Can my employer fire me for no reason?
an “at-will” employment state. This means that in most cases, your employer can fire you at any time for any reason, for a bad reason, or for no reason at all. So your employer can fire you for complaining about your boss’s lack of
Can my employer retaliate against me?
Generally, yes. Most retaliation is not illegal. You should contact Heins & Minko Employment Attorneys to find out if you case has merit.
Are there exceptions to employment at-will?
employment contract, it may contain language that says your employer can only fire you “for cause” (i.e., a good reason). Additionally, if your employer made an oral or written statement (including pre-employment statements) that tends to limit its ...
Am I eligible for unemployment if my employer fired me for a bad reason or no reason?
Yes. Even if your situation does not fall into one of the exceptions of employment at will listed here, you may still be eligible for unemployment benefits if your employer did not terminate you for misconduct.
What is illegal discrimination?
Discrimination is treating someone differently based on his/her membership in a “protected class.” Protected classes include race, color, creed, religion, national origin, gender, sexual orientation, marital status, physical or mental disability, receipt of public assistance, and age. ...
What is illegal harassment?
(see the preceding paragraph for a list of protected classes) that creates a hostile environment or adversely affects the individual’s employment. Most harassment claims are for sexual harassment. While morally wrong, harassment is not legally wrong unless the reason you are ...
Can I take medical or parental leave?
State and federal laws require some employers to provide eligible employees with leave for the birth, adoption, or foster care of a child, and to care for a serious health condition of the employee or his/her close relative. Eligible employees may sue for damages if their employer denies or ...
Is my employer required to accommodate my disability?
Employers must reasonably accommodate a qualified employee’s disability, unless the accommodation imposes an undue hardship on the employer.
Act 10 continues to cause controversy in Wisconsin
the law unconstitutional in Sept. 2012 and a stay was put on enforcing
Prison guard union vote allowed by state
On behalf of Heins Law Office LLC posted in Employment Disputes on Thursday, May 30, 2013.
President Obama praises Gap for raising wages
behalf of Heins & Minko posted in Employment Disputes on Friday, February 28, 2014. Wisconsin residents may be interested in recent comments by President Obama on a newly announced plan by Gap Inc. to raise its minimum wage. On Feb. 19, President Obama praised the ...
Wisconsin equal rights claim results in settlement
attorney who has
Can my employer fire me for no reason?
an “at-will” employment state. This means that in most cases, your employer can fire you at any time for any reason, for a bad reason, or for no reason at all. So your employer can fire you for complaining about your boss’s lack of
Can my employer retaliate against me?
Generally, yes. Most retaliation is not illegal. You should contact Heins & Minko Employment Attorneys to find out if you case has merit.
Are there exceptions to employment at-will?
employment contract, it may contain language that says your employer can only fire you “for cause” (i.e., a good reason). Additionally, if your employer made an oral or written statement (including pre-employment statements) that tends to limit its ...
Am I eligible for unemployment if my employer fired me for a bad reason or no reason?
Yes. Even if your situation does not fall into one of the exceptions of employment at will listed here, you may still be eligible for unemployment benefits if your employer did not terminate you for misconduct.
What is illegal discrimination?
Discrimination is treating someone differently based on his/her membership in a “protected class.” Protected classes include race, color, creed, religion, national origin, gender, sexual orientation, marital status, physical or mental disability, receipt of public assistance, and age. ...
What is illegal harassment?
(see the preceding paragraph for a list of protected classes) that creates a hostile environment or adversely affects the individual’s employment. Most harassment claims are for sexual harassment. While morally wrong, harassment is not legally wrong unless the reason you are ...
Can I take medical or parental leave?
State and federal laws require some employers to provide eligible employees with leave for the birth, adoption, or foster care of a child, and to care for a serious health condition of the employee or his/her close relative. Eligible employees may sue for damages if their employer denies or ...
Is my employer required to accommodate my disability?
Employers must reasonably accommodate a qualified employee’s disability, unless the accommodation imposes an undue hardship on the employer.
Act 10 continues to cause controversy in Wisconsin
the law unconstitutional in Sept. 2012 and a stay was put on enforcing
Prison guard union vote allowed by state
On behalf of Heins Law Office LLC posted in Employment Disputes on Thursday, May 30, 2013.
President Obama praises Gap for raising wages
behalf of Heins & Minko posted in Employment Disputes on Friday, February 28, 2014. Wisconsin residents may be interested in recent comments by President Obama on a newly announced plan by Gap Inc. to raise its minimum wage. On Feb. 19, President Obama praised the ...
Wisconsin equal rights claim results in settlement
attorney who has
This document is an answer filed by Illinois Midwest Insurance Agency, LLC to the applicant Marcela Acosta's petition for reconsideration of a workers' compensation claim. It summarizes the case history, including that Acosta alleged a cumulative trauma injury and is receiving temporary total disability benefits. It disputes the rate that benefits are being paid at. The answer argues that the original ruling should stand as it is based on substantial evidence, including Acosta's tax documents showing lower earnings than she claims, while she provided no documentation to support her testimony claiming higher earnings. It aims to show the original ruling was reasonably based on the evidence presented.
Berry v. frank's auto body carstar [s.d. ohio]ThompsonPub
This document is a memorandum opinion and order from a federal district court case involving claims of ERISA retaliation, failure to provide COBRA notification, and disability discrimination. The court considered cross motions for summary judgment from the plaintiffs and defendants. Regarding the motions to strike filed by both parties, the court found it could resolve the summary judgment motions without considering the contested evidence, so it denied the motions to strike as moot. On the ERISA retaliation and COBRA notification claims, the court found that the defendants were entitled to summary judgment. The disability discrimination claim was dismissed without prejudice. The court therefore granted summary judgment to the defendants on two counts and dismissed the third count.
- Car clubs that rent exotic cars allow members to drive supercars like Ferraris without the hassles of ownership such as high maintenance costs. Members pay annual fees and per-use rates to access the clubs' fleets.
- These clubs have grown in popularity as an alternative to owning supercars. They take care of maintenance and storage while giving members the opportunity to drive dream cars for a fraction of the cost of ownership.
- In addition to access to exotic cars, these clubs offer social events and concierge services for members. Prospective members go through applications and interviews to ensure they are a good fit for the clubs.
Seo, llc dba www.splinternet marketing.com search engine rankings on 4 18-2011Brian Bateman
This report from Splinternet Marketing analyzes the search engine rankings of keywords and URLs related to an internet marketing company over time. It shows that across search engines like Google, Bing, and Yahoo, the rankings have increased or are new for the analyzed keywords and URLs in the past month. A total of 16 listing positions have improved or are new.
Can my employer fire me for no reason?
an “at-will” employment state. This means that in most cases, your employer can fire you at any time for any reason, for a bad reason, or for no reason at all. So your employer can fire you for complaining about your boss’s lack of
Can my employer retaliate against me?
Generally, yes. Most retaliation is not illegal. You should contact Heins & Minko Employment Attorneys to find out if you case has merit.
Are there exceptions to employment at-will?
employment contract, it may contain language that says your employer can only fire you “for cause” (i.e., a good reason). Additionally, if your employer made an oral or written statement (including pre-employment statements) that tends to limit its ...
Am I eligible for unemployment if my employer fired me for a bad reason or no reason?
Yes. Even if your situation does not fall into one of the exceptions of employment at will listed here, you may still be eligible for unemployment benefits if your employer did not terminate you for misconduct.
What is illegal discrimination?
Discrimination is treating someone differently based on his/her membership in a “protected class.” Protected classes include race, color, creed, religion, national origin, gender, sexual orientation, marital status, physical or mental disability, receipt of public assistance, and age. ...
What is illegal harassment?
(see the preceding paragraph for a list of protected classes) that creates a hostile environment or adversely affects the individual’s employment. Most harassment claims are for sexual harassment. While morally wrong, harassment is not legally wrong unless the reason you are ...
Can I take medical or parental leave?
State and federal laws require some employers to provide eligible employees with leave for the birth, adoption, or foster care of a child, and to care for a serious health condition of the employee or his/her close relative. Eligible employees may sue for damages if their employer denies or ...
Is my employer required to accommodate my disability?
Employers must reasonably accommodate a qualified employee’s disability, unless the accommodation imposes an undue hardship on the employer.
Act 10 continues to cause controversy in Wisconsin
the law unconstitutional in Sept. 2012 and a stay was put on enforcing
Prison guard union vote allowed by state
On behalf of Heins Law Office LLC posted in Employment Disputes on Thursday, May 30, 2013.
President Obama praises Gap for raising wages
behalf of Heins & Minko posted in Employment Disputes on Friday, February 28, 2014. Wisconsin residents may be interested in recent comments by President Obama on a newly announced plan by Gap Inc. to raise its minimum wage. On Feb. 19, President Obama praised the ...
Wisconsin equal rights claim results in settlement
attorney who has
This document is an SEO competitive analysis report created by SEO, LLC for Brian C. Bateman of SplinternetMarketing.com. It analyzes rankings for 195 keywords and 2 URLs across Google and Yahoo from July 31, 2014 and May 10, 2014. Key findings include 232 improved rankings, 13 unchanged rankings, and 26 declined rankings. The report provides statistics on top 20 rankings and their distribution across positions and search engines. It also lists the keywords, URLs and search engines checked along with the associated rankings.
Can my employer fire me for no reason?
an “at-will” employment state. This means that in most cases, your employer can fire you at any time for any reason, for a bad reason, or for no reason at all. So your employer can fire you for complaining about your boss’s lack of
Can my employer retaliate against me?
Generally, yes. Most retaliation is not illegal. You should contact Heins & Minko Employment Attorneys to find out if you case has merit.
Are there exceptions to employment at-will?
employment contract, it may contain language that says your employer can only fire you “for cause” (i.e., a good reason). Additionally, if your employer made an oral or written statement (including pre-employment statements) that tends to limit its ...
Am I eligible for unemployment if my employer fired me for a bad reason or no reason?
Yes. Even if your situation does not fall into one of the exceptions of employment at will listed here, you may still be eligible for unemployment benefits if your employer did not terminate you for misconduct.
What is illegal discrimination?
Discrimination is treating someone differently based on his/her membership in a “protected class.” Protected classes include race, color, creed, religion, national origin, gender, sexual orientation, marital status, physical or mental disability, receipt of public assistance, and age. ...
What is illegal harassment?
(see the preceding paragraph for a list of protected classes) that creates a hostile environment or adversely affects the individual’s employment. Most harassment claims are for sexual harassment. While morally wrong, harassment is not legally wrong unless the reason you are ...
Can I take medical or parental leave?
State and federal laws require some employers to provide eligible employees with leave for the birth, adoption, or foster care of a child, and to care for a serious health condition of the employee or his/her close relative. Eligible employees may sue for damages if their employer denies or ...
Is my employer required to accommodate my disability?
Employers must reasonably accommodate a qualified employee’s disability, unless the accommodation imposes an undue hardship on the employer.
Act 10 continues to cause controversy in Wisconsin
the law unconstitutional in Sept. 2012 and a stay was put on enforcing
Prison guard union vote allowed by state
On behalf of Heins Law Office LLC posted in Employment Disputes on Thursday, May 30, 2013.
President Obama praises Gap for raising wages
behalf of Heins & Minko posted in Employment Disputes on Friday, February 28, 2014. Wisconsin residents may be interested in recent comments by President Obama on a newly announced plan by Gap Inc. to raise its minimum wage. On Feb. 19, President Obama praised the ...
Wisconsin equal rights claim results in settlement
attorney who has
This document is an answer filed by Illinois Midwest Insurance Agency, LLC to the applicant Marcela Acosta's petition for reconsideration of a workers' compensation claim. It summarizes the case history, including that Acosta alleged a cumulative trauma injury and is receiving temporary total disability benefits. It disputes the rate that benefits are being paid at. The answer argues that the original ruling should stand as it is based on substantial evidence, including Acosta's tax documents showing lower earnings than she claims, while she provided no documentation to support her testimony claiming higher earnings. It aims to show the original ruling was reasonably based on the evidence presented.
Berry v. frank's auto body carstar [s.d. ohio]ThompsonPub
This document is a memorandum opinion and order from a federal district court case involving claims of ERISA retaliation, failure to provide COBRA notification, and disability discrimination. The court considered cross motions for summary judgment from the plaintiffs and defendants. Regarding the motions to strike filed by both parties, the court found it could resolve the summary judgment motions without considering the contested evidence, so it denied the motions to strike as moot. On the ERISA retaliation and COBRA notification claims, the court found that the defendants were entitled to summary judgment. The disability discrimination claim was dismissed without prejudice. The court therefore granted summary judgment to the defendants on two counts and dismissed the third count.
- Car clubs that rent exotic cars allow members to drive supercars like Ferraris without the hassles of ownership such as high maintenance costs. Members pay annual fees and per-use rates to access the clubs' fleets.
- These clubs have grown in popularity as an alternative to owning supercars. They take care of maintenance and storage while giving members the opportunity to drive dream cars for a fraction of the cost of ownership.
- In addition to access to exotic cars, these clubs offer social events and concierge services for members. Prospective members go through applications and interviews to ensure they are a good fit for the clubs.
Seo, llc dba www.splinternet marketing.com search engine rankings on 4 18-2011Brian Bateman
This report from Splinternet Marketing analyzes the search engine rankings of keywords and URLs related to an internet marketing company over time. It shows that across search engines like Google, Bing, and Yahoo, the rankings have increased or are new for the analyzed keywords and URLs in the past month. A total of 16 listing positions have improved or are new.
Can my employer fire me for no reason?
an “at-will” employment state. This means that in most cases, your employer can fire you at any time for any reason, for a bad reason, or for no reason at all. So your employer can fire you for complaining about your boss’s lack of
Can my employer retaliate against me?
Generally, yes. Most retaliation is not illegal. You should contact Heins & Minko Employment Attorneys to find out if you case has merit.
Are there exceptions to employment at-will?
employment contract, it may contain language that says your employer can only fire you “for cause” (i.e., a good reason). Additionally, if your employer made an oral or written statement (including pre-employment statements) that tends to limit its ...
Am I eligible for unemployment if my employer fired me for a bad reason or no reason?
Yes. Even if your situation does not fall into one of the exceptions of employment at will listed here, you may still be eligible for unemployment benefits if your employer did not terminate you for misconduct.
What is illegal discrimination?
Discrimination is treating someone differently based on his/her membership in a “protected class.” Protected classes include race, color, creed, religion, national origin, gender, sexual orientation, marital status, physical or mental disability, receipt of public assistance, and age. ...
What is illegal harassment?
(see the preceding paragraph for a list of protected classes) that creates a hostile environment or adversely affects the individual’s employment. Most harassment claims are for sexual harassment. While morally wrong, harassment is not legally wrong unless the reason you are ...
Can I take medical or parental leave?
State and federal laws require some employers to provide eligible employees with leave for the birth, adoption, or foster care of a child, and to care for a serious health condition of the employee or his/her close relative. Eligible employees may sue for damages if their employer denies or ...
Is my employer required to accommodate my disability?
Employers must reasonably accommodate a qualified employee’s disability, unless the accommodation imposes an undue hardship on the employer.
Act 10 continues to cause controversy in Wisconsin
the law unconstitutional in Sept. 2012 and a stay was put on enforcing
Prison guard union vote allowed by state
On behalf of Heins Law Office LLC posted in Employment Disputes on Thursday, May 30, 2013.
President Obama praises Gap for raising wages
behalf of Heins & Minko posted in Employment Disputes on Friday, February 28, 2014. Wisconsin residents may be interested in recent comments by President Obama on a newly announced plan by Gap Inc. to raise its minimum wage. On Feb. 19, President Obama praised the ...
Wisconsin equal rights claim results in settlement
attorney who has
This document is an SEO competitive analysis report created by SEO, LLC for Brian C. Bateman of SplinternetMarketing.com. It analyzes rankings for 195 keywords and 2 URLs across Google and Yahoo from July 31, 2014 and May 10, 2014. Key findings include 232 improved rankings, 13 unchanged rankings, and 26 declined rankings. The report provides statistics on top 20 rankings and their distribution across positions and search engines. It also lists the keywords, URLs and search engines checked along with the associated rankings.
This document provides an analysis of SEO LLC's website competitiveness for the search term "Internet Marketing". It analyzes the website and top 10 competitor websites based on 111 ranking factors. The document finds that SEO LLC's website meets 79% of the requirements for a top 10 ranking. It provides detailed assessments and recommendations to improve performance for each ranking factor.
This document is a catalog for vinyl graphics products from Universal Products. It includes an index listing manufacturers and product descriptions by page number. The bulk of the document then features Universal Products' pinstripes, roll stock, and graphics materials. It provides details on product lines, adhesive types, color charts, and specifications for different striping styles and widths. The catalog aims to help customers find the right vinyl graphics solutions for automotive customization.
Fractional ownership programs are allowing more consumers to enjoy expensive items like private jets, luxury cars, boats, and vacation homes. These programs allow individuals to purchase a share of ownership in an item while the company retains responsibility for maintenance and upkeep. For example, Exotic Car Share allows individuals to purchase a one-fifth share of luxury cars like Ferraris and Lamborghinis for an upfront investment of $7,500 to $60,000 plus annual fees, in exchange for seven weeks of drive time per year. While challenges exist in setting up these programs, fractional ownership could make luxury items attainable to more affluent consumers by broadening the customer base.
Seo search engine rankings for splinternet marketing-chicago-1-3-2011Brian Bateman
This search engine ranking report was created by Splinternet Marketing to analyze the online visibility of two URLs and three keywords related to internet marketing services in Chicago. The report found a total of 9 listings for the URLs and keywords across 5 search engines, with no listings in the top 5 or top 10 positions. It provides tables with the results and rankings found for each URL, keyword, and search engine.
The document is a competitive analysis report for the website www.realgoldira.com/ira-llc created by SEO, LLC. It analyzes the website's ranking performance for the keyword phrase "ira llc" and provides advice on improvements. It finds the website meets only 47% of requirements for a top 10 ranking. It provides data on the keyword usage, backlinks, social mentions, and other ranking factors of competitor websites and compares them to the analyzed website.
This report analyzes the search engine rankings of a company called Vinyl Graphics, Inc. over time. It found that of the 23 keywords and one URL checked on 9 search engines, 120 listings were new or moved up in the rankings, while none dropped or moved down. The report provides statistics on the company's visibility and positioning for specific keywords and on different search engines. It also lists the keywords, URLs and search engines that were part of the competitive analysis.
Tami Ott brought a Title VII sexual discrimination claim against her employer AirTran Airways, alleging she was subjected to a sexually hostile work environment. She claimed that on a few occasions, she briefly saw nude pictures of women on coworkers' computer screens. She also alleged that supervisor Thomas O'Neil would sometimes rub against her from behind as he walked by. Additionally, she overheard supervisor Tom Cross make several sexually inappropriate and demeaning comments on various occasions. However, the district court granted AirTran's motion for summary judgment, finding Ott was not subjected to a sexually hostile work environment.
This document summarizes several recent developments in employment law across various areas:
1) It discusses recent court rulings on whether law firm shareholders are considered employees under discrimination statutes, the appropriate causation standard for ADA claims, and whether the paycheck accrual rule applies to §1983 cases.
2) It also summarizes recent cases related to burden of proof standards for FMLA interference claims, the scope of bankruptcy anti-discrimination statutes, and whether a new EEOC charge is required for retaliation occurring after an initial filing.
3) Additionally, the document analyzes issues like what constitutes actionable retaliation by a lawyer, the right to a jury trial under the WARN Act, and standards for
This motion seeks to disqualify the law firm Wilson & Varner and attorney Rodney Varner from representing David Nance in litigation against the debtors Introgen Therapeutics, Inc. and Introgen Technical Services, Inc. Varner previously served as general counsel for the debtors from 1993 to 2009. The debtors have filed an adversary proceeding against Nance alleging fraudulent transfers and other claims. Wilson & Varner is now representing Nance in that proceeding and in related bankruptcy matters. The motion argues that Varner's prior representation of the debtors is substantially related to the current matters, and there is a risk that confidential information may be disclosed, in violation of ethical rules regarding conflicts of interest with former clients. The
This document is a report and recommendation from a magistrate judge regarding a motion to dismiss for lack of personal jurisdiction filed by the defendant, Info Directions, Inc. The plaintiff, Transverse LLC, alleges that Info Directions interfered with its contract and misappropriated its trade secrets related to billing software. The magistrate judge provides background on the parties and claims, summarizes the legal standards for personal jurisdiction, and will make a recommendation to the district court judge on the motion to dismiss.
Presentation regarding the duty to defend under an insurance policy in Texas. Presented at Lorman Education Services seminar - Update on Insurance Issues in Texas (April 2008)
This document provides an overview of bad-faith litigation and mediation of bad-faith insurance claims in Washington state. It defines insurer bad faith under Washington law as failing to deal fairly with an insured by not giving equal consideration to their interests. The document discusses relevant case law establishing standards for bad faith, legislative standards, and exceptions for denials based on reasonable policy interpretations. It also notes that mediation of bad-faith issues can arise in several contexts and addresses strategies for preparing for and conducting an effective mediation.
The C4C Federal Exchange Newsletter Vol. 2 No. 3 (March 2015) Tanya Ward Jordan
The document summarizes information from the C4C Federal Exchange Newsletter Vol. 2 / No. 3 (March 2015). It discusses the Judgment Fund, which pays court judgments and Justice Department settlements against the government. It also promotes transparency of "Alleged Discriminating Officials" or RMOs, the people alleged to have discriminated in EEO complaints. Finally, it provides summaries of various EEO cases, such as Webster v Rumsfield and Elmers v Veterans Affairs, and highlights news items related to EEOC proposed rule changes.
Plaintiffs Laura Krottner, Ishaya Shamasa, and Joseph Lalli sued Starbucks after a laptop containing their unencrypted personal information was stolen from Starbucks. The district court dismissed their claims for lack of standing under Article III. The Ninth Circuit affirmed in part but found that Plaintiffs had standing, as the theft of their personal information presented a credible threat of real harm from future identity theft. While only Lalli alleged current injury from anxiety, the other Plaintiffs' increased risk of identity theft was sufficient for standing purposes.
Lawweb.in judgment of us district court on motion for a negative inference ba...Law Web
Judgment of US District court on motion for a Negative Inference Based upon Plaintiff’s Alleged Deletion of Emails - See more at: http://www.lawweb.in/2016/04/judgment-of-us-district-court-on-motion.html?#sthash.T5WQGg2Q.dpuf
Multi care health system v. lexington ins. co.Seth Row
This document is a memorandum from a United States Court of Appeals summarizing a case between Multicare Health System and Lexington Insurance Company. The court dismissed Multicare's claims against Lexington with prejudice, finding that Lexington did not have a duty to disclose the self-insured retention amount on the certificate of insurance provided to Multicare. The certificate stated the insurance policy limits but not the retention amount. The court determined that Lexington and USI did not make any affirmative misrepresentations, and they did not have a fiduciary or other special relationship that would create a duty to disclose the retention amount to Multicare. Therefore, Multicare failed to state a claim for misrepresentation or other causes of action.
This document is a decision from an administrative law judge regarding a whistleblower claim filed by Crisell Seguin against Northrop Grumman Corporation under the Sarbanes-Oxley Act. The judge finds that Seguin engaged in protected activity by refusing to sign a conflicts of interest form and making allegations that a training module had incorrectly reported her status. However, Northrop Grumman claims it terminated Seguin as part of a reduction in force due to declining business. The key issues are whether Seguin's actions were protected activities and whether they contributed to her termination or if the termination was solely due to a reduction in force for business reasons.
This memorandum supports the plaintiff's motion to compel further discovery from the defendants. It summarizes that the plaintiff, Izabella Danielli, was seriously injured in a car accident caused by the defendant's tractor-trailer. While the defendants objected to the plaintiff's requests for production, they failed to provide any responses or a privilege log. The memorandum argues that the plaintiff is entitled to any statements made to the defense, as they are neither privileged nor protected work product. It also argues that sanctions should be awarded against the defendants for failing to meet and confer in good faith or provide a privilege log. The plaintiff is requesting an order compelling responses to requests for production and monetary sanctions of $1,500.
Writing sample (petition for review- abbreviated) for Martinez, AaronAaron A. Martinez
This document is a petition for review filed with the Supreme Court of Texas appealing a lower court's dismissal of a father's appeal of the termination of his parental rights. The petition argues that the Texas statutory scheme granting indigent parents the right to appointed counsel in termination proceedings is unconstitutional because it only mandates counsel when the state initiates termination, not in private termination suits. This denies equal protection and due process to indigent parents like the petitioner who were not automatically appointed counsel when facing termination sought by a private party. The petition asks the Supreme Court to grant review to resolve this important constitutional issue of first impression.
The document is a letter from the Attorney General of Massachusetts appealing the withholding of documents in response to a Freedom of Information Act request regarding communications about the U.S. Climate Action Report 2002. The letter argues that the Council on Environmental Quality failed to adequately justify withholding documents and violated FOIA. It provides examples where CEQ inadvertently disclosed information it had tried to redact, demonstrating the information was not properly exempt. The letter requests CEQ provide a detailed Vaughn index to justify any withheld information.
- Glenn Krasner sued the City of New York and the Fire Department alleging discrimination under the ADA, NYSHRL, and NYCHRL for terminating his employment due to his Asperger's syndrome.
- The court affirmed the district court's grant of summary judgment for the defendants. It found that the City provided a legitimate non-discriminatory reason for Krasner's termination based on his history of serious misconduct at work.
- The court also affirmed dismissal of Krasner's retaliation claims, finding that the temporal proximity between his protected activity and disciplinary actions was insufficient on its own to show causation given that adverse actions began before any protected activity.
This document provides an analysis of SEO LLC's website competitiveness for the search term "Internet Marketing". It analyzes the website and top 10 competitor websites based on 111 ranking factors. The document finds that SEO LLC's website meets 79% of the requirements for a top 10 ranking. It provides detailed assessments and recommendations to improve performance for each ranking factor.
This document is a catalog for vinyl graphics products from Universal Products. It includes an index listing manufacturers and product descriptions by page number. The bulk of the document then features Universal Products' pinstripes, roll stock, and graphics materials. It provides details on product lines, adhesive types, color charts, and specifications for different striping styles and widths. The catalog aims to help customers find the right vinyl graphics solutions for automotive customization.
Fractional ownership programs are allowing more consumers to enjoy expensive items like private jets, luxury cars, boats, and vacation homes. These programs allow individuals to purchase a share of ownership in an item while the company retains responsibility for maintenance and upkeep. For example, Exotic Car Share allows individuals to purchase a one-fifth share of luxury cars like Ferraris and Lamborghinis for an upfront investment of $7,500 to $60,000 plus annual fees, in exchange for seven weeks of drive time per year. While challenges exist in setting up these programs, fractional ownership could make luxury items attainable to more affluent consumers by broadening the customer base.
Seo search engine rankings for splinternet marketing-chicago-1-3-2011Brian Bateman
This search engine ranking report was created by Splinternet Marketing to analyze the online visibility of two URLs and three keywords related to internet marketing services in Chicago. The report found a total of 9 listings for the URLs and keywords across 5 search engines, with no listings in the top 5 or top 10 positions. It provides tables with the results and rankings found for each URL, keyword, and search engine.
The document is a competitive analysis report for the website www.realgoldira.com/ira-llc created by SEO, LLC. It analyzes the website's ranking performance for the keyword phrase "ira llc" and provides advice on improvements. It finds the website meets only 47% of requirements for a top 10 ranking. It provides data on the keyword usage, backlinks, social mentions, and other ranking factors of competitor websites and compares them to the analyzed website.
This report analyzes the search engine rankings of a company called Vinyl Graphics, Inc. over time. It found that of the 23 keywords and one URL checked on 9 search engines, 120 listings were new or moved up in the rankings, while none dropped or moved down. The report provides statistics on the company's visibility and positioning for specific keywords and on different search engines. It also lists the keywords, URLs and search engines that were part of the competitive analysis.
Tami Ott brought a Title VII sexual discrimination claim against her employer AirTran Airways, alleging she was subjected to a sexually hostile work environment. She claimed that on a few occasions, she briefly saw nude pictures of women on coworkers' computer screens. She also alleged that supervisor Thomas O'Neil would sometimes rub against her from behind as he walked by. Additionally, she overheard supervisor Tom Cross make several sexually inappropriate and demeaning comments on various occasions. However, the district court granted AirTran's motion for summary judgment, finding Ott was not subjected to a sexually hostile work environment.
This document summarizes several recent developments in employment law across various areas:
1) It discusses recent court rulings on whether law firm shareholders are considered employees under discrimination statutes, the appropriate causation standard for ADA claims, and whether the paycheck accrual rule applies to §1983 cases.
2) It also summarizes recent cases related to burden of proof standards for FMLA interference claims, the scope of bankruptcy anti-discrimination statutes, and whether a new EEOC charge is required for retaliation occurring after an initial filing.
3) Additionally, the document analyzes issues like what constitutes actionable retaliation by a lawyer, the right to a jury trial under the WARN Act, and standards for
This motion seeks to disqualify the law firm Wilson & Varner and attorney Rodney Varner from representing David Nance in litigation against the debtors Introgen Therapeutics, Inc. and Introgen Technical Services, Inc. Varner previously served as general counsel for the debtors from 1993 to 2009. The debtors have filed an adversary proceeding against Nance alleging fraudulent transfers and other claims. Wilson & Varner is now representing Nance in that proceeding and in related bankruptcy matters. The motion argues that Varner's prior representation of the debtors is substantially related to the current matters, and there is a risk that confidential information may be disclosed, in violation of ethical rules regarding conflicts of interest with former clients. The
This document is a report and recommendation from a magistrate judge regarding a motion to dismiss for lack of personal jurisdiction filed by the defendant, Info Directions, Inc. The plaintiff, Transverse LLC, alleges that Info Directions interfered with its contract and misappropriated its trade secrets related to billing software. The magistrate judge provides background on the parties and claims, summarizes the legal standards for personal jurisdiction, and will make a recommendation to the district court judge on the motion to dismiss.
Presentation regarding the duty to defend under an insurance policy in Texas. Presented at Lorman Education Services seminar - Update on Insurance Issues in Texas (April 2008)
This document provides an overview of bad-faith litigation and mediation of bad-faith insurance claims in Washington state. It defines insurer bad faith under Washington law as failing to deal fairly with an insured by not giving equal consideration to their interests. The document discusses relevant case law establishing standards for bad faith, legislative standards, and exceptions for denials based on reasonable policy interpretations. It also notes that mediation of bad-faith issues can arise in several contexts and addresses strategies for preparing for and conducting an effective mediation.
The C4C Federal Exchange Newsletter Vol. 2 No. 3 (March 2015) Tanya Ward Jordan
The document summarizes information from the C4C Federal Exchange Newsletter Vol. 2 / No. 3 (March 2015). It discusses the Judgment Fund, which pays court judgments and Justice Department settlements against the government. It also promotes transparency of "Alleged Discriminating Officials" or RMOs, the people alleged to have discriminated in EEO complaints. Finally, it provides summaries of various EEO cases, such as Webster v Rumsfield and Elmers v Veterans Affairs, and highlights news items related to EEOC proposed rule changes.
Plaintiffs Laura Krottner, Ishaya Shamasa, and Joseph Lalli sued Starbucks after a laptop containing their unencrypted personal information was stolen from Starbucks. The district court dismissed their claims for lack of standing under Article III. The Ninth Circuit affirmed in part but found that Plaintiffs had standing, as the theft of their personal information presented a credible threat of real harm from future identity theft. While only Lalli alleged current injury from anxiety, the other Plaintiffs' increased risk of identity theft was sufficient for standing purposes.
Lawweb.in judgment of us district court on motion for a negative inference ba...Law Web
Judgment of US District court on motion for a Negative Inference Based upon Plaintiff’s Alleged Deletion of Emails - See more at: http://www.lawweb.in/2016/04/judgment-of-us-district-court-on-motion.html?#sthash.T5WQGg2Q.dpuf
Multi care health system v. lexington ins. co.Seth Row
This document is a memorandum from a United States Court of Appeals summarizing a case between Multicare Health System and Lexington Insurance Company. The court dismissed Multicare's claims against Lexington with prejudice, finding that Lexington did not have a duty to disclose the self-insured retention amount on the certificate of insurance provided to Multicare. The certificate stated the insurance policy limits but not the retention amount. The court determined that Lexington and USI did not make any affirmative misrepresentations, and they did not have a fiduciary or other special relationship that would create a duty to disclose the retention amount to Multicare. Therefore, Multicare failed to state a claim for misrepresentation or other causes of action.
This document is a decision from an administrative law judge regarding a whistleblower claim filed by Crisell Seguin against Northrop Grumman Corporation under the Sarbanes-Oxley Act. The judge finds that Seguin engaged in protected activity by refusing to sign a conflicts of interest form and making allegations that a training module had incorrectly reported her status. However, Northrop Grumman claims it terminated Seguin as part of a reduction in force due to declining business. The key issues are whether Seguin's actions were protected activities and whether they contributed to her termination or if the termination was solely due to a reduction in force for business reasons.
This memorandum supports the plaintiff's motion to compel further discovery from the defendants. It summarizes that the plaintiff, Izabella Danielli, was seriously injured in a car accident caused by the defendant's tractor-trailer. While the defendants objected to the plaintiff's requests for production, they failed to provide any responses or a privilege log. The memorandum argues that the plaintiff is entitled to any statements made to the defense, as they are neither privileged nor protected work product. It also argues that sanctions should be awarded against the defendants for failing to meet and confer in good faith or provide a privilege log. The plaintiff is requesting an order compelling responses to requests for production and monetary sanctions of $1,500.
Writing sample (petition for review- abbreviated) for Martinez, AaronAaron A. Martinez
This document is a petition for review filed with the Supreme Court of Texas appealing a lower court's dismissal of a father's appeal of the termination of his parental rights. The petition argues that the Texas statutory scheme granting indigent parents the right to appointed counsel in termination proceedings is unconstitutional because it only mandates counsel when the state initiates termination, not in private termination suits. This denies equal protection and due process to indigent parents like the petitioner who were not automatically appointed counsel when facing termination sought by a private party. The petition asks the Supreme Court to grant review to resolve this important constitutional issue of first impression.
The document is a letter from the Attorney General of Massachusetts appealing the withholding of documents in response to a Freedom of Information Act request regarding communications about the U.S. Climate Action Report 2002. The letter argues that the Council on Environmental Quality failed to adequately justify withholding documents and violated FOIA. It provides examples where CEQ inadvertently disclosed information it had tried to redact, demonstrating the information was not properly exempt. The letter requests CEQ provide a detailed Vaughn index to justify any withheld information.
- Glenn Krasner sued the City of New York and the Fire Department alleging discrimination under the ADA, NYSHRL, and NYCHRL for terminating his employment due to his Asperger's syndrome.
- The court affirmed the district court's grant of summary judgment for the defendants. It found that the City provided a legitimate non-discriminatory reason for Krasner's termination based on his history of serious misconduct at work.
- The court also affirmed dismissal of Krasner's retaliation claims, finding that the temporal proximity between his protected activity and disciplinary actions was insufficient on its own to show causation given that adverse actions began before any protected activity.
This document summarizes the key principles regarding an insurer's duty to defend under Texas law. It discusses the "eight corners rule" whereby a court analyzes the duty to defend based solely on comparing the allegations in the underlying complaint and the language of the insurance policy. It notes that recent Texas Supreme Court cases have addressed exceptions to the eight corners rule and other issues like when the duty to defend is triggered. The document provides an overview of the burden of proof in duty to defend cases and discusses that facts outside the eight corners are generally not considered.
This document summarizes recent developments and cases related to state employment law. It discusses a new Domestic Workers Bill of Rights in New York, a proposed anti-workplace bullying statute, a case finding that calling one's boss a "slimebag" did not breach a non-disparagement clause, and a case preventing the recovery of damages for humiliation or injury to feelings in a non-disparagement breach of contract case. It also summarizes cases related to forum selection clauses, social media background checks under the FCRA, discovery of social media content, and more.
This document is a motion to dismiss claims brought by a Chapter 7 bankruptcy trustee against a debtor. The trustee claimed the debtor's post-bankruptcy personal injury settlement was a pre-bankruptcy asset. However, the motion argues the debtor's injury and cause of action did not accrue until years after bankruptcy discharge, based on the state's definition of when a personal injury cause of action accrues. It asserts the trustee failed to plead fraud with particularity and the settlement was not an asset of the bankruptcy estate under state law since the injury occurred post-discharge. The motion seeks dismissal on the grounds that the trustee's claims lack merit and were improperly brought.
Qualified immunity protects government employees from civil lawsuits for actions performed as part of their jobs. The Supreme Court established qualified immunity to prevent employees from being overly cautious in their duties due to fear of lawsuits. Over time, the Court has refined how qualified immunity is applied. It now protects employees unless their actions clearly violated an established constitutional right. Private individuals may also claim qualified immunity if they are temporarily assisting the government in an official capacity. However, private companies operating independently of direct government control cannot claim qualified immunity for their employees.
This document discusses retaliation claims under the Fair Labor Standards Act. It defines retaliation as discriminating against an employee for filing a complaint or testifying about FLSA violations. To prove retaliation, a plaintiff must show they engaged in protected activity, suffered an adverse action, and the two were causally linked. Protected activities include oral and written complaints that reasonably notify the employer of asserted FLSA rights. Retaliation protection extends to all employees, former employees, and potentially third parties like family members. The causation standard is "but for" causation. Damages may include back pay, reinstatement, liquidated damages, emotional distress damages, and possibly punitive damages. Attorneys' fees and costs are also available.
Capital Punishment by Saif Javed (LLM)ppt.pptxOmGod1
This PowerPoint presentation, titled "Capital Punishment in India: Constitutionality and Rarest of Rare Principle," is a comprehensive exploration of the death penalty within the Indian criminal justice system. Authored by Saif Javed, an LL.M student specializing in Criminal Law and Criminology at Kazi Nazrul University, the presentation delves into the constitutional aspects and ethical debates surrounding capital punishment. It examines key legal provisions, significant case laws, and the specific categories of offenders excluded from the death penalty. The presentation also discusses recent recommendations by the Law Commission of India regarding the gradual abolishment of capital punishment, except for terrorism-related offenses. This detailed analysis aims to foster informed discussions on the future of the death penalty in India.
Pedal to the Court Understanding Your Rights after a Cycling Collision.pdfSunsetWestLegalGroup
The immediate step is an intelligent choice; don’t procrastinate. In the aftermath of the crash, taking care of yourself and taking quick steps can help you protect yourself from significant injuries. Make sure that you have collected the essential data and information.
Integrating Advocacy and Legal Tactics to Tackle Online Consumer Complaintsseoglobal20
Our company bridges the gap between registered users and experienced advocates, offering a user-friendly online platform for seamless interaction. This platform empowers users to voice their grievances, particularly regarding online consumer issues. We streamline support by utilizing our team of expert advocates to provide consultancy services and initiate appropriate legal actions.
Our Online Consumer Legal Forum offers comprehensive guidance to individuals and businesses facing consumer complaints. With a dedicated team, round-the-clock support, and efficient complaint management, we are the preferred solution for addressing consumer grievances.
Our intuitive online interface allows individuals to register complaints, seek legal advice, and pursue justice conveniently. Users can submit complaints via mobile devices and send legal notices to companies directly through our portal.
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.
Corporate Governance : Scope and Legal Frameworkdevaki57
CORPORATE GOVERNANCE
MEANING
Corporate Governance refers to the way in which companies are governed and to what purpose. It identifies who has power and accountability, and who makes decisions. It is, in essence, a toolkit that enables management and the board to deal more effectively with the challenges of running a company.
The presentation deals with the concept of Right to Default Bail laid down under Section 167 of the Code of Criminal Procedure 1973 and Section 187 of Bharatiya Nagarik Suraksha Sanhita 2023.
Safeguarding Against Financial Crime: AML Compliance Regulations DemystifiedPROF. PAUL ALLIEU KAMARA
To ensure the integrity of financial systems and combat illicit financial activities, understanding AML (Anti-Money Laundering) compliance regulations is crucial for financial institutions and businesses. AML compliance regulations are designed to prevent money laundering and the financing of terrorist activities by imposing specific requirements on financial institutions, including customer due diligence, monitoring, and reporting of suspicious activities (GitHub Docs).