Dear Reader:
When you read this website, HR Counsel Blog, please keep the following in mind. If you cannot or will not accept what is stated below, please direct your browser elsewhere. If you proceed to read the content on the site, I will conclude that you agree to all of this. I would like to avoid any misunderstanding as to the purpose of this website or the relationship between author and reader.
This is a website that provides information. It is not legal advice and is not an advertisement for legal services.
Unless you have signed a written agreement with my law firm, I am not your lawyer and therefore, you are not our client. That means there is no attorney-client relationship. Even if you are one of our clients, the information here is intended for a general audience and is not tailored for your specific needs. If you need legal advice, please contact a lawyer directly. It would be improper for you to make important decisions relating to your life, liberty or property based only on information you read online. You should not do that with any website, and certainly not this one.
Although I try my best in every instance to be accurate, it could be that some information on this website contains errors. Moreover, the information you find here may have become out-of-date. Opinions get overruled and the law changes. I DISCLAIM ANY AND ALL WARRANTIES RELATING TO THE INFORMATION ON THIS SITE, INCLUDING, BUT NOT LIMITED TO THE ACCURACY OR CURRENTNESS OF THE INFORMATION CONTAINED HEREIN.
The vast majority of the time I do not editorialize or state opinions of what I think the law should be. Instead I talk about what the law is. In the rare instances that I do state my opinion, that is in no way a reflection on or a representation of any opinion held by my law firm. Furthermore, I do not write about ongoing matters in which we represent the participants.
I welcome comments and suggestions from the readers of this blog. Please use discretion when doing so. Again, unless there’s a written agreement in place, I am not your lawyer, and so the question of confidentiality in that situation may be problematic. If you’re with the press, or are looking for a speaker at your event, I would be glad to discuss the possibility with you.
Please check this page from time to time, as I reserve the right to modify these terms and conditions, and if you continue to visit the site after those changes are made, I will assume that you have accepted them.
Thank you for visiting HR Counsel Blog.
Sincerely,
Paul Cherner
