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You may have left the confines of a law firm but you are still a member of a team -- and this week is a big week for corporate teams. Wednesday is Administrative Professionals Day. You forgot? No problem, we've got some tips for your here (just whatever you do, don't delegate gift purchasing to your admin).

Now that your admin is covered, now you've got to deal with the kids. Yes, kids. Thursday is Take Our Daughters and Sons to Work Day, and in the spirit of nurturing our future leaders, you should participate.

Over the last few years, the National Labor Relations Board has continuously expanded Section 7's reach, a section which generally protects speech about working conditions, such as pay and hours. First, the NLRB stretched Section 7 to cover overly-broad social media policies, which often contain anti-disparagement language. And while "no badmouthing the boss or company on Twitter" may seem reasonable, the NLRB held that the broad language could discourage protected Section 7 speech.

In January, the NLRB struck again, but this time at a different topic: workplace gossip. Free speech may have no place in the workplace, but speech about working conditions does, and policies that broadly prohibit backbiting and gossip will be struck down on that accord. The trend continued this month, with the NLRB striking down an employee-authored policy, the Values and Standards of Behavior Policy at Hills and Dales General Hospital.

Steve Jobs may have been a genius, but he was an idiot about discussing anti-competitive behaviors over email. His emails were one of the deciding factors in the Apple e-book lawsuit (Apple lost) and now, his words are haunting his friends in the tech industry in a different anticompetitive case: the non-poaching pact class action that first made headlines late last year.

In October, the all-knowing, all-seeing Judge Lucy Koh allowed the lawsuit to proceed, and now, six months later, the parties are entering into intense settlement negotiations, with figures like $9 billion being floated around (and scoffed at by the tech companies). Laugh now, pay later, because the eDiscovery evidence seems damning.

Given the dramatic legal corporate landscape surrounding the economic downturn, it should come as no surprise that compliance officers are in demand. Not only that, but the salaries of attorneys who work in compliance are growing at some of the fastest rates in the legal industry, according to the Robert Half 2014 Salary Guide.

Another growing trend of compliance officers: A growing majority of people who hold that title are women. In fact, of all the members of the Society of Corporate Compliance and Ethics, almost 60 percent are women, according to Quartz. Is that a bad thing? Well, some view this as a troubling trend and are expressing fear that compliance officers may be the new human resources professionals.

Are you the in house or general counsel of a university that awards scholarships to athletes? Prepare for the biggest shakeup you'll ever see, now that a National Labor Relations Board hearing office has labeled college athletes "employees," which brings the right to unionize and other legal headaches. Should the ruling be upheld by the full NLRB in Washington, D.C., this could impact everything from NCAA rules on amateurism to Title IX scholarships.

If it is upheld. Though that's a big "if," many, including ESPN's legal analyst, are already predicting that it will be tough to overturn.

Get The In-House Internship: Cover Letter Tips

Companies like to hire attorneys who've had previous in-house experience, so getting an in-house internship as a law student can boost hiring potential.

Although it's only March, companies already have or are starting to hire their summer interns -- and the competition is stiff. So to get employers to notice your internship application, here are some cover letter tips.

Maybe it's because of all the Abercrombie & Fitch hijab cases last year, or maybe it was just the right time, but earlier this month the Equal Employment Opportunity Commission ("EEOC") issued two publications regarding religious garb and grooming in the workplace, reports Mondaq.

On March 6, 2014, the EEOC issued "Fact Sheet on Religious Garb and Grooming in the Workplace: Rights and Responsibilities" and a corresponding question-and-answer guide. While this is a must read for an in-house attorney working with a company that has employees (that's everyone), we thought we'd highlight some of the major takeaways for you.

In-House Counsel: Review Your Company's Security Check Process

Does your company compensate workers for time spent going through a security screening?

The U.S. Supreme Court recently granted a petition to review whether workers in a Nevada warehouse, which fills orders for Amazon, may be entitled to compensation under the Fair Labor Standards Act for time spent going through security screenings while off-the-clock.

The Court's ruling could set a de facto national standard on post-work security screening compensation.

Trade Secret Theft Accounts For Up To 3 Percent of GDP

A recent study by PricewaterhouseCoopers US and CREATe.org found that the theft of trade secrets amount to one to three percent of the United States GDP.

According to the study, malicious insiders are the number one source of exposing trade secrets. The loss from occupational fraud amounts to about $3.5 trillion worldwide. With the significant economic impact of trade secret theft, what can a company do to better protect its trade secrets?

In-House Counsel: Don't Let HR Send Nasty Rejection Letters

Kelly Blazek, the employment director of a popular local job bank listserv, experienced the public's wrath for the scathing rejection letter she sent to a Cleveland woman in response to her Jobvite request. The rejected applicant certainly got the last laugh when she posted the rejection email on various social media platforms and it went completely viral.

It's a good example of how nasty rejection letters can harm a company's reputation and goodwill in the community. Alas, employee email isn't as private as you'd like to believe.

Here are five ways in-house counsel can keep a rejection letter or email in the legal clear: