The anticipation is building for this inaugural battle of the bands to raise money for a great cause:

“The Twin Cities advertising and communications industry lacks diversity. It’s a serious challenge. And it’s a problem that won’t be solved overnight. But there’s no reason we can’t have a little fun as we work to ensure our industry better reflects society as a whole.”

“The local marketing community will descend on First Avenue on December 6 for a friendly battle-of-the-bands competition that will raise scholarship money for diverse students seeking a career in the advertising and communications field. The scholarship fund is part of a new collaboration between the University of Minnesota’s College of Liberal Arts, CLAgency, its student-run agency, and The BrandLab.”

We look forward to spending time with our very creative friends in the Twin Cities advertising and communications community — thrilled to be the law firm sponsor of this incredible event, please join us at First Avenue Thursday December 6, from 5 – 11 PM ($20 tickets are available here).

OK, we won’t be singing the notes, strumming the guitars, pounding the keyboards, or blowing on any horns ourselves, but we’ll proudly beat the drum hard for this awesome competition and fundraiser event, as we sip on our signature cocktail for the evening, please come, see you soon:

We’re humbled and honored to share some exciting news about an accolade just announced today.

For the second year in a row, we have been recognized as the Top law firm writing on Trademarks.

Actually no other law firm has received this particular honor before, as it only has been around two years. I’m speaking about the Trademarks category, recognized by JD Supra, a very large online platform that helps distribute our content and the content of almost 50,000 authors last year.

The list of contributors to the JD Supra platform is quite impressive, and the multitude of law firms that contribute to it include many of the largest in the world, so we’re in pretty good company, especially if law firm size is to be considered an important factor or unit of measurement.

Some of you have found us through JD Supra, some through LinkedIn, some Twitter, and others have been with us since the beginning, more than 9 years ago, finding us the old fashioned way.

However you found us, welcome aboard, and dear readers, thanks for helping us continue to prove that “we punch well above our weight class” — we’re so happy to have you join us on this journey!

UPDATE: The Godard Group did a helpful piece summarizing advice from recognized thought leaders, here.

Aaron Keller, Principal, Capsule

We partook in the sharing and enjoyed the conversations.

The FUSE Conference, is not about splintering. It also isn’t about specialization or close-minded thinking. FUSE is about the disciplines of design, marketing, brand and research being brought together in a way that makes for a more engaged consumer, audience or customer. We partook in this fusion of ideas, conversations and felt right at home with the idea. Capsule was framed this way since our inception, hence we believe in Duets and the understanding around creativity and the law. This conference was like wading into a warm familiar body of water, something we know as well as Mr. Baird knows his hot tub. Our participation was both physical and digital, we wrote for their blog, tweeted and met with friends, colleagues and potential clients.

You can enjoy the topics discussed on their blog post or Twitter feed (#FuseDesign), even after the event. The posts are a great way to catch up on a world that took place while you had your nose deep into other work. You’ll find some interesting perspectives and perhaps some thoughts you’ve heard before. On a whole, you’ll get a feel for the energy around a conference like FUSE.

So what? Who doesn’t want a better designed world? This may be true, but we wonder how many people are changing behaviors in this direction. For instance, if you’re an IP lawyer, have you ever considered attending the FUSE Conference? We would suggest anyone in the practice of protecting original content (read Intellectual Property) spend some time with those who create it. The FUSE Conference is a high-level blend of people who design content for clients. We believe you’ll walk away inspired, at a minimum, and highly connected with people creating tomorrows design content on the maximum side.

We would like to reach out to those thinkers who believe in the idea behind FUSE and ask them to connect with Capsule. We enjoy connecting with like-minded individuals and find the digital mediums are great to start a conversation that will eventually result in a handshake and eye-to-eye conversation. Reach out to us and we’ll share more about FUSE and the effort we made to digitize a conference experience through the social tools available to us. If it takes you a few minutes to craft a sentence, this digitizing approach to a conference isn’t for you. But, the conference itself is.

Thank you to Mr. Baird and the firm of Winthrop & Weinstine for promoting the fusion of creativity and the law. We believe in it. We live it.

Last week we announced a trademark seminar taking place in Minneapolis on March 2, 2011, and one of the hot topics to be discussed from 1:15 – 2:30 PM CST, is “Strategies For Dealing With “Trademark Bullies.”

Given the special interest in the trademark bullying topic outside and well beyond the Twin Cities, Minnesota Continuing Legal Education has decided to make the 75 minute panel discussion available in a live webinar format too.

The registration details are here.

We hope you are able to join the passionate discussion on both sides of the question, either in person, or via the webinar.

If you are unable to attend either, and you have questions you’d like covered, please post them here, so we can attempt to address them during the program.

On Wednesday March 2, 2011, in Minneapolis, Minnesota, at 1:15 PM CST, we’ll be discussing “Strategies for Dealing With “Trademark Bullies” — a pdf of the brochure is here.

I’ll be moderating a 75 minute panel discussion with these distinguished speakers:

Hopefully you can join us for an engaging discussion on this very hot topic.

If you’re unable to attend, perhaps you can attend the video replay on Tuesday March 15, 2011.

Megan Ruwe, Employment lawyer at Winthrop & Weinstine

Imagine this scenario: While searching the Internet, you come across a Facebook posting authored by one of your employees that includes derogatory statements and inappropriate pictures. You wish you had seen the blog before you hired the employee. What does this mean to you as an employer? What can you do about it now?

As technology continues to creep into our personal lives and we rely on social media sites such as Facebook and Twitter as primary forms of communication, an increasing number of employers have encountered situations similar to the one described above. In an effort to control these situations, many employers now monitor employee use of social media websites. Employers must be aware, however, that monitoring applicants and employees over the Internet is not risk-free. In certain situations, federal, state, or local laws may protect employees from discipline or termination due to their Internet activities. 

Obtaining Information About Job Applicants On Facebook and Twitter

To alleviate concerns about job applicants, many employers search social media websites to obtain information about applicants.  Although this practice is common, employers that rely on social media websites to obtain information regarding applicants’ employment histories and personal lives should proceed with caution. Any picture of an applicant obtained on the Internet could subject the employer to a discrimination lawsuit for the failure to hire the applicant because of his or her race, ethnicity, gender, or any other protected classification that might be perceived from the picture. Likewise, searches that uncover an applicant’s membership in organizations based on protected classifications such as religious affiliation, national origin, disability, sexual orientation, or even the armed forces may subject an employer to a lawsuit if the employer decides not to hire the individual. To minimize the risks of such searches, employers should be consistent when reviewing information regarding job applicants; if you conduct a search for one applicant, do so for all.

Continue Reading When Employees Go Online: The Risks of Social Media to Employers