![Jonathan Pollard](/img/default-banner.jpg)
- Видео 71
- Просмотров 190 874
Jonathan Pollard
Добавлен 2 июл 2007
Jonathan Pollard is an employment lawyer and writer. He is the principal of Pollard PLLC, a Fort Lauderdale, Florida law firm that litigates employment, discrimination, sexual assault, non-compete, trade secret, and defamation claims. Over the past decade, Pollard has appeared in or on The New York Times, Wall Street Journal, NPR, PBS News Hour, The Guardian, The New York Post, Law360, Inc. Magazine, and more.
Pollard not only appears in national and international media discussing relevant legal topics, he also receives coverage for his writings on business, leadership, and society. Pollard frequently shares his thoughts on LinkedIn, where he has 80,000+ followers.
Pollard not only appears in national and international media discussing relevant legal topics, he also receives coverage for his writings on business, leadership, and society. Pollard frequently shares his thoughts on LinkedIn, where he has 80,000+ followers.
Florida Employment Lawyer JP: Why I Do This
Florida Employment Lawyer JP: Why I Do This
Просмотров: 445
Видео
Why Litigation Counsel Should Vet Asset Purchase Agreements and Business Sales
Просмотров 4272 месяца назад
JP talks about the importance of having litigation counsel review, vet, and advise on asset purchase agreements, the sale of a business, and other similar transactions. Pollard discusses the frequent failure of transactional lawyers or "deal counsel" to spot litigation risks.
Litigating Complex Commercial Cases on a Flat Fee Basis
Просмотров 4552 месяца назад
Jonathan Pollard discusses how corporate law / BIGLAW feed on the billable hours. Pollard explains that flat fee arrangements are a viable alternative even in complex, high stakes commercial litigation. Pollard highlights some aspects of litigation that tend to be billable hour money pits. He then predicts that advances in AI and legal tech will result in a flat fee model emerging as the domina...
JP's Juneteenth Speech
Просмотров 5052 месяца назад
This one is about life not law. Happy Juneteenth.. Be easy. JP
Employment Lawyer JP: Mediation 101 - Just get up and LEAVE
Просмотров 6762 месяца назад
Jonathan Pollard is a high stakes litigation attorney and the founder of Pollard PLLC. Pollard and his colleagues have litigated hundreds of employment cases. In this video, JP explains why you sometimes have to just get up and leave mediation.
Employment Lawyer JP: Proving Your Discrimination or Retaliation Case
Просмотров 1,9 тыс.2 месяца назад
Florida employment lawyer Jonathan Pollard has represented thousands of employees and litigated hundreds of employment cases. He explains the importance of "pretext" in proving your discrimination or retaliation case.
Employment Super Lawyer JP: "In discrimination cases, always be suing."
Просмотров 1,7 тыс.3 месяца назад
In the vast majority of employment discrimination and retaliation cases, companies will never get real and make a reasonable settlement offer unless you file a lawsuit. Even once you file a lawsuit, you cannot maximize your position in these cases unless you are willing to go the distance. That means you have to put in the work and trust the process. No lawyer is going to do this and 100% commi...
Florida Super Lawyer Jonathan Pollard: Wrongful Termination 101 (Start Here)
Просмотров 1,3 тыс.3 месяца назад
Florida Super Lawyer and employment lawyer Jonathan Pollard gets real with you about what wrongful termination really means. Wrongful termination has nothing to do with what you think is wrong or unfair. It should be called illegal termination or unlawful termination. JP discusses the two main buckets of illegal termination: discrimination and retaliation.
Defending Non-Compete & Trade Secret Cases 2024 Update
Просмотров 5393 месяца назад
Jonathan Pollard and his colleagues at Pollard PLLC have litigated or arbitrated more than 150 non-compete and trade secret cases. This is his latest update on defending non-compete and trade secret cases.
Employment Lawyer JP Talks About Recording Laws
Просмотров 3283 месяца назад
In many states - including Florida - it is illegal to record a phone call or conversation without the other party’s consent. Those states are called two party consent states. In Florida, recording a conversation without the other party’s consent is actually a felony. Don’t record conversations with HR, Corproate or your manager and think that’s going to help your case. It will just backfire and...
Super Lawyer Jonathan Pollard: Why you MUST report discrimination to HR
Просмотров 6813 месяца назад
Lots of folks facing discrimination at work are afraid of reporting it to HR or corporate because they're afraid of being retaliated against. The harsh reality: Companies retaliate all the time. In fact, the typical corporate response to allegations of discrimination or sexual harassment IS to retaliate. That's messed up, but that's the truth. So, yes, you probably will get retaliated against. ...
EEOC Charge of Discrimination: Tips on Filing
Просмотров 6 тыс.3 месяца назад
Florida employment lawyer Jonathan Pollard discusses the importance of correctly filing your EEOC charge.
Non-compete agreements, slavery, the civil rights movement and Old Dixie
Просмотров 3344 месяца назад
Non-compete agreements, slavery, the civil rights movement and Old Dixie
Super Lawyer Jonathan Pollard: Employment Discrimination, Negotiations, and First 100 Case Update.
Просмотров 2,3 тыс.4 месяца назад
Florida Super Lawyer Jonathan Pollard is filing 100 of the ugliest, most egregious discrimination, retaliation, sexual harassment, and corporate misconduct cases that society has ever seen. This is the latest on his First 100 Case Project. Lots of insights for employees, plaintiffs, plaintiff-side employment lawyers, and anybody else who cares about these topics.
Litigation Train Wrecks, BIGLAW, Billable Hours and Second Opinions
Просмотров 4756 месяцев назад
Jonathan Pollard has spent 10 years litigating complex non-compete, trade secret, fiduciary duty, tortious interference, unfair competition, and employment cases. He routinely gets asked to provide a second opinion or "second set of eyes" on existing, complex, high-stakes litigation especially when the case has turned into a train wreck.
Employment Super Lawyer Jonathan Pollard: Human Resources (HR) is NOT Your Friend
Просмотров 1,2 тыс.7 месяцев назад
Employment Super Lawyer Jonathan Pollard: Human Resources (HR) is NOT Your Friend
Age Discrimination: Florida Super Lawyer Jonathan Pollard Gives His Take
Просмотров 5048 месяцев назад
Age Discrimination: Florida Super Lawyer Jonathan Pollard Gives His Take
Florida Super Lawyer Jonathan Pollard Discusses Pregnancy Discrimination
Просмотров 7058 месяцев назад
Florida Super Lawyer Jonathan Pollard Discusses Pregnancy Discrimination
JP talks about big companies tracking you and gathering data
Просмотров 3349 месяцев назад
JP talks about big companies tracking you and gathering data
Defining Hostile Work Environment: What It Really Means - Florida Employment Lawyer Jonathan Pollard
Просмотров 6 тыс.10 месяцев назад
Defining Hostile Work Environment: What It Really Means - Florida Employment Lawyer Jonathan Pollard
Retaliation: JP Explains Unlawful Workplace Retaliation
Просмотров 3,4 тыс.11 месяцев назад
Retaliation: JP Explains Unlawful Workplace Retaliation
Florida Employment Lawyer Jonathan Pollard Describes the Types of Cases He's Seeing & Accepting
Просмотров 1,2 тыс.11 месяцев назад
Florida Employment Lawyer Jonathan Pollard Describes the Types of Cases He's Seeing & Accepting
Why I'm Filing 100 New Employment Cases
Просмотров 1,7 тыс.Год назад
Why I'm Filing 100 New Employment Cases
Proving Employment Discrimination: Advice From Florida Super Lawyer Jonathan Pollard
Просмотров 15 тыс.Год назад
Proving Employment Discrimination: Advice From Florida Super Lawyer Jonathan Pollard
JP's Take on the Donald Trump Indictment
Просмотров 935Год назад
JP's Take on the Donald Trump Indictment
Part 1: I am (apparently) a white-passing white supremacist
Просмотров 657Год назад
Part 1: I am (apparently) a white-passing white supremacist
Part 2: I am (apparently) a white-passing white supremacist.
Просмотров 1,4 тыс.Год назад
Part 2: I am (apparently) a white-passing white supremacist.
Discrimination & Retaliation: Tips for Employees
Просмотров 13 тыс.Год назад
Discrimination & Retaliation: Tips for Employees
Johnny Depp, Amber Heard, MeToo, & More
Просмотров 1,5 тыс.2 года назад
Johnny Depp, Amber Heard, MeToo, & More
Have a new sub I have a discrimination situation atm we need to talk
I work for a medical company that deals with E.D. mens health. I didn't want to be in violation of there non compete but i want to open my own business. I created my LLC . I wanted to open a med spa. My company has never Cater to women under any circumstances, as we have always dealt with men's health issues. I was hired to do sales. Essentially reaching out to patients as an advocate in helping sell medication, now they are trying to expand it seems, and they want to open up from what I was told. What appears to be a medical clinic for ultimately? Looks more like a med spa and I'm concerned, as I'm currently in the process of putting my mail med spa together that they may try to come after me because they're very vindictive people, I'm concerned that they will say. That I cannot own a med spa because they're opening up something that has a similarity to a med spa. In Washington and I'm located in Florida. Even though the clinics that we do have currently cater to only men. I'm thinking about resigning my position immediately. Because I do not want to be told That I worked for a company had dealt and mid spa provisions while I was here any advice.
I’m a disabled veteran and started working at a company in the state of Florida, I made a interview agreement prior to my hiring that I couldn’t work within a 3 day span almost a month past my hiring and I’ll be back to work the following days. I came back from my 3 days off and I was terminated without reason. They are also trying to be a veteran free workplace. They have already forced retirement of one veteran employee and are known to not hire veterans.
Real proper like 😎
It's unbelievable.
We are at a standstill with our case. The postal service kicked out about 30,000 of us and we won our case about 15 years ago!! We are NOT being paid! They want us to jump through more hoops! No one is helping us!!!!!😢😢😢
Well... glad I saw this. I almost called you on my case. WOW - you are nuts.
Is retaliation hostile work environment apart of title 7, I have a case in the legal system, I am in Pennsylvania.
Aren't you worried about sharing too much information (including your legal strategy) with the opposing party with your 25 minutes detailed opening statement presentation? This gives the opposing party opportunity to counter your argument later on during the trial.
So how do you employment attorneys make money??🤑🤑
Damn man this very great contact. I wish I had knew about you years ago when I was going through a discrimination case with the.usps which is now the NRP class action usps! Anyways just subscribed
Is retaliation limited to the employment sector?
👏🏾
I had an ex assault me after he was told I was promiscuous and I had slept with half of SE Portland. The person who made the statement also stated I was lying about having cancer. Neither of these statements were true. I called police he was arrested. Should I file intentional infliction ?
you mentioned "every thing in writing", this no longer works against alot of bosses who will refuse to text anything that may put themselves at risk. i live in california. and it's illegal to ask for the pay and work conditions to be private, even asking for it to be private is illegal. even making a rule blocking employees from sharing working conditions may be illegal such as a policy of company is filming the workplace but employees are asked to not record ANYTHING. that would be an illegal policy infringing on the workers legal protection of being able to share the work conditions. i know plenty of employers who enacted these kinds of rules to attempt to suppress the workers, and these work places has the most misconduct from the employer itself. also this laws means that conversations with bosses can be recorded as long as work conditions and work related stuff is being discussed. legally it can't be asked to be private and thus reasonable expectation of privacy is removed. and thus it can be recorded. but alot of people in california dont know about this law.
This man is real and handsome. Geez
I have a paper trail a mile long all the way up to the CFO. Working on a demand letter now. Wish me luck!
Good luck, friend. I sent a demand letter in Feb and settled. I wish my attorney had not convinced me to hold off on EEOC Charge of Discrimination. He was not an employment attorney. However, luckily Colorado has extended statute of limitation on EEOC charges, so I'm going to investigate filing it now. As well, the NDA I signed was not enforceable, per POWR Act in Colorado. General Counsel of my former employer tried to give me shit about my unemployment filings, claiming they were disparaging and violating the NDA. I'm asking my current attorney if we can sue them for POWR Act violations, and filed CCRD complaint.
Can you speak on slander that caused you to be fired without investigation
We need safety net for 40+ yr olds; that discriminated from jobs due to age. Politicians get longterm jobs yet no job for 40+ yr olds citizens.
The 40+ age discrimination it's quite repulsive. Folks can't even land a job because recruiters search online folks age and info.
Can you do a video on the DTSA immunity provision? This seems to blow away all state law statutory claims--- what about state common law claims that appear in these cases (conversion, for example)?
I have been canvassing/interviewing attorneys all across Colorado to take an ADA discrimination case, and I am not impressed. I can't find one with the balls to take on a large corporation, or I feel has the backbone to stand up for the little man. My case is solid with evidence and testimony. Is it a multi-million dollar case? Probably not. HOWEVER, with punitive damages toward a company with a history of discrimination (latest 5 mill awarded for discrimination case), it could potentially be significant. I digress. IF you have any referrals in CO, or any CO attorney who might be reading this, and has the balls, confidence, and legal leverage that matches Mr. Pollard, then I'd love to hear from you.
I'm admitted in Colorado federal court. Colorado has good law for employees. Feel free to contact my Fort Lauderdale office, which is the main office that all inquires flow through. 954-332-2380.
Could you delve a little further on, " most strategically effective and advantageous way. " It
So many f words, so much anger, so much self centeredness. Most work places harassment will not be direct; it's subtle.
Exactly
NJEA pushed me towards applying for disabilty retirement rather than compel my employer to adhere to Union contract, District Policy, and NJ Labor & Anti-discrimination Laws. So frustrating!!!
What if the Director of HR is the one discriminating against you?
Laws are only as good as the AGENCY that enforces them.
Hi I need help! I am disabled my employer is aware prior to me having a stroke a year ago employer provided a reasonable accomodation bc i have chronic back issues with mobility issues. I had a stroke was out for a year dr said can return to work with accomodation to work from home. Manager would not allow me to said i had to come in. I called employee relations and filed a complaint a d was told I would need to go in office. 3 days later a slipped and fell in restroom and paramedics transported me to trama center where i had closed head injury with post concussion syndrome and prior to i used a cane now I have to use a walker because as dr stated my prior medical injuries are exacerbated from the fall. I filed an EEOC complaint. While i was hospitalized i was now given a temp reasonable accomodation. What can i do
I appreciate your blunt, straight up, bottom lining of what's real! I'm greatly encouraged after hearing you, tonight. Finally, an attorney with a set of balls! jr
My former employer is intimidating me for being truthful with the state on my unemployment claim. They're saying it violates my private settlement agreement with them (for violating my rights more than once when I was employed with them). No private settlement agreement should waive an unwaivable right like collecting unemployment benefits, correct? Besides filing charges with yhe NLRB, how can I defend myself against this intimidation? The statement I gave to the state was under instruction of counsel, but I'm not super confident in his legal strategy.
I was fired within 3 days of telling my job I was just diagnosed with cancer. It has really taken a toll on me .
I got a question can anybody answer after I accepted their offer how long does it take to receive my eeoc settlement check????? Anyone know???? Its been a week since i accepted
Buddy buddy omg bro I literally filed an EEOC case about a year and a half ago and it's nothing like what you've been going on a rant for for 30 minutes it didn't take as long as it did for me to listen to all that crap you was talking about it is so simple go to the EEOC portal and go to where it says file a case and that's it buddy add hope you get a call back from an investigator to start on your case and it goes just like that it's like I said I went through a case and mine just got settled about 2 weeks ago
You could explain it better
How do you handle gaslighting when you are in a hostile environment.
I have a CAR from EEOC with a mediation with the employer on the 28th of August and im not being represented by an attorney i just have lies that they told in their initial response to EEOC what must i do or ask for??
Figure your price.
EEOC is worthless
Come to Pennsylvania for a legitimate case?
Lost my job due to getting covid,even with a doctor's note in Pennsylvania you can get fired even without reason, its an at will Commonwealth. I did file a complaint with the EEOC Been waiting to hear back from them
What about if you are filing in Texas?
Im not a Lawyer just here to help, but this is what I have that can be useful that you can copy if you are in texas let me know what you think, bless. Statement on Dual Filing I am submitting this complaint to assert claims under both federal and state laws. I request that this complaint be dual-filed with the U.S. Equal Employment Opportunity Commission (EEOC) and the Texas Workforce Commission Civil Rights Division. I seek to ensure that all of my rights and remedies for illegal discrimination are fully pursued, including those available under both federal and state law. Specifically, I intend to pursue claims under federal laws, including but not limited to Title VII of the Civil Rights Act of 1964. Additionally, I seek to pursue claims under the Texas Commission on Human Rights Act (TCHRA), also known as Chapter 21 of the Texas Labor Code, for violations of my rights under Texas state law. This dual filing is made to protect and enforce my legal rights under both federal and state law, ensuring that my claims for illegal discrimination are thoroughly investigated and that all appropriate remedies are pursued.
I greatly appreciate you!!!
Not all heroes wear capes. People need to know this!!!! Like HR, this organization is very hard to make progress with, and often does not help. People think it is an avenue, but often better to hire an attorney to negotiate a higher severance or settlement. After that start your own business and never return to corporate. Discrimination is at a high right now, and these companies almost know that they will likely get away with it.
Good information, I've been on paid administrative leave for going on 15 months now. These employers are out to get us whistleblowers.
Asking for a friend: What if you have "evidence" of all three. ADA,FLSA, and whistleblower retaliation. As you've said in other videos, the company is not going to admit to the real reason for termination. Additionally, i rather my friend, doesn't know which of these is the reason, or potential all 3 because they see this employee as a threat. So the employer gives a bunch pretextual bull shit as the reason for termination. So my question is, do they pursue action thru the EEOC or other government agency showing evidence for all three retaliating claims or do they put all their eggs in one basket? If so witch generally easier to prove, or generally more favorable outcomes to the employee? Side note just discovered your channel..luve it and apologies if you have answered similar question, because i have not gone thru all your video's YET.
How long ago can you start a case from?
The EEOC deleted my pregnancy discrimination case in Atlanta. Now, I have been unlawfully Blackballed and is not being considered for employment.
I just found you and you are amazing you are like my soulmate my opposite sex the opposite sex is your soulmate you're my soulmate
I don't mean to sound like a weirdo either I meant like my soulmate in as far as brainology thank you so much but I need a lawyer in Illinois to help me
Truth hurts. You are right. I am convinced by your explanation.
Hello Mr. Pollard. My name is Lamont and I wanted to know if you could recommend someone as sharp as you to represent me in an ADA claim in NC. I have about 30 days left to file my claim. I have been given a right to sue letter from the EEOC here in NC, but I can't find a lawyer that will take the case, although I have tried literally dozens of them.
I believe it's hard to get corrected info sometimes then find out you had a strong discrimination case ..a company can't post a position for 1 day with no interview can be questioned
You made it simple, Thank you . We wish you had more time to educate and spend on your channel .