Gambling at Work: Everybody Out of the (Office) Pool (March 14)
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March Madness is just around the corner. That means betting, brackets, office pools . . . and potential civil and criminal liability. With sports betting occurring in plain view on the office floor, what, if anything, should employers do? Organize and participate in the pools? Look the other way as it occurs? Adopt policies that ban all workplace gambling (and all the fun)? While office pools are widespread, they are illegal in many states, when “real money” changes hands. Please join Andrew Rodman from Stearns Weaver Miller’s Labor & Employment Law group as he discusses the legal and business implications of workplace gambling pools.
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Andrew Rodman
Shareholder
Stearns Weaver Miller
Andrew Rodman is a Shareholder in the Firm's Labor and Employment Law Department. He also serves as a member of the Firm's Board of Directors. Andrew's labor and employment law practice encompasses both counseling and litigation on behalf of employers.
On the counseling side, Andrew takes pride in developing working partnerships with his clients to analyze problems and implement practical solutions to the broad range of issues that executives and Human Resource professionals regularly encounter. The issues on which Andrew provides counseling include the hiring process, background screening and Fair Credit Reporting Act requirements, drug testing and Drug-Free Workplace issues, compliance with federal, state and local EEO laws, discipline, termination, reduction in force, workplace safety, conducting internal investigations and audits, drafting personnel policies, preparing severance and release agreements, drafting employment contracts, independent contractor agreements and non-compete agreements, managing employee leave-related issues under the FMLA, ADA and USERRA, wage and hour compliance, and protecting confidential and proprietary information.
On the litigation side, Andrew defends clients before administrative agencies (such as the EEOC and Florida Commission on Human Relations), federal and state courts, and arbitration panels against claims concerning employment discrimination, harassment, retaliation and whistleblower retaliation, unpaid wages (including overtime, minimum wage, and commissions), OSHA compliance, defamation, and family, medical and military leave. Andrew has litigated claims under Title VII, ADA, ADEA, FMLA, FLSA, USERRA, OSHA, Sections 1981 and 1983, and their state counterparts.
Andrew also represents clients in non-compete, trade secret, and employment contract litigation.
Andrew conducts management training and internal audits for clients as preventative measures aimed at avoiding internal complaints, administrative investigations, and costly litigation.
Andrew is a co-editor of the Florida Employment Law Letter (a BLR publication) and a regular contributor to the firm’s labor and employment law blog, BeLabor the Point. He currently is serving a 3-year term on the Florida Bar Grievance Committee. Andrew has served as Legislative Director on the Board of the Greater Miami Society for Human Resource Management.
Before joining the Firm, Andrew worked in the New Haven/Hartford, Connecticut firm Siegel, O’Connor, Schiff & Zangari, and in the Boston, Massachusetts firm Stoneman Chandler & Miller. At each of those firms, Andrew represented management in labor and employment law.
