What was thought by many practitioners and many in the news media to be one of the most significantly restrictive Supreme Court decisions on class actions in recent memory, Wal-Mart Stores, Inc. v. Dukes, may not be so formidable for plaintiffs seeking redress through the class action process.
Blog Archive: October 2013
In A Workers Compensation Case, Remember You Can Implead In The Alternative – Accidental Injury Or Occupational Disease
The Commissioners prefer you do not file in the alternative. They want a nice clean case presented. However, you still have a right, and probably an obligation, in some duly contested cases, to file in the alternative.
In occupational disease cases, there must be a showing of industrial loss of use, often evidenced by loss time. One recent case involved a food service worker in a public school system. The worker was extremely dedicated and never wanted to miss work, but she was injured by a repeatedly broken deli slicer, which, on its face, sounds like an insidious onset over time and not one accident.
Well it’s that time of year again. Yes, it’s time to perfect your strategy, lock yourself in your office, “Hold all my calls” and get this work finished. No, I’m not talking about that tax return you extended in April or the TPS reports you have yet to complete; I’m talking about the final tweaks to your roster that will finally put you on top of your fantasy football league: can’t you visualize the Championship ring now?
24 hour marriages and even quicker divorces - Hollywood is full of them. On June 29, 2012, Katie Holmes filed for divorce and by July 9, 2012, her and her famous ex had hammered out a divorce agreement settling all issues with regards to property, custody and support. A mere two weeks after filing divorce, both Katie and Tom were able to walk the next red carpet solo. So can your divorce be this easy? Well, yes . . . and no.
On October 1, 2013, the Reasonable Accommodations for Pregnant Workers Act (“RAPWA”) became effective and applies to Maryland employers who have fifteen (15) or more employees. Taking the lead from laws like that Americans with Disabilities Act, the new RAPWA will require employers to provide reasonable accommodations for employees with a disability caused by, or contributed to, by a pregnancy.
Last week, we discussed the Affordable Care Act’s (ACA) ), commonly known as “Obamacare”, looming October 1, 2013 notice requirement. Now that you have notified your employees of their options under the ACA, you must explain what it means for them.
While divorce is not what most couples hope for, some couples find that it’s inevitable. That doesn’t mean that a knock-down drag-out fight is inevitable. Many couples opt for the “friendly divorce” also known as collaborative law or collaborative practice.