Terms of Use

INTRODUCTION

Use of material presented on this site is subject to the following terms and conditions. You agree to these terms and conditions by accessing this site.

NO LEGAL SERVICES OR ATTORNEY CLIENT RELATIONSHIP

Although this web site may provide general information concerning potential legal issues, it is not a substitute for legal advice from an attorney who knows the facts of your particular situation. You should not and are not authorized to rely on this web site as a source of legal advice. Your use of this site does not create any attorney-client relationship between you and Horowitz & Rubinoff.

NO WARRANTIES AND LIMITATION OF LIABILITY

Information provided on this web site is provided "as is" without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. Horowitz & Rubinoff periodically adds, changes, improves, or updates the information and documents on this web site without notice. Horowitz & Rubinoff assumes no liability or responsibility for any errors or omissions in the content of this web site. Your use of this web site is at your own risk. Under no circumstances and under no legal theory shall Horowitz & Rubinoff or any other party involved in creating, producing, or delivering this web site's contents be liable to you or any other person for any indirect, special, incidental, or consequential damages of any character arising from your access to, or use of, this web site.

COPYRIGHT

Horowitz & Rubinoff claims a copyright in its works presented at this site. Horowitz & Rubinoff authorizes you to view, copy, download, and print Horowitz & Rubinoff documents on this web site, subject to the following conditions:

The documents may be used solely for personal, noncommercial, and informational purposes;
The documents may not be modified;
The following copyright notice and permission notice must appear in each document: "© Copyright 2021 Horowitz & Rubinoff. All rights reserved. Documents available from this web site are protected by the copyright laws of the United States and international treaties. All use subject to Conditions of Use set forth at http://www.horowitzrubinoff.com/terms."

COMMERCIAL USE OF HOROWITZ & RUBINOFF WEB SITE MATERIALS AND SCREEN SHOTS

Reproduction, copying, or redistribution of materials on the Horowitz & Rubinoff web site for commercial purposes is prohibited without the express written permission of Horowitz & Rubinoff. To obtain permission to copy portions of this site, please e-mail us and provide the following information in the body of the email:

The content you wish to use;
Where and how it will be used (for example, a book cover, magazine article, a brochure);
Where and how copies will be distributed and to what audience;
How many copies will be produced and distributed;
When you intend to publish;
What other materials will be associated with the Horowitz & Rubinoff content;
Your name, title, company, address, email address, and phone number.

We will evaluate your request and advise you as soon as possible. Horowitz & Rubinoff reserves the right to refuse permission to copy, distribute, broadcast, or publish any of its copyrighted material, including text and images on our web site.

LINKS TO THIRD PARTY SITES

If you use any links in this web site to web sites not maintained by Horowitz & Rubinoff, you will leave the Horowitz & Rubinoff web site. The linked sites are not under the control of Horowitz & Rubinoff, and Horowitz & Rubinoff is not responsible for the contents of any linked site or any link contained in a linked site. Horowitz & Rubinoff provides these links to you only as a convenience and the inclusion of any link does not imply recommendation, approval or endorsement by Horowitz & Rubinoff of the site.

H&R Weekly

Topic of the Week

Gender Identity Discrimination

Blog of the Week

Amazon is crushing Walmart in one metric: The rate of serious injuries in its warehouses

Immediately following a report that Amazon’s workplace injury rates were significantly higher than those of its top rivals, the online retail giant announced a tweak to its notorious “time off task” metric, which workers and advocates say is responsible for the punishing pace that leads to many injuries.

Thought for the Week

"What the LGBT community want is [for being LGBT] to be ordinary so that you are seen to be valued on merit. When our employees don’t have to think twice about struggling for the same benefits, recognition, or are afraid of being safe, then productivity goes up."

–Claudia Brind-Woody, VP & Managing Director, IBM

List of the Week

from The National LGBT Workers Center

BARRIERS FOR LGBT EMPLOYEES

A recent study suggests that nearly 50% of LGBT workers remain closeted at work and fear being stereotyped or jeopardizing professional connections. Anti-LGBT bias is highly prevalent in the workplace and creates massive hurdles in the day-to-day:

Hiring/Firing

27% of transgender workers reported being fired, not hired, or denied promotion in 2016-2017.

Wages Despite comprising

4.5% of adults in the United States, LGBT adults comprise 6.2% of people who earn less than $36,000 a year.
1 22% of LGBT workers were not paid or promoted at the same rate as colleagues.
Gay men report higher salaries than lesbian women, but both report less income than non-LGBT colleagues.

Benefits

Only 1 out of 5 U.S. companies offer paid family leave for LGBT employees.
Only 58% of Fortune 500 companies offer transgender-inclusive benefits.