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Regardless of what you think about co-working spaces, WeWork has quickly scaled to becoming one of the premier providers of office space for startups, small businesses, and even independent professionals.

But despite the polished, connected, and Millennial geared lounges and work spaces, the young, hip setting is, allegedly, rife with "frat-boy culture." If you're wondering what that means, it's generally understood as a male-dominated social setting where heavy drinking is encouraged and peoples' boundaries are not respected, which is, as any lawyer would know, a recipe for employment lawsuit disaster.

Why Your Company Needs a Super Cafe

The company break room is so yesterday; today it's the super cafe.

Modern companies are giving employees a lunch space that looks more like a fast-casual restaurant. They don't have servers, but self-serve and conversation areas are part of the plan.

It's really about refreshing, social interaction. After all, just about everything goes better with good food.

Apart from answering the same question about whether it's legal or not, for in house and general counsel, it can be a real headache when a company's employees decide they want to protest.

But if it's not your company that your employees want to protest, do you really want HR disciplining employees for walking out to protest gun violence, or to show solidarity with survivors of sexual assault? Generally, in that situation, that answer is going to be no, even though no private employer is likely to face a meritorious claim of First Amendment retaliation, and especially if the harm of an employee skipping a half day of work to attend a protest isn't really costly.

Microsoft's newest requirements for providers of contract employment services, such as for the company's building services, and other operational roles, is making a bit of a stir.

Microsoft will require all contract employee providers that provide more than 50 positions to agree to giving their employees 12 full weeks of (60 percent) paid parental leave in order to renew contracts. Notably, the new policy does not extend to all of Microsoft's suppliers, but rather just the company's partners that fulfill the staffing needs for janitorial, culinary, and/or reception roles.

For employers, non-compete clauses are great. They help incentivize employees not to leave, and in most cases, are presented in a take-it-or-leave-it fashion which most employees don't feel comfortable pushing back on.

However, not all non-compete clauses are going to be legal, and depending on the applicable jurisdiction, some will just be completely unenforceable. For example, as explained by Ars Technica, a new law passed in Massachusetts places restrictions on which workers can be subject to a non-compete, exempting certain low paid hourly employees, as well as students and interns. Illinois recently passed a law as well prohibiting non-competes for workers that make less than $13.50 per hour.

As it turns out, diversity is not only good for business, it's good for businesses.

According to a recent Harvard Business Review report, when the right kind of diverse talent can be assembled together in one team, creativity can flourish and that team's success is more likely.

Interestingly, the report's author explains that, in practice, actual diversity may matter less than diversity of experience and the abilities of those employees with diverse experiences to effectively communicate and participate with the team.

For corporate employers, managing talent can often be a real burden. In addition to legal compliance, getting employees and managers to comply with performance evaluations, self-evaluations, and goal setting, can be as difficult as nailing jelly to a tree.

However, if your company uses the right tech, it might actually be able to get its talent to manage themselves, improve its talent management, and even avoid some litigation.

When it comes to going in house, or "joining the dark side" as many in house and GCs joke, there are no shortage of perks.

And if you're considering attempting to transition into (or get your start in) an in house or GC roll, you're either doing it for a love of money or a love of industry. If it's the former (which it usually is), first off, you should know that not every in house strikes it rich. It can spectacularly backfire. But if you're going for the gold, below you can read about the four highest paying industries for in house counsel.

Former Lionsgate Lawyer Tells of 'Dehumanizing' Harassment

When the curtain went up on the Harvey Weinstein scandal, everyone already knew the story behind the Hollywood casting couch.

Powerful producer takes advantage of ingenue. It was shocking mostly because there were so many, including famous actresses who had kept it to themselves for years.

That was Act One in the #MeToo movement. In Act Two, a powerful Hollywood lawyer takes advantage of an associate attorney. It is not for general audiences.

For Disney, a recently filed lawsuit alleges that the family-friendly entertainment conglomerate has gender-biased employment policies. The plaintiff, a former flying, or aerial, dancer at the "Festival of the Lion King," a show at the Disney's Animal Park Kingdom, is claiming that she was fired while out on leave after giving birth to twins via C-section.

After being on leave for nearly a year, she was told that she was fired when she returned. Curiously, she claims that she was not notified of her termination, which occurred a couple months before her return. Though she was given the opportunity to audition for her old part, she was denied, and her lawsuit followed.