Smart Business! I’m Nasir Pasha. MATT: And I’m Matt Staub. Two attorneys…

January 5, 2017

The guys kick in the new year by first discussing Cinnabon’s portrayal of Carrie Fisher as Princess Leia soon after her death, as well as other gaffes involving Prince and David Bowie. They alsotalk about right of publicity claims companies could be held liable for based on using someone’s name or likeness for commercial gain.

December 22, 2016

Nasir and Matt discuss the recent incidentat a Victoria’s Secret store where the store manager kicked out all black women after one black woman was caught shoplifting. They then each present dueling steps businesses should take when employees are accused of harassment.

December 8, 2016

Nasir and Matt return to talk about the different types of clients that may have outstanding invoices and how businesses can convert unpaid bills to getting paid.

November 10, 2016

After a long break, Nasir and Matt are back to discuss a Milwaukee frozen custard stand that is now revising it’s English only policy for employees. The guys also discuss how similar policies could be grounds for discrimination and what employers can do to revise their policies.

October 6, 2016

The guys discuss the new California law that allows actors to request the removal of their date of birth and birthdays on their IMDB page and why they think the law won’t last. They also discuss how age discrimination claims arise for business owner.

September 29, 2016

Nasir and Matt discuss the racial discrimination claims surroundingAirbnb and how it’s handled the situation. They also discuss some practical tips for businesses experiencing similar issues.

September 8, 2016

Nasir and Matt discuss whyAmazon seller accounts are getting suspended and banned without notice and how business owners can rectify this situation through a Corrective Action Plan.

August 25, 2016

Nasir and Matt talk about the accusations surroundingfashion giant Zararipping off the designs of independent artists like Tuesday Bassen and howsmaller companies can battle the industry giants.

August 18, 2016

Nasir and Matt discuss Brave Software’s ad replacing technology that has caught the eye of almost every national newspaper and has a potential copyright infringement claim looming. They also welcome digital marketing expert Matt Michaelree to speak on the specifics of what Brave is attempting to do and whether it has the answers moving forward.

July 28, 2016

Nasir and Matt discuss the sexual harassment lawsuit filed by Gretchen Carlson against Fox CEO Roger Ailes. They also talk aboutthe importance of sexual harassment training and properly handling such allegations in the office.

July 15, 2016

Nasir and Matt talk about the changes at Starbucks that have led to many disgruntled employees and customers.

June 23, 2016

Nasir and Matt discuss the criminal charges facing FedExinvolving the alleged transportation of illegal drugs. They also talk about how business owners should address working with customers that may be breaking the law.

June 15, 2016

The guys return after a long break to discuss why Yahoo is auctioning off over 3,000 patents and how this decision will affect the longevity of the company.

May 25, 2016

Nasir and Matt discuss the increase in the salary thresholdfor exempt employees and how employerscan try to avoid paying overtime as a result.

May 18, 2016

Nasir and Matt discuss the Baltimore law that makes it very difficult to operate food trucks in the city. They also discuss all the legal restrictions tohaving a food truck.

May 11, 2016

Matt listens to Nasir recap the developing battle in his hometown of Vandalia, Ohio over whether a Dunkin Donuts can move into a location in close proximity to a local favorite donut shop. They then discusswhether the issue is more legal or personal.

May 9, 2016

The guys kick off the week by discussing a Nevada employee who is claiming she was fired for not supporting the Scientology beliefs of her employer.

April 27, 2016

The guys discuss the massive floods in Houston,how employers responded, and why one meteorologist became a local hero. They also discuss the steps businesses should take in preparing for storms outside the workplace.

April 20, 2016

The guys discuss the boycott of Amazon over the products of an unnamed presidential candidate. They also talkabout how a business should handle a boycott and whether it’s possible to exit one unscathed.

April 13, 2016

Click here to read HubSpot’s response on this topic. Nasir and Matt discuss the trend in startups to compensate programmers and other early employees with stock options and how the company culture at HubSpot isn’t what it seems.

April 6, 2016

Nasir and Matt discuss various lawsuits against social media platforms in which users are accused of artificially inflating their social currency.

We represent businesses.
That’s all we do.

Oh, and we love it.

We love our work. We love reviewing that lease for your new location. We thrive on closing that acquisition that nearly fell through. We’re fulfilled when we structure a business to grow, raise capital, and be legally protected.

We focus on developing close relationships with our clients by being like business partners. A partner who provides essential, personalized, proactive legal support.

We do all of this without utilizing the traditional billable hour model. You pay for the value we bring, not the time spent on calls, emails, and meetings.

Our team is made up of attorneys and staff that share these values and we are retained by clients who want the same.

Pasha Law PC operates in the states of California, Illinois, New York, and Texas.

Meet Our Team

Fractional General Counsel Services

Pasha Law Select offers the expertise of a high-end general counsel legal team for every aspect of your business at a fixed monthly rate. Pasha Law Select is deliberately designed to allow our legal team to be proactive, to anticipate, and to be comprehensive in serving our clients. To be great lawyers, we need to know our clients. We can’t know our clients unless we represent a select number of clients in the long-term. This is Pasha Law Select.

Learn More