|Please describe your firm's policies for summer associates, associates, and/or other non-partner lawyers regarding employment disputes and workplace misconduct||
Complaints and grievances not resolved at the supervisory level are handled by the Human Resources Department. The Human Resources Department will promptly investigate the complaint and, based on the findings, take appropriate action.
|Please describe specifically your firm's policies surrounding non-disclosure agreements as they apply to summer associates, associates, and/or other non-partner lawyers||
Gunster's Confidentiality Agreement is as follows:
It is critical that the client’s confidentiality be protected at all times by those who on behalf of the Firm assist the client during the legal representation. This applies to attorneys and staff. The duty of confidentiality to the client continues even after the legal representation of the client is over or even after you leave the Firm. Failure on the part of the Firm to maintain confidentiality could compromise or prejudice the client and at the very least would be a serious breach of the client’s trust in this Firm. As a general rule, nothing learned at the Firm (including information that may be learned from casual conversation inside or outside of the office) shall ever, under any circumstances, be disseminated to anyone outside the Firm. Even information that may already be “public knowledge” is not to be discussed by you with anyone outside the Firm. Discussions with another member of the Firm regarding a client’s matter should occur within the Firm where the client’s confidentiality can be best protected; however, if circumstances arise where you must discuss a client's matter while outside the Firm you must take whatever precautions are necessary to prevent anyone else from overhearing you. Our clients deserve to have their matters handled in a professional, confidential manner at all times.
In addition, any client information you learned of during your previous employment should be maintained in strict confidence and should not be shared with anyone in this Firm without the prior written consent of your previous employer. If you are assigned to work on a matter for which you have knowledge from any prior employment relationship, you should notify your supervisor immediately. The Firm will take appropriate steps to ensure you are not involved in working on the matter.
This policy ensures we fulfill our confidentiality obligations to our clients and that the Firm and its subsidiaries are compliant with their obligations under the Florida Rules of Professional Conduct. Should you have any questions about this policy, please contact Susan Faby, Director of Human Resources, or the Firm’s Ethics Counsel.
|Please describe specifically your firm's policies surrounding mandatory arbitration agreements as they apply to summer associates, associates, and/or other non-partner lawyers||
|Please describe any well-being initiatives or programs at your firm||
Through Gunster’s voluntary Wellness Program, all employees - attorneys and staff - have the opportunity to participate in various wellness activities to earn a Payroll Credit (applied toward the employee's health care premiums). Staff are also eligible to earn additional PTO credit.
If an attorney chooses to participate in the wellness program, they will be asked to complete a Biometric Screening. They will also be asked to earn a minimum of 100 points by participating in additional wellness activities, which can include various wellness challenges, preventative exams, e-learning programs, physical activity logs, lunch & learns, and sports team participation.
The firm also offers the following types of wellness resources and benefits to employees:
|Does your organization have a formal alumni program?||No|
|Does your organization have a dedicated alumni relations staff?||No|
|What benefits are available to your organization's attorney alumni? (check all that apply)|
|Comments on Alumni Relations and Programs|