DALLAS – Corporate litigator Jason Marlin has joined the Dallas trial firm of Bailey Brauer PLLC as a partner. An experienced trial lawyer who represents companies on complex commercial disputes, Mr. Marlin works to obtain successful outcomes for clients involved in shareholder derivative actions, real estate disputes, financial services litigation, catastrophic personal injury cases, and energy-related lawsuits. “We are excited to welcome Jason to our team,” said firm co-founder Alex Brauer. “The addition of an attorney with his experience will complement our work and help continue to expand our ability to provide clients with the exceptional service expected from our firm.” Mr. Marlin joins Bailey Brauer from the Dallas office of the international law firm of Locke Lord LLP, where he had practiced since graduating from the University of Texas School of Law in 2005. “Having practiced at one AmLaw 100 firm for so long, I am excited to start fresh at a boutique firm, especially one that is so highly regarded for its sophisticated level of legal services and for the close relationships its attorneys have with clients,” said Mr. Marlin. “I look forward to exposure to a more eclectic mix of industries, while continuing the relationships I have forged throughout my career.” Companies large and small turn to Mr. Marlin when facing matters that threaten their business. He has represented numerous energy companies facing royalty claims, working-interest owner disputes, and lease disputes. He has spoken and been published on the effects of state regulatory legislation on the oil and gas industry. He has extensive experience providing eminent domain advice and counsel to Fortune 500 companies, individual investors, developers, property owners, and a regional tollway authority. He recently helped finalize the acquisition of land necessary
Creating separate teams or workspaces for its vaccinated and un-vaccinated workers are options some employers have looked into for limiting exposure and preventing the spread of COVID-19. Fox26 in Houston turned to Bailey Brauer Labor, Employment and ADA Partner John Bosco for details on the legalities of segregating the workplace. "Technically, it's legal. It really comes down to practical considerations more than violating a particular statute but we've cautioned our clients against it," he said. "The two laws that most frequently come into play here would be the ADA (Americans with Disabilities Act), where an individual might not be able to get a vaccine because of another unrelated health concern. The other is Title VII of the 1964 Civil Rights Act, which goes into general discrimination for other protected categories." Although vaccine passports are now banned in Texas, Mr. Bosco says, a private business can ask employees about their vaccination status if they have decided to segregate employees. If a business does implement separate areas for workers, employers may ask who has been vaccinated, but most are not mandating that employees disclose their vaccine status. Instead, employers ask workers to voluntarily provide that information. Employee privacy and confidentiality of personal medical information are important considerations that also need to be taken into account before any policy related to vaccination status is implemented. The full interview can be viewed at Fox26Houston.com.