Sheila Willis

Sheila Willis

Fisher Phillips

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4 Answers for Federal Construction Contractors Facing New Collective Bargaining Rules

Certain federal construction contractors and subcontractors should take the time now to review new labor requirements impacting most large-scale federal construction projects. A final rule, which the Biden administration...more

12/29/2023  /  Biden Administration , Collective Bargaining , Collective Bargaining Agreements (CBA) , Construction Industry , Construction Project , Contract Negotiations , Executive Orders , Federal Contractors , Final Rules , Hiring & Firing , Project Labor Agreements , Subcontractors , Unions

Workplace Law Forecast 2024 - Your workplace law recap for 2023 and predictions for 2024 to help you prepare for the coming year.

When I reflect on the relationship that our firm has with our clients, I’m most proud of the fact that you can always count on us. That often means defending complex litigation, steering you through regulatory threats,...more

12/4/2023  /  401k , Acquisitions , Affirmative Action , Artificial Intelligence , Automotive Industry , Bias , California Consumer Privacy Act (CCPA) , Car Dealerships , Chevron Deference , Child Labor , College Admissions , Colleges , Construction Industry , Consumer Privacy Rights , Coronavirus/COVID-19 , Corporate Counsel , Criminal Prosecution , Cybersecurity , Data Deletion , Data Privacy , Data Security , Department of Homeland Security (DHS) , Department of Labor (DOL) , Diversity , E-Verify , Educational Institutions , EEO-1 , Electronic Records , Employee Handbooks , Employer Liability Issues , Employment Eligibility Verification , Employment Litigation , Employment Policies , Equal Employment Opportunity Commission (EEOC) , EU , Exempt-Employees , Fair Labor Standards Act (FLSA) , Federal Contractors , Federal Labor Laws , Federal Trade Commission (FTC) , Foreign Corrupt Practices Act (FCPA) , Foreign Nationals , Foreign Workers , Form I-9 , H-1B , Health Care Providers , Healthcare Facilities , Healthcare Workers , Highly Compensated Employees , Hiring & Firing , Hospitality Industry , Hotels , Human Resources Professionals , International Labor Laws , Joint Employers , Jury Verdicts , L-1 Visas , Labor Reform , Labor Relations , Labor Shortage , Manufacturing Employers , Mergers , Mexico , Name and Likeness , New Legislation , New Rules , NLRB , Non-Compete Agreements , OFCCP , OSHA , Over-Time , Pay Data , Pay Equity Laws , Pay Transparency , Payroll Taxes , Privacy Laws , Professional Employer Organization , Proposed Rules , Recordkeeping Requirements , Recruitment Policies , Remote Working , Reporting Requirements , Restaurant Industry , Restrictive Covenants , Retirement Plan , Salaried Employees , Scheduling Letters , School Districts , School Policies , SCOTUS , SECURE Act , Severance Agreements , Sports , Staffing Agencies , State Labor Laws , State of Emergency , Student Athletes , Student Loans , Students , Tip Credit , Title IX , Trade Secrets , Transgender , Union Organizers , Unions , Universities , USCIS , Wage and Hour , Workplace Safety , Workplace Violence

Your 2023 Government Shutdown Playbook: An Essential Guide For Employers

Although a government shutdown was averted in September, the stopgap funding bill lasts only through November 17 – meaning that the federal government will shut down if Congress cannot reach an agreement by then. How will...more

11/13/2023  /  EEO-1 , Employment Discrimination , Federal Budget , Federal Contractors , Government Shutdown , Immigration Procedures , Labor Relations , Wage and Hour , Workplace Safety

Your 2023 Government Shutdown Playbook: An Essential Guide For Employers

If Congress cannot approve a budget by October 1, the federal government will shut down. What will this mean for employers across the country? A look back at the most recent government shutdown will provide lessons on what...more

9/27/2023  /  Corporate Counsel , EEO-1 , Employment Discrimination , Federal Budget , Federal Contractors , Government Shutdown , Immigration Procedures , Labor Relations , Wage and Hour , Workplace Safety

Did Workplace DEI Programs DIE Following the Supreme Court’s Affirmative Action Decision? 6 Steps You Should Take to Ensure...

It’s been nearly two months since the Supreme Court struck down affirmative action in college admissions – and many employers are still wondering whether their workplace Diversity, Equity & Inclusion programs are still legal...more

9/21/2023  /  Affirmative Action , College Admissions , Diversity , Employer Liability Issues , Equal Protection , Fourteenth Amendment , Hiring & Firing , Job Applicants , Race Discrimination , Recruitment Policies , SCOTUS , Students for Fair Admissions v Harvard College , Students for Fair Admissions v University of North Carolina

What Construction Employers Need to Know About the EEOC’s New Focus on Discrimination in the Industry

Construction employers should be mindful of the federal government’s renewed focus on combatting discrimination and harassment in the industry. A recent report from the Equal Employment Opportunity Commission (EEOC)...more

9/8/2023  /  Affirmative Action , Anti-Discrimination Policies , Anti-Harassment Policies , Construction Industry , Construction Workers , Department of Labor (DOL) , Employment Discrimination , Equal Employment Opportunity Commission (EEOC) , Federal Contractors , General Contractors , Good Faith , OFCCP , Pay Transparency , Retaliation , Subcontractors

New OFCCP Scheduling Letter Creates Additional Burdens for Federal Contractors: Your 5-Step Plan

The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) announced on August 25 that it has updated its Supply and Service Scheduling Letter and Itemized Listing – also known as its scheduling letter –...more

8/30/2023  /  Affirmative Action , Audits , Documentation , Federal Contractors , Hiring & Firing , OFCCP , Scheduling Letters , Wage and Hour

Feds Set to Ratchet Up Pressure With New Audit and Conciliation Procedures for Federal Contractors: What You Need to Do

The federal agency overseeing affirmative action and federal contract compliance is about to adjust the way it audits federal contractors and conciliates disputes over alleged discriminatory practices – and it might mean a...more

8/29/2023  /  Affirmative Action , Audits , Corporate Counsel , Employer Liability Issues , Employment Discrimination , Federal Contractors , Final Rules , Hiring & Firing , OFCCP , Subcontractors

Department of Education Provides DEI Guidance After SCOTUS Affirmative Action Ruling: 4 Things Colleges and Universities Need to...

Colleges and universities can still take steps to foster diverse and inclusive campuses — even after the Supreme Court’s decision severely limiting race-conscious admissions in education, according to the latest guidance from...more

8/25/2023  /  Affirmative Action , Civil Rights Act , College Admissions , Colleges , Dear Colleague Letter , Department of Education , Diversity , Educational Institutions , Equal Protection , Fourteenth Amendment , Race Discrimination , SCOTUS , Students for Fair Admissions v Harvard College , Students for Fair Admissions v University of North Carolina , Title VI , Universities

What Employers Can Learn from the Lizzo Lawsuit: 3 Tips to Avoid Hostile Workplace Allegations

Singer-songwriter Lizzo was all over the headlines last week — but not for one of her latest hit songs. Instead, the Grammy-award-winning entertainer was sued by three former dancers asserting various claims, including...more

8/8/2023  /  Anti-Discrimination Policies , Anti-Harassment Policies , Employer Liability Issues , Employment Litigation , Employment Policies , Hostile Environment

Women and Diverse Groups Stand to Lose Jobs to Generative AI at Higher Rates In Next Decade – Unless You Take Action: An...

The rise of artificial intelligence – especially Generative AI (GenAI) – will cause women and diverse groups to lose their jobs at disproportionate rates through the year 2030, according to a report published last week by...more

8/3/2023  /  Artificial Intelligence , Automation Systems , Diversity , Employee Retention , Hiring & Firing , Job Applicants

EEO-1 Reporting Deadline Moved Once Again – This Time to Fall

Late last week, the EEOC quietly changed the timeline for opening this year’s EEO-1 Reporting portal to sometime in “Fall 2023.” For several months, the EEOC’s landing page had indicated that the EEO-1 portal would be opened...more

7/11/2023  /  EEO-1 , Equal Employment Opportunity Commission (EEOC) , Filing Deadlines , OMB , Reporting Requirements

What Impact Will Supreme Court’s “Affirmative Action” Decision Have on Federal Contractor Employers? An 8-Step Plan

The Supreme Court recently cracked down on the use of “race-conscious” admissions for academic institutions, mostly blocking them from considering race as part of a holistic evaluation of prospective students. What does this...more

7/11/2023  /  Affirmative Action , Diversity , Equal Protection , Federal Contractors , Fourteenth Amendment , OFCCP , Race Discrimination , Regulatory Requirements , SCOTUS , Students for Fair Admissions v Harvard College , Students for Fair Admissions v University of North Carolina

3 Ways the Affirmative Action SCOTUS Ruling May Have Ripple Effects on Employers + 6 Steps to Boost Your DEI Program

While employers may not be directly impacted by yesterday’s SCOTUS decision blocking affirmative action in education admissions, the new standard will likely have big ripple effects on the world of workplace law before long —...more

6/30/2023  /  Affirmative Action , College Admissions , Diversity , Employer Liability Issues , Employment Discrimination , Equal Protection , Fourteenth Amendment , Hiring & Firing , Job Applicants , Race Discrimination , SCOTUS , Students for Fair Admissions v Harvard College , Students for Fair Admissions v University of North Carolina

SCOTUS Severely Limits Affirmative Action Admissions in Education: 6 Things You Should Do + 6 Things to Boost Diversity Efforts

The Supreme Court just severely restricted higher educational institutions from using race or ethnicity as part of their admissions process, curbing the practice of using affirmative action principles during admissions for...more

6/30/2023  /  Affirmative Action , Civil Rights Act , College Admissions , Colleges , Diversity , Educational Institutions , Equal Protection , Fourteenth Amendment , Race Discrimination , SCOTUS , Students for Fair Admissions v Harvard College , Students for Fair Admissions v University of North Carolina , Title VI , Universities

Are You on the List? Construction Contractors Should Review OFCCP’s Latest Audit Scheduling List and Follow This 7-Step Plan If...

Construction contractors should take immediate action to find out if any of their establishments have been selected for an upcoming audit by the Office of Federal Contract Compliance Programs (OFCCP). Earlier this week, the...more

6/12/2023  /  Construction Industry , Corporate Counsel , CSALs , Federal Contractors , General Contractors , OFCCP , Subcontractors

5 Questions to Ask As You Rethink Your Job Requirements

Hiring the right people is one of the fundamental building blocks for creating a successful workforce. No doubt you have job requirements and expectations in place to ensure you hire workers who at least meet your minimum...more

5/18/2023  /  Employee Retention , Hiring & Firing , Job Ads , Job Applicants , Job Duties , Labor Shortage

Just In: Federal Contractor Agency Slightly Decreases Veterans’ Hiring Benchmark for 2023

The agency that oversees affirmative action obligations for federal contractors just released its 2023 Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) hiring benchmark. Effective March 31, the new benchmark is...more

4/5/2023  /  Affirmative Action , Benchmarks , Federal Contractors , Hiring & Firing , OFCCP , Veterans , Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)

Affirmative Action Plan Compliance: Federal Contractors Must Prepare for OFCCP’s 2023 Certification Deadline

For the second year in a row, federal contractor and subcontractors will have to certify that their affirmative action plans are compliant with federal requirements. This week, the Office of Federal Contract Compliance...more

3/22/2023  /  Affirmative Action , Certifications , Deadlines , Federal Contractors , OFCCP , Subcontractors

Fewer Federal Contractors Will Qualify for Religious Exemptions as OFCCP Rescinds 2020 Rule

The federal agency that oversees federal contractors and affirmative action programs just announced it would rescind a Trump-era rule that had expanded the scope of long-standing religious exemption principles it had utilized...more

3/3/2023  /  Affirmative Action , Corporate Counsel , Federal Contractors , OFCCP , Religious Discrimination , Religious Exemption , Title VII

Final Check: Federal Contractors Get One Last Chance to Review Data Release List and File Objections

Federal officials announced that they have decided once again to extend the deadline for federal contractors to submit objections to the proposed disclosure of sensitive employee demographic data – and are providing you one...more

2/20/2023  /  Affirmative Action , EEO-1 , Federal Contractors , FOIA , OFCCP

Final Warning: Last Chance for Federal Contractors to Object to Release of Confidential Data

In what seems like a nod to Groundhog Day, the Office of Federal Contract Compliance Programs (OFCCP) announced Thursday it is once again allowing federal contractors an opportunity to object to the release of sensitive...more

2/6/2023  /  Affirmative Action , Deadlines , EEO-1 , Federal Contractors , OFCCP

What Federal Contractors Need to Know About OFCCP’s Proposed Changes to the Complaint Intake Process

The Office of Federal Contract Compliance Programs (OFCCP) recently announced proposed changes to its intake process for complaints of discrimination, which the agency says will help it assess allegations before a formal...more

1/27/2023  /  Comment Period , Complaint Procedures , EEO , Employment Discrimination , Federal Contractors , OFCCP , Public Comment , Rehabilitation Act , Section 503 , Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)

California Releases New Guidance on Pay Data Reporting: 4 Key Changes for Employers to Note

California employers with at least 100 employees are likely familiar with the pay data reporting requirements that were enacted in 2020. Recent amendments under SB 1162, however, make some significant changes for 2023. You...more

1/25/2023  /  California , Filing Deadlines , Labor Contractor , New Guidance , Pay Data , Reporting Requirements , Wage and Hour

Have You Been Targeted? Contractors’ 7-Step Plan if You’re on OFCCP’s 2023 Audit Scheduling List

The Office of Federal Contract Compliance Programs (OFCCP) just released its 2023 Corporate Scheduling Announcement List (CSAL), which notifies 500 supply and service establishments that they have been selected for an...more

1/24/2023  /  Affirmative Action , Audits , Corporate Counsel , CSALs , Federal Contractors , OFCCP , Scheduling Letters , Subcontractors
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JD Supra Privacy Policy

Updated: Dec 28, 2021:

JD Supra is a legal publishing service that connects experts and their content with broader audiences of professionals, journalists and associations.

This Privacy Policy describes how JD Supra, LLC ("JD Supra" or "we," "us," or "our") collects, uses and shares personal data collected from visitors to our website (located at www.jdsupra.com) (our "Website") who view only publicly-available content as well as subscribers to our services (such as our email digests or author tools)(our "Services"). By using our Website and registering for one of our Services, you are agreeing to the terms of this Privacy Policy.

Please note that if you subscribe to one of our Services, you can make choices about how we collect, use and share your information through our Privacy Center under the "My Account" dashboard (available if you are logged into your JD Supra account).

Collection of Information

Registration Information. When you register with JD Supra for our Website and Services, either as an author or as a subscriber, you will be asked to provide identifying information to create your JD Supra account ("Registration Data"), such as your:

  • Email
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Other Information: We also collect other information you may voluntarily provide. This may include content you provide for publication. We may also receive your communications with others through our Website and Services (such as contacting an author through our Website) or communications directly with us (such as through email, feedback or other forms or social media). If you are a subscribed user, we will also collect your user preferences, such as the types of articles you would like to read.

Information from third parties (such as, from your employer or LinkedIn): We may also receive information about you from third party sources. For example, your employer may provide your information to us, such as in connection with an article submitted by your employer for publication. If you choose to use LinkedIn to subscribe to our Website and Services, we also collect information related to your LinkedIn account and profile.

Your interactions with our Website and Services: As is true of most websites, we gather certain information automatically. This information includes IP addresses, browser type, Internet service provider (ISP), referring/exit pages, operating system, date/time stamp and clickstream data. We use this information to analyze trends, to administer the Website and our Services, to improve the content and performance of our Website and Services, and to track users' movements around the site. We may also link this automatically-collected data to personal information, for example, to inform authors about who has read their articles. Some of this data is collected through information sent by your web browser. We also use cookies and other tracking technologies to collect this information. To learn more about cookies and other tracking technologies that JD Supra may use on our Website and Services please see our "Cookies Guide" page.

How do we use this information?

We use the information and data we collect principally in order to provide our Website and Services. More specifically, we may use your personal information to:

  • Operate our Website and Services and publish content;
  • Distribute content to you in accordance with your preferences as well as to provide other notifications to you (for example, updates about our policies and terms);
  • Measure readership and usage of the Website and Services;
  • Communicate with you regarding your questions and requests;
  • Authenticate users and to provide for the safety and security of our Website and Services;
  • Conduct research and similar activities to improve our Website and Services; and
  • Comply with our legal and regulatory responsibilities and to enforce our rights.

How is your information shared?

  • Content and other public information (such as an author profile) is shared on our Website and Services, including via email digests and social media feeds, and is accessible to the general public.
  • If you choose to use our Website and Services to communicate directly with a company or individual, such communication may be shared accordingly.
  • Readership information is provided to publishing law firms and companies and authors of content to give them insight into their readership and to help them to improve their content.
  • Our Website may offer you the opportunity to share information through our Website, such as through Facebook's "Like" or Twitter's "Tweet" button. We offer this functionality to help generate interest in our Website and content and to permit you to recommend content to your contacts. You should be aware that sharing through such functionality may result in information being collected by the applicable social media network and possibly being made publicly available (for example, through a search engine). Any such information collection would be subject to such third party social media network's privacy policy.
  • Your information may also be shared to parties who support our business, such as professional advisors as well as web-hosting providers, analytics providers and other information technology providers.
  • Any court, governmental authority, law enforcement agency or other third party where we believe disclosure is necessary to comply with a legal or regulatory obligation, or otherwise to protect our rights, the rights of any third party or individuals' personal safety, or to detect, prevent, or otherwise address fraud, security or safety issues.
  • To our affiliated entities and in connection with the sale, assignment or other transfer of our company or our business.

How We Protect Your Information

JD Supra takes reasonable and appropriate precautions to insure that user information is protected from loss, misuse and unauthorized access, disclosure, alteration and destruction. We restrict access to user information to those individuals who reasonably need access to perform their job functions, such as our third party email service, customer service personnel and technical staff. You should keep in mind that no Internet transmission is ever 100% secure or error-free. Where you use log-in credentials (usernames, passwords) on our Website, please remember that it is your responsibility to safeguard them. If you believe that your log-in credentials have been compromised, please contact us at privacy@jdsupra.com.

Children's Information

Our Website and Services are not directed at children under the age of 16 and we do not knowingly collect personal information from children under the age of 16 through our Website and/or Services. If you have reason to believe that a child under the age of 16 has provided personal information to us, please contact us, and we will endeavor to delete that information from our databases.

Links to Other Websites

Our Website and Services may contain links to other websites. The operators of such other websites may collect information about you, including through cookies or other technologies. If you are using our Website or Services and click a link to another site, you will leave our Website and this Policy will not apply to your use of and activity on those other sites. We encourage you to read the legal notices posted on those sites, including their privacy policies. We are not responsible for the data collection and use practices of such other sites. This Policy applies solely to the information collected in connection with your use of our Website and Services and does not apply to any practices conducted offline or in connection with any other websites.

Information for EU and Swiss Residents

JD Supra's principal place of business is in the United States. By subscribing to our website, you expressly consent to your information being processed in the United States.

  • Our Legal Basis for Processing: Generally, we rely on our legitimate interests in order to process your personal information. For example, we rely on this legal ground if we use your personal information to manage your Registration Data and administer our relationship with you; to deliver our Website and Services; understand and improve our Website and Services; report reader analytics to our authors; to personalize your experience on our Website and Services; and where necessary to protect or defend our or another's rights or property, or to detect, prevent, or otherwise address fraud, security, safety or privacy issues. Please see Article 6(1)(f) of the E.U. General Data Protection Regulation ("GDPR") In addition, there may be other situations where other grounds for processing may exist, such as where processing is a result of legal requirements (GDPR Article 6(1)(c)) or for reasons of public interest (GDPR Article 6(1)(e)). Please see the "Your Rights" section of this Privacy Policy immediately below for more information about how you may request that we limit or refrain from processing your personal information.
  • Your Rights
    • Right of Access/Portability: You can ask to review details about the information we hold about you and how that information has been used and disclosed. Note that we may request to verify your identification before fulfilling your request. You can also request that your personal information is provided to you in a commonly used electronic format so that you can share it with other organizations.
    • Right to Correct Information: You may ask that we make corrections to any information we hold, if you believe such correction to be necessary.
    • Right to Restrict Our Processing or Erasure of Information: You also have the right in certain circumstances to ask us to restrict processing of your personal information or to erase your personal information. Where you have consented to our use of your personal information, you can withdraw your consent at any time.

You can make a request to exercise any of these rights by emailing us at privacy@jdsupra.com or by writing to us at:

Privacy Officer
JD Supra, LLC
150 Harbor Drive, #2760
Sausalito, CA 94965

You can also manage your profile and subscriptions through our Privacy Center under the "My Account" dashboard.

We will make all practical efforts to respect your wishes. There may be times, however, where we are not able to fulfill your request, for example, if applicable law prohibits our compliance. Please note that JD Supra does not use "automatic decision making" or "profiling" as those terms are defined in the GDPR.

  • Timeframe for retaining your personal information: We will retain your personal information in a form that identifies you only for as long as it serves the purpose(s) for which it was initially collected as stated in this Privacy Policy, or subsequently authorized. We may continue processing your personal information for longer periods, but only for the time and to the extent such processing reasonably serves the purposes of archiving in the public interest, journalism, literature and art, scientific or historical research and statistical analysis, and subject to the protection of this Privacy Policy. For example, if you are an author, your personal information may continue to be published in connection with your article indefinitely. When we have no ongoing legitimate business need to process your personal information, we will either delete or anonymize it, or, if this is not possible (for example, because your personal information has been stored in backup archives), then we will securely store your personal information and isolate it from any further processing until deletion is possible.
  • Onward Transfer to Third Parties: As noted in the "How We Share Your Data" Section above, JD Supra may share your information with third parties. When JD Supra discloses your personal information to third parties, we have ensured that such third parties have either certified under the EU-U.S. or Swiss Privacy Shield Framework and will process all personal data received from EU member states/Switzerland in reliance on the applicable Privacy Shield Framework or that they have been subjected to strict contractual provisions in their contract with us to guarantee an adequate level of data protection for your data.

California Privacy Rights

Pursuant to Section 1798.83 of the California Civil Code, our customers who are California residents have the right to request certain information regarding our disclosure of personal information to third parties for their direct marketing purposes.

You can make a request for this information by emailing us at privacy@jdsupra.com or by writing to us at:

Privacy Officer
JD Supra, LLC
150 Harbor Drive, #2760
Sausalito, CA 94965

Some browsers have incorporated a Do Not Track (DNT) feature. These features, when turned on, send a signal that you prefer that the website you are visiting not collect and use data regarding your online searching and browsing activities. As there is not yet a common understanding on how to interpret the DNT signal, we currently do not respond to DNT signals on our site.

Access/Correct/Update/Delete Personal Information

For non-EU/Swiss residents, if you would like to know what personal information we have about you, you can send an e-mail to privacy@jdsupra.com. We will be in contact with you (by mail or otherwise) to verify your identity and provide you the information you request. We will respond within 30 days to your request for access to your personal information. In some cases, we may not be able to remove your personal information, in which case we will let you know if we are unable to do so and why. If you would like to correct or update your personal information, you can manage your profile and subscriptions through our Privacy Center under the "My Account" dashboard. If you would like to delete your account or remove your information from our Website and Services, send an e-mail to privacy@jdsupra.com.

Changes in Our Privacy Policy

We reserve the right to change this Privacy Policy at any time. Please refer to the date at the top of this page to determine when this Policy was last revised. Any changes to our Privacy Policy will become effective upon posting of the revised policy on the Website. By continuing to use our Website and Services following such changes, you will be deemed to have agreed to such changes.

Contacting JD Supra

If you have any questions about this Privacy Policy, the practices of this site, your dealings with our Website or Services, or if you would like to change any of the information you have provided to us, please contact us at: privacy@jdsupra.com.

JD Supra Cookie Guide

As with many websites, JD Supra's website (located at www.jdsupra.com) (our "Website") and our services (such as our email article digests)(our "Services") use a standard technology called a "cookie" and other similar technologies (such as, pixels and web beacons), which are small data files that are transferred to your computer when you use our Website and Services. These technologies automatically identify your browser whenever you interact with our Website and Services.

How We Use Cookies and Other Tracking Technologies

We use cookies and other tracking technologies to:

  1. Improve the user experience on our Website and Services;
  2. Store the authorization token that users receive when they login to the private areas of our Website. This token is specific to a user's login session and requires a valid username and password to obtain. It is required to access the user's profile information, subscriptions, and analytics;
  3. Track anonymous site usage; and
  4. Permit connectivity with social media networks to permit content sharing.

There are different types of cookies and other technologies used our Website, notably:

  • "Session cookies" - These cookies only last as long as your online session, and disappear from your computer or device when you close your browser (like Internet Explorer, Google Chrome or Safari).
  • "Persistent cookies" - These cookies stay on your computer or device after your browser has been closed and last for a time specified in the cookie. We use persistent cookies when we need to know who you are for more than one browsing session. For example, we use them to remember your preferences for the next time you visit.
  • "Web Beacons/Pixels" - Some of our web pages and emails may also contain small electronic images known as web beacons, clear GIFs or single-pixel GIFs. These images are placed on a web page or email and typically work in conjunction with cookies to collect data. We use these images to identify our users and user behavior, such as counting the number of users who have visited a web page or acted upon one of our email digests.

JD Supra Cookies. We place our own cookies on your computer to track certain information about you while you are using our Website and Services. For example, we place a session cookie on your computer each time you visit our Website. We use these cookies to allow you to log-in to your subscriber account. In addition, through these cookies we are able to collect information about how you use the Website, including what browser you may be using, your IP address, and the URL address you came from upon visiting our Website and the URL you next visit (even if those URLs are not on our Website). We also utilize email web beacons to monitor whether our emails are being delivered and read. We also use these tools to help deliver reader analytics to our authors to give them insight into their readership and help them to improve their content, so that it is most useful for our users.

Analytics/Performance Cookies. JD Supra also uses the following analytic tools to help us analyze the performance of our Website and Services as well as how visitors use our Website and Services:

  • HubSpot - For more information about HubSpot cookies, please visit legal.hubspot.com/privacy-policy.
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Facebook, Twitter and other Social Network Cookies. Our content pages allow you to share content appearing on our Website and Services to your social media accounts through the "Like," "Tweet," or similar buttons displayed on such pages. To accomplish this Service, we embed code that such third party social networks provide and that we do not control. These buttons know that you are logged in to your social network account and therefore such social networks could also know that you are viewing the JD Supra Website.

Controlling and Deleting Cookies

If you would like to change how a browser uses cookies, including blocking or deleting cookies from the JD Supra Website and Services you can do so by changing the settings in your web browser. To control cookies, most browsers allow you to either accept or reject all cookies, only accept certain types of cookies, or prompt you every time a site wishes to save a cookie. It's also easy to delete cookies that are already saved on your device by a browser.

The processes for controlling and deleting cookies vary depending on which browser you use. To find out how to do so with a particular browser, you can use your browser's "Help" function or alternatively, you can visit http://www.aboutcookies.org which explains, step-by-step, how to control and delete cookies in most browsers.

Updates to This Policy

We may update this cookie policy and our Privacy Policy from time-to-time, particularly as technology changes. You can always check this page for the latest version. We may also notify you of changes to our privacy policy by email.

Contacting JD Supra

If you have any questions about how we use cookies and other tracking technologies, please contact us at: privacy@jdsupra.com.

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