#legal

The French cable operator behaves like a slow-motion corporate pratfall that Inspector Clouseau himself would applaud? Every time I turn away, they slip on another banana peel, fall down an elevator shaft, and somehow manage to set the building on fire on the way down.
The Case: Does your dog bite?
Altice USA has filed an antitrust lawsuit against several major lenders including Apolo Capital, Ares Management and BlackRock accusing them of forming a cartel that has frozen the company out of the credit markets.
Let me restate this:
A company buried in debt is suing lenders because the lenders...don't want to lend it more money. A Decade of French Stewardship:
Altice didn't just show up one day.
They bought Suddenlink and Cablevision a decade ago, and then managed it with the precision and discipline of a French road crew on strike.
The French love of hierarchy, bureaucracy, and central planning collided with two gritty American cable operators and the result was...this.
Ten years of shrugging, hand-waving, and "we will study zee matter carefully," all while the infrastructure aged like Camembert left out in August.
Now, after torching the balance sheet and alienating customers, Altice has concluded that the real problem is...the finance bros.

Company being sued by CT AG for misleading advertising, failure to deliver speeds and allegedly fraudulent fees charges to customers. IS NY NEXT?

Is LBT going to defend this person at all cost ?

A group of US state AGs requested a hold separate motion to block/pause further integration while court reviews the deal. Hearing scheduled for early Jan. What would this mean considering how far the integration already is?

From a Google search :

Wrongful Termination: Companies cannot lay off an employee in a specific position and immediately hire a new person to fill that exact same role domestically without risking a wrongful termination lawsuit. However, replacing the position with an offshore role is generally considered a valid business decision.

Would this qualify for anyone who holds a position that will remain and then gets "kicked out" by another person? Would this qualify as grounds for wrongful dismmisal as the company didn't actually downsize or move out that role?

https://www.wsj.com/tech/intel-defends-its-star-executive-hire-in-legal-clash-with-tsmc-e6c9de6e

https://straussborrelli.com/2025/11/25/verizon-new-jersey-warn-act-investigation/

when MD retaliates? There is clear documentation of that available, there are credible witnesses willing to speak up. Someone once advised to go to Ethics and not HR as HR will just bury the matter. Ethics may also try to do that, but Ethics reports up the Legal chain not HR. Will Ethics act in case they think there's enough evidence to stand in court if the person decides to sue?
Has there been a single case where an MD has been taken to task properly by Ethics - say being written up or anything else? How does Ethics investigate and/or close a case - they produce a report?

Justice is coming back to US workers. But the dam age maybe too bad to recover from unless they start reversing statuses.

https://www.newsweek.com/h-1b-visa-update-department-labor-americans-11104262

https://www.newsweek.com/h-1b-visa-update-department-labor-americans-11104262

What happens if I decline severance?

Maybe I want to keep legal rights. severance may require waiving claims.

Maybe terms are too restrictive. noncompete or gag rules feel unfair.

Maybe i hope to negotiate. first offer seems too low....

Maybe i want clean unemployment. severance could affect benefits??????????????????????

Fu--ing, maybe I feel rushed. i do not want to sign under pressure.

TSMC sues ex-exec Wei-Jen Lo over secrets theft - Breaking The News https://share.google/QYQr7IUivQgG5of0z

Has anyone considered consulting an attorney? Not for wrongful termination. Just to review the numerous documents to make sure we're not getting sc--wed according to your state's laws.

Just curious if anyone is actually considering legal action against this company

The first sentence on the above doc says: You are advised to consult with your attorney before signing your Severance Agreement and Release ("Release") ...... etc.

Is that really necessary? And, anyone done that in the past and if so why? If you are inclined to share and Tx.

More are being chopper soon and as a mgr seeing the intentional bs behind it, forced ratings , blocked promotions and much more, i’d love to help get any ball rolling for a lawsuit against this place

Legal and regulatory issues
Kickback allegations: The U.S. Department of Justice filed a False Claims Act complaint alleging Elevance, along with Aetna and Humana, paid hundreds of millions of dollars in illegal kickbacks to insurance brokers for steerage into their Medicare Advantage plans, notes the Department of Justice and Healthcare Finance News.

Medicare star ratings: A federal judge ruled against Elevance in its lawsuit challenging the government's calculation of its Medicare star ratings, reports Reuters and STAT News.

Behavioral health claims: The company is facing a class-action lawsuit and reached a preliminary settlement of $12.9 million for allegedly improperly denying coverage for residential treatment for mental health and substance use disorders, according to Becker's Payer Issues.

"Ghost network" lawsuit: Elevance is involved in a second lawsuit accusing it of maintaining "ghost networks," which are inaccurate provider directories, causing members to be misled about in-network providers, notes Modern Healthcare News.
Securities investigation: The company is also under investigation for potential securities law violations, as reported by GuruFocus.

To those impacted, by accepting the severance, you are not able to take legal action against Verizon. If you have something that you’ve been afraid to speak up on that has legal ramifications, consult with an attorney before accepting the severance.

It’s not fair to say all of Verizon is shady. There are shady leaders. Some who continuously get away with things even after valid reports to HR.

I was on Maternity Leave and STD and it was determined that my performance was the reason I had been affected. Is this even legal? I thought that is protected by FMLA? Has anyone else who was on a LOA affected, too?

Legal team was massively impacted by rifs.

Any one from Germany, how much need to negotiate for 6.5 years experience in synopsys. please help me to understand some thumb rule to negotiate with HR.

In German labor law, if you want to challenge a termination (Kündigungsschutzklage) in court, you must file the lawsuit within 3 weeks of receiving the termination letter.

Judge Dismisses Most Claims in Webway 360 Vs. Xerox Lawsuit.
https://tonernews.com/forums/topic/judge-dismisses-most-claims-in-webway-360-vs-xerox-lawsuit/

We are already a small team - anyone knows if there will be any impact in legal department?

What is with the Tesco lawsuit? Seem Samsung as well?

https://cloudinfra.blog/how-broadcoms-takeover-of-vmware-sparked-lawsuits-patch-access-fights-and-a-licensing-backlash/

WARN requires 60 calendar days' written notice. The law makes no provision for any alternative such as pay in place of a notice. While an employer who pays workers for 60 calendar days instead of giving them proper notice technically has violated WARN, the provision of pay and benefits in place of a notice is a possible option. Because WARN provides for back pay and benefits for the period of the violation, up to 60 days, generally this approach by an employer—pay in place of notice—means that the employer has already met the penalty specified in the Act, if the payment is not required to be made. WARN allows voluntary payments of wages and benefits to be offset against any damages that might be awarded.

https://webapps.dol.gov/elaws/eta/warn/faqs.asp#:~:text=An%20employer%20that%20fails%20to,not%20required%20to%20be%20made.

https://www.mediapost.com/publications/article/410715/verizon-asks-scotus-toreview-privacy-fine.html

Hello Gentleman,

I just wanted to let you know that you're under federal investigation even though you both think you're untouchable. I cannot wait to sit across from you in federal court and destroy both of you with evidence. Get ready memaws, Grandmas, and GIGis. You're all going down to the penitentiary.

Please don't rip my head off for this post. I have read the act and the "single site/location" of 500 or more employees confuses me. Im not a damn lawyer. I'm in a state that falls under the Federal guidelines of 60 days. Any wisdom if Vz will have to follow this law? (Bracing for incoming fire)

Verizon retaining employees with H-1B visa status versus retaining US citizens. What gives? What is the US employment law statue?

If your employer fails to report layoffs to the WARN system, you may have grounds to take legal action. The Worker Adjustment and Retraining Notification (WARN) Act requires employers to provide 60 days' notice before mass layoffs or plant closures. If they do not comply, affected employees can seek compensation.

Steps to Take

1. Confirm Eligibility

• Ensure your employer has at least 100 full-time employees.
• Verify that the layoffs affect 50 or more employees at a single site within 30 days.

1. Gather Evidence

• Document the details of the layoffs, including dates, number of employees affected, and any communications from your employer.

1. Consult an Attorney

• Seek legal advice from an attorney experienced in employment law. They can help you understand your rights and the potential for a class action lawsuit.

1. File a Class Action Lawsuit

• If multiple employees are affected, you can join together to file a class action lawsuit. This can help share legal costs and strengthen your case.

Potential Compensation

If successful, you may be entitled to:

• Up to 60 days of back pay and benefits.
• Additional damages if the employer's actions were willful.

Reporting Violations

You can also report WARN Act violations to the U.S. Department of Labor. They may investigate and enforce compliance, which can support your case.

Taking these steps can help you navigate the legal process if your employer fails to report layoffs as required by the WARN Act.

I knew they were doing the Global Tech layoffs in EMEA last week, but a friend of mine just got let go here on campus- Legal Privacy office. Any other groups impacted last week?

A recent report has highlighted troubling ethical concerns regarding Verilogue, a medical research firm owned by Publicis Groupe, focused on pharmaceutical marketing research. The report describes how Verilogue incentivized doctors to record real patient conversations, which were then used to optimize marketing strategies for pharmaceutical products, including opi--ds such as OxyContin.

Lawsuits associated with this practice allege that recorded conversations were used to overcome patient concerns and maximize dr-g sales, contributing to the opi--d epidemic and resulting public health crises. While Publicis and Verilogue maintain these recordings were obtained with patient consent and in regulatory compliance, the use of intimate physician-patient dialogue for commercial marketing exploitation raises significant privacy and ethical questions.

This is especially notable given Publicis' previous opi--d-related legal settlements, including a $350 million settlement linked to its broader role in opi--d marketing. The ongoing use of such research methods could further impact Publicis’ reputation and raises calls for ethical reform in medical marketing.

The situation underscores the tension between legal compliance and ethical responsibility in pharmaceutical advertising practices. Users posting here should note the serious implications for patient privacy and public health tied to these practices.

Can anyone please suggest any lawyers already working on a class action lawsuit?

I remember seeing some names of law firms mentioned on here in the past but cannot find them amongst all the posts.

Thanks!

Anyone ever get a DUI in a company car? What will happen, do you have to say anything? She hasn’t been convicted yet. Asking for a coworker.

NEW YORK--(BUSINESS WIRE)--Why: Rosen Law Firm, a global investor rights law firm, continues to investigate potential securities claims on behalf of shareholders of F5, Inc. (NASDAQ: FFIV) resulting from allegations that F5 may have issued materially misleading business information to the investing public.

What is this about: On October 15, 2025, F5 filed a Current Report on Form 8-K, in which F5 had learned in early August that a “highly sophisticated nation-state threat actor had gained unauthorized access to certain [F5] systems.” In addition, F5 stated that “during the course of its investigation, [F5] determined that the threat actor maintained long-term, persistent access to certain F5 systems, including the BIG-IP product development environment and engineering knowledge management platform,” and that “through this access, certain files were exfiltrated, some of which contained certain portions of the [F5]’s BIG-IP source code and information about undisclosed vulnerabilities that it was working on in BIG-IP.”

On this news, F5’s stock price fell $35.40 per share, or 10.7%, to close at $295.35 per share on October 16, 2025.

https://www.businesswire.com/news/home/20251030870529/en/Rosen-Law-Firm-Encourages-F5-Inc.-Investors-to-Inquire-About-Securities-Class-Action-Investigation-FFIV

Left hand to buy the right hand? Is it legal for Intel to buy a startup (not doing well at all) owned by the same CEO? Is it financial game/scam that Lip-Bu Tan is playing?

Fiserv may make it. The determing factor not being discussed is that class action lawsuit.

Did anyone else get laid off while on maternity leave? Do you know how it’s impacted?

HR was no help in getting clarity before I lost access to my email, etc. on Tuesday. I’ve only been on leave for 3 weeks, so not sure if there are legal obligations for Target to fulfill my full approved leave or if it can just end.

Curious if others in a similar situation have heard more on it.

A former executive at a company that sells zero-day vulnerabilities and exploits to the United States and its allies pleaded guilty in federal court in Washington, DC, on Wednesday to selling trade secrets worth at least $1.3 million to a buyer in Russia, according to US prosecutors.

Peter Williams, a 39-year-old Australia native who resides in the US, faced two charges related to the theft of trade secrets. As part of the plea agreement, Williams faces between 87 and 108 months in prison and fines of up to $300,000. He must also pay restitution of $1.3 million.

Williams will be sentenced early next year. Until then, he will remain on house arrest at his apartment, must undergo electronic monitoring, and is permitted to leave his home for one hour each day, according to the plea agreement.

Williams worked for less than a year as a director at L3 Harris Trenchant—a subsidiary of the US-based defense contractor L3Harris Technologies—when he resigned in mid-August from the company for unspecified reasons, according to UK corporate records. Prior to his time at Trenchant, Williams reportedly worked for the Australian Signals Directorate, during the 2010s. The ASD is equivalent to the US National Security Agency and is responsible for the cyber defense of Australian government systems as well as the collection of foreign signals intelligence. As part of its signals intelligence work, the ASD has authority to conduct hacking operations using the kinds of tools that Trenchant and other companies sell.

This month the Justice Department accused Williams of stealing seven trade secrets from two companies and selling them to a buyer in Russia between April 2022 and June 2025, a time period that coincides in part with Williams’ employment at L3 Trenchant.

The document does not name the two companies, nor does it say whether the buyer, described by prosecutors as a software-based Russian broker, was connected to the Russian government. (L3 Trenchant faces no criminal liability.)

According to the US attorney overseeing the case, Tejpal S. Chawla, the FBI alerted L3 Trenchant sometime in 2024 that some of its software had leaked. As TechCrunch reported last week, Trenchant was investigating an alleged leak of its hacking tools by employees—an investigation that Williams, then general manager of the firm, oversaw, prosecutors said during Wednesday’s hearing.

Williams was voluntarily interviewed by the FBI multiple times this summer, including once on July 2. The same month, prosecutors say, Williams signed a contract with the unnamed Russian company worth hundreds of thousands of dollars, using the alias John Taylor and an email address with the same name. This deal followed a separate contract that prosecutors say Williams signed in June. The FBI again interviewed Williams in August and confronted him about the sale of company secrets, prosecutors said. The prosecution said Williams admitted to the sales at that time.

Prosecutors assert that Williams made at least $1.3 million from the sale of the trade secrets and have moved to seize his assets, including a home in DC, funds held in several banking and crypto accounts, and a list of luxury items that includes nearly two dozen high-end and replica watches and other designer goods.

Trenchant, known formally as L3 Harris Trenchant, develops hacking tools for the US government and its allies. L3 Trenchant was formed after L3 Technologies purchased Azimuth Security and Linchpin Labs in 2018 and combined the two companies. L3 Technologies later merged with a military communications equipment provider to form L3Harris.

Azimuth was a developer of zero-day exploits based in Australia, and Linchpin Labs was a software firm founded by former intelligence officials from Five Eyes countries. (Five Eyes is a surveillance partnership formed by the US, the UK, Canada, Australia and New Zealand.) Trenchant develops various forms of hacking tools for browsers such as Chrome, as well as Apple’s iOS, Android, and desktop and network computing systems.