Reports Legal Elite

LABOR/EMPLOYMENT LAW

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Edward Lee “Eddie” Isler

IslerDare PC
Tysons Corner, Richmond

 

Title: Managing partner

Other legal specialties: Employee benefits

Birthplace: New York City

Education: Bachelor’s degree, University of Virginia; law degree, College of William and Mary

Spouse: Kimberly    

Children: Emily, Lindsay, Christy and Michael

Hobbies or pastimes: Basketball, camping/RVing, ministry/service activities

First job as a lawyer: Clerk, The Hon. James C. Turk (U.S. District Court Western District of Virginia) 1987-88

Fan of: U.Va. basketball, Redskins, Nationals, Wizards

Favorite vacation spot: The mountains

Recently read books: “Gilead” by Marilynne Robinson; “Never Let Me Go” by Kazuo Ishiguro; and  “Wild at Heart” by John Eldredge

Career mentor:  I had many mentors in my Gibson Dunn days (1988-95), but if I have to single one out, it would be Joe Canary.  What he taught me still haunts my thought processes.

What major developments are you seeing in employment law? Over the past eight years, we have seen significant efforts to expand workplace protections for employees, including the expansion of protected characteristics, attempts to bar employers from asking applicants about criminal backgrounds or prior pay history, and mandatory sick leave for federal government contractors in numerous jurisdictions.  Many of these changes are happening at the state/local level, and Virginia employers with offices in other locations more than ever must pay attention to the state laws that govern where their employees work.

What tips do you have for employers concerning use of social media in the workplace? The National Labor Relations Board (NLRB) has invaded the social media space, taking a very aggressive view of the rights of employees under labor law to post on social media regarding workplace issues.  Although many of these postings are nothing more than employees slamming their managers, the NLRB has taken an unreasonably expansive view of concerted activity. So, employers should be cautious and evenhanded in taking action against their employees for items that are posted on social media.

 


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