David Shulick had an enriching time earning his business degree at the University of Delaware. The school is known for its high quality of staff and facilities which help shape the leaders of tomorrow. Below is an excerpt form the university’s official website that explains their emphasis on excellence:
“The University of Delaware has a great tradition of excellence, from our roots extending back to a small private academy started in 1743, to the research-intensive, technologically advanced institution of today.
Our alumni tell our story of achievement, from our first class, which included three signers of the Declaration of Independence and one signer of the U.S. Constitution, to the more than 154,000 living Blue Hens who are making vital contributions to the world. Vice President Joseph R. Biden Jr. and his wife, Jill, are both UD alumni.
The University received its charter from the State of Delaware in 1833 and was designated one of the nation’s historic Land Grant colleges in 1867. Today, UD is a Land Grant, Sea Grant and Space Grant institution. The Carnegie Foundation for the Advancement of Teaching classifies UD as a research university with very high research activity—a designation accorded less than 3 percent of U.S. colleges and universities. UD ranks among the nation’s top 100 universities in federal R&D support for science and engineering.”
David Shulick is a proud Blue Hen who credits much of his success to this outstanding university.
Recommended Read – https://davidshulick.wordpress.com/2015/05/06/david-shulick-honors-graduate/
David Shulick is a civil litigation lawyer who has specialized in class action suits, fraud cases and more; and his record shows that he deserves his reputation of being known for creating optimum outcomes for his clients. His exceptional abilities in the courtroom have earned him qualification for the Million Dollar Advocates Forum, who explains themselves on their website as so:
“Established in 1993, the Million Dollar Advocates Forum (which includes the Multi-Million Dollar Advocates Forum) is one of the most prestigious groups of trial lawyers in the United States. Membership is limited to attorneys who have won million and multi-million dollar verdicts and settlements. There are over 4000 members throughout the country. Less than 1% of U.S. lawyers are members.
The quality of our membership is very impressive and includes many of the top trial lawyers in the country. Many of our members have achieved numerous million and multi-million dollar results (several members have won billion dollar cases). Their practice areas include most areas of litigation, including: major personal injury, products liability, malpractice, construction, environmental, employment, insurance and business litigation. The common fact is that they have each demonstrated, in an objective and tangible way, their ability to accomplish superior results in complex cases. Certification by the Million Dollar Advocates Forum provides recognition of such accomplishment and a national network of experienced colleagues for information exchange, assistance and professional referral.”
Recommended Read: https://davidshulick.wordpress.com/2015/06/02/the-super-lawyers-rising-star-award/
David Shulick is a lawyer who specializes in employment law cases, many of which have involved issues of discrimination. And while many cases of discrimination are proven by showing tangible evidence that a discriminatory act has taken place, there are many other instances where systemic discrimination has been cited as the act itself. Systemic discrimination when a policy is enforced that negatively impacts a certain group of people. When it comes to employment law, the term is used in reference to any system that harms or disqualifies certain individuals from jobs or promotions based on their race, sex, age, disability or religion.
Systemic discrimination, in nature, is tougher to prove because it relies on trends rather than an isolated incident. The Equal Employment Opportunity Commission has pursued this type of discrimination aggressively in the past few years through encouraging advocacy groups and third party agencies to report this type of activity. With the implementation of the EEOC Systemic Task Force has come an increase of systemic discrimination cases, however many have not held up due to lack of sufficient evidence.
For example, within recent years the state government of Iowa faced allegations of racial bias in regards to all of the employment decisions their executive branch has made since 2003. It was a class-action suit in which the class involved nearly six thousand black applicants who had not been subject to any obvious act of discrimination, but rather an alleged bias by the hiring staff. In order to supplement their claim, the class relied upon The Implicit Association Test, which was developed by a professor from the University of Washington. The judge ruled that the theory was not enough to support the claims of the class; and the charges were dropped against the state of Iowa.
While this important case helped determine the weight of systemic discrimination claims, that doesn’t mean that weight could very well increase in years to come.
For multiple years, David Shulick has maintained a strong rating on SuperLawyers.com, a site dedicated to pairing visitors with the best possible legal representation for their particular case in their particular region. Below is an excerpt from the sites “About” page that describes their mission and how they separate stellar lawyers from the rest:
“Super Lawyers is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high-degree of peer recognition and professional achievement. The selection process includes independent research, peer nominations and peer evaluations.
Super Lawyers Magazine features the list and profiles of selected attorneys and is distributed to attorneys in the state or region and the ABA-accredited law school libraries. Super Lawyers is also published as a special section in leading city and regional magazines across the country.
In the United States, Super Lawyers Magazine is published in all 50 states and Washington, D.C., reaching more than 13 million readers.
To be eligible for inclusion in Rising Stars, a candidate must be either 40 years old or younger or in practice for 10 years or less. While up to 5 percent of the lawyers in a state are named to Super Lawyers, no more than 2.5 percent are named to Rising Stars. All attorneys first go through the Super Lawyers selection process. Those who are not selected to the Super Lawyers list, but meet either one of the Rising Stars eligibility requirements, then go through the Rising Stars selection process.”
As a civil litigation attorney who specializes in, among other things, employment law, David Shulick is very knowledgeable when it comes to certain practices that can land an employer in the defendant’s chair. One of these issues is the practice of providing job references. While providing job references is a routine practice for the application process and it not even considered obligatory in most cases, it is an issue that the employer should treat with care. What seems like a simple process is also a very sensitive one that has gotten employers into trouble in the past for providing too little, or even too much information.
One of the most cited examples in regards to this issue can be seen in the decision that concluded the Randi W.v. Murdoc Joint Unified School District case. In this particular case, a former employee of a school was dismissed due to sexual misconduct; and the school failed to disclose that information when responding to a reference request made b another school. The new school had not learned of their new employee’s misconduct until he sexually assaulted another student; which, at that point, prompted a lawsuit against the employee’s former school for providing a misleading reference.
In most cases that involve job references, the employer is accused of tortuous interference with business prospects, defamation or misrepresentation. While giving the employer an overly positive reference, such as in the example above, could be considered a case of misrepresentation, the former two charges can happen when giving a negative reference and can be viewed as an ac f malice towards that employee, especially if the information is in any way misleading.
For these reasons, employers should be especially careful when providing a job reference to another employer. One of the best practices is to remain completely neutral in presenting the facts; however the facts that you chose to present should also be treated with care.