Week in Review


Apple is making the news this week in connection with its recently issued 'iTime' patent for a new smartwatch device and as anticipation grows for the soon-to-be released iPhone 6. The news on Apple isn’t only technology related though. Apple is also fighting a class action lawsuit in California for allegedly denying lunch breaks and final paychecks to employees. The link below provides greater detail on this lawsuit, as well as other employment-related lawsuits Apple is currently defending. Be sure to add a review of your wage and hour practices to your to-do list this year.  And, for the curious, links can be found below to articles discussing the predicted features of the new iPhone 6 and “iTime” smartwatch. Both products are expected to launch this Fall.

Technology and the Workplace
Apple dealt new class-action lawsuit by 20,000 employees (CNET)
Technology, Aided by Recession, Is Polarizing the Work World (NYTimes)
Dell becomes largest company to accept bitcoin (LA Times)
The Hot HR Technology Trends of 2014 (Forbes)
A Startup Creating a Hyper-Smart Office That Tracks Everything (WIRED)

Technology and the Law
Can Use Agreement Protect Apple and Sina Weibo?  (Forbes)
New York unveils Bitcoin license rules (CNN)
Snowden asks hackers to protect whistleblowers (CNN)
Easier Ways to Protect Email From Unwanted Prying Eyes (NYTimes)
Defense lawyers say feds' refusal to screen inmate-attorney email frustrates right to counsel (ABA Journal)

There's an App for That
Apple Readies a Big Bet on Big-Screen Phones (WSJ)
Apple's 'iTime' Patent Hints at Possible iWatch Features (Mashable)
Facebook Adds a Read-It-Later Button (The Atlantic)
Robot Wearable Adds Two Fingers To Your Hand (Mashable)
Aspire raises money for marketplace where employees pick their own company perks (The Washington Post)

Topics:  Apple, Mobile Devices, Technology

Published In: Labor & Employment Updates, Science, Computers & Technology Updates

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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