https://completemarkets.com/Article/article-post/2181/Find-The-Right-Employment-Law-Attorney-To-Help-Grow-And-Protect-Your-Business/
...right attorney.
At least 30,000 attorneys in the U.S. claim that they're prac...o devote to your concerns. The best attorneys can't spend their whole day work...
https://completemarkets.com/Article/article-post/2183/Working-With-Your-Employment-Law-Attorney/
...about their pattern or practice. Attorneys with insurance defense experience t...hat do they know about the opposing attorneys? If they haven't dealt with them...
https://completemarkets.com/Article/article-post/2262/HOW-STAGED-ACCIDENTS-WORK/
...he administrator bragged that he employed the lawyer and that the lawyer would...
https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/471/Follow-Smart-Hiring-Practices/
... the verdict could be in the millions. Only 5% of the workforce is responsible for 95% of employment-related litigation. Most of those 5% have victim mentalities. They believe that they're entitled to a job and salary regardless of their performance; they blame others for their shortcomings; or they refuse to accept responsibility for their actions or inactions, according to Tony Burnham, executive vice president of Employment Council for Abbott Resource Group Inc. "This is happening all across the nation. Companies are experiencing an explosion of employment-related claims based on sexual harassment and discrimination, wrongful termination and a host of other human resources issues," says Beth Schroeder, an employment law attorney and co-author of The EPL Book: The Practical Guide to Employment Practices Liability and Insurance. Sound employment practices are no longer ... guarantee against employment practices liability. You need to keep up with ever-changing employment laws, Shroeder says. So how can you avoid hiring a victim? According to Burnham, thousands of successful public and private corporations of all types and sizes have benefited from these "best practices" for hiring: ALTERNATIVE HIRING PROCEDURES With today's low unemployment rate, newspaper ads generally don't attract the best applicants. Consider alternative recruiting sources, such as trade and vocational schools, community colleges, and local universities for recent graduates who are highly motivated and willing to learn. Also look into these options: Employees with excellent performance records often have friends and relatives with similar traits. Laid-off workers are often experienced, hard working, and grateful for a new opportunity. A staffing firm that screens candidates can be a valuable source ...
https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/1872/DEALING-WITH-THE-THREAT-OF-VIOLENCE-IN-THE-WORKPLACE/
... mind, ' and the most significant threat of blowing her away. The psychiatrist's report led the company to fire the employee. She then sued for wrongful termination under the ADA. The company countered that she was fired because of her threats, not because of her disability. But the court linked her statements to her disability in its statement: The statements made by the plaintiff did not disqualify her from employment . . . and terminating her on the basis of the statements was equivalent to terminating her because of her disability. (From the court case Collins v. Blue Cross Blue Shield of Michigan, No. 95-CV-72192-DT.) No-Win Situation? This ruling may put employers in a no-win situation. If an employer fires an employee because she threatens to kill a co-worker, the employer might be successfully sued ... illness is improved if, before firing an affected employee, the company makes a good-faith effort to make a reasonable accommodation for the employee's condition. The employer stands a better chance of defending itself against an ADA-related employee complaint if it can show that despite its efforts to accommodate the disability, the troubled employee was still unable to perform the essential tasks associated with the job. Stephen Linzer is the managing attorney of the Phoenix, AZ firm of Linzer & Ditsch, PC, which assists business and property owners with transactional, litigation and corporate legal needs. This article was reprinted with permission from the Risk Management Letter, published by Griffin Communications, Inc. and Warren, McVeigh & Griffin, Inc. Login or Register (for FREE) to gain access to thousands of other ...
https://completemarkets.com/Article/article-post/471/Follow-Smart-Hiring-Practices/
... the verdict could be in the millions. Only 5% of the workforce is responsible for 95% of employment-related litigation. Most of those 5% have victim mentalities. They believe that they're entitled to a job and salary regardless of their performance; they blame others for their shortcomings; or they refuse to accept responsibility for their actions or inactions, according to Tony Burnham, executive vice president of Employment Council for Abbott Resource Group Inc. "This is happening all across the nation. Companies are experiencing an explosion of employment-related claims based on sexual harassment and discrimination, wrongful termination and a host of other human resources issues," says Beth Schroeder, an employment law attorney and co-author of The EPL Book: The Practical Guide to Employment Practices Liability and Insurance. Sound employment practices are no longer ... guarantee against employment practices liability. You need to keep up with ever-changing employment laws, Shroeder says. So how can you avoid hiring a victim? According to Burnham, thousands of successful public and private corporations of all types and sizes have benefited from these "best practices" for hiring: ALTERNATIVE HIRING PROCEDURES With today's low unemployment rate, newspaper ads generally don't attract the best applicants. Consider alternative recruiting sources, such as trade and vocational schools, community colleges, and local universities for recent graduates who are highly motivated and willing to learn. Also look into these options: Employees with excellent performance records often have friends and relatives with similar traits. Laid-off workers are often experienced, hard working, and grateful for a new opportunity. A staffing firm that screens candidates can be a valuable source ...
https://completemarkets.com/Article/article-post/624/The-ABCs-Of-Non-Competition-Agreements/
...cy. If the employee is no longer employed by the agency it’s the agency’s resp... known to the former employee while employed by the agency.
Thus, the duration...
https://completemarkets.com/Article/article-post/971/AVOIDING-ADVERSE-LEGAL-DECISIONS/
...ties and expectations while I am employed here.' Even with written performanc... excessive valuation demands and/or attorneys' fees. Additionally, it will hel...
https://completemarkets.com/Article/article-post/234/E-O-Claims-The-Discovery-Process/
...umber of interim legal maneuvers employed by both the defendant's and the plai...diation, or other approaches may be employed or forced in an attempt to avoid ...
https://completemarkets.com/Article/article-post/1872/DEALING-WITH-THE-THREAT-OF-VIOLENCE-IN-THE-WORKPLACE/
... mind, ' and the most significant threat of blowing her away. The psychiatrist's report led the company to fire the employee. She then sued for wrongful termination under the ADA. The company countered that she was fired because of her threats, not because of her disability. But the court linked her statements to her disability in its statement: The statements made by the plaintiff did not disqualify her from employment . . . and terminating her on the basis of the statements was equivalent to terminating her because of her disability. (From the court case Collins v. Blue Cross Blue Shield of Michigan, No. 95-CV-72192-DT.) No-Win Situation? This ruling may put employers in a no-win situation. If an employer fires an employee because she threatens to kill a co-worker, the employer might be successfully sued ... illness is improved if, before firing an affected employee, the company makes a good-faith effort to make a reasonable accommodation for the employee's condition. The employer stands a better chance of defending itself against an ADA-related employee complaint if it can show that despite its efforts to accommodate the disability, the troubled employee was still unable to perform the essential tasks associated with the job. Stephen Linzer is the managing attorney of the Phoenix, AZ firm of Linzer & Ditsch, PC, which assists business and property owners with transactional, litigation and corporate legal needs. This article was reprinted with permission from the Risk Management Letter, published by Griffin Communications, Inc. and Warren, McVeigh & Griffin, Inc. Login or Register (for FREE) to gain access to thousands of other ...