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HTMLLayoffs and Increased Scrutiny on Labor Certification Applications
Gregory P. Adams, Linda A. Ash, Susan A. Smith, Eliza A. Rechul-Stone, Douglas Halpert, Lindsay L. Chichester; Dinsmore & Shohl LLP;
Legal Alert/Article
December 22, 2008, previously published on November 26, 2008
U.S. employers interested in sponsoring foreign nationals for permanent resident (green card) status in the United States are often required first to obtain a labor certification approval from the U.S. Department of Labor (DOL).

 

HTMLDismissal Effective Once Dismissal Letter Read
Alex Denny, Christabel Oh; Faegre & Benson LLP;
Legal Alert/Article
December 22, 2008, previously published on November 27, 2008
The Employment Appeal Tribunal (EAT) held in Gisda CYF v Barratt UKEAT/0173/08/ZT that the effective date of termination of employment took place when the employee read the letter terminating her employment and not when the letter was received in the post.

 

Adobe PDFDOL Issues Final Rule Implementing FMLA Amendments
Sandra J. McLelland; Miles & Stockbridge P.C.;
Legal Alert/Article
December 22, 2008, previously published on November 2008
On November 17, 2008, the Department of Labor (DOL) published its final rule to implement amendments to the Family and Medical Leave Act of 1993 (FMLA). The new regulations will become effective on January 16, 2009.

 

HTMLSpotlight on Alabama: State and Local Tax Developments in 2008
Baker, Donelson, Bearman, Caldwell & Berkowitz, PC;
Legal Alert/Article
December 22, 2008, previously published on November 21, 2008
There have been several important Alabama legislative, administrative and legal developments that individuals and businesses should note.

 

HTMLNew Louisiana Regulation Creates Safe Harbor for Certain Equity-Based Compensatory Plans of Privately-Held Companies
Dean Paul Cazenave; Kean Miller Hawthorne D'Armond McCowan & Jarman, L.L.P.;
Legal Alert/Article
December 21, 2008, previously published on November 21, 2008
Offers and sales of "securities" must be registered unless there is an applicable exemption from the federal and state securities laws.

 

Adobe PDFOverview of the Americans with Disabilities Amendments Act of 2008
Michael Rush; Potter Anderson & Corroon LLP;
Legal Alert/Article
December 21, 2008, previously published on November 2008
The Americans with Disabilities Amendments Act of 2008 ("ADAAA" or the "Amendments") was signed by President George W. Bush on September 25, 2008.

 

Adobe PDFDepartment of Labor 2008 Final FMLA Regulations Alert
Winston & Strawn LLP;
Legal Alert/Article
December 21, 2008, previously published on November 2008
On Friday, November 14, 2008, the Department of Labor released its long-awaited final revised regulations concerning the Family Medical Leave Act ("FMLA").

 

Adobe PDFNo Privacy for Employee Info on Office Computers
Patrick T. Collins, Fernando M. Pinguelo, Keya C. Denner; Norris McLaughlin & Marcus, P.A. [incorporation phrase format]A Professional Corporation;
Legal Alert/Article
December 21, 2008, previously published on November 2008
In a case of first impression in New Jersey that has potential ramifications for New Jersey employers and employees alike, an appellate court recently upheld the warrantless search of office computers used by an employee to store information relating to his theft of over $650,000 fromthe company.

 

Adobe PDFChanges to the Americans with Disabilities Act for the New Year
Miles & Stockbridge P.C.;
Legal Alert/Article
December 21, 2008, previously published on November 2008
On January 1, 2009, the Americans with Disabilities Act Amendments Act of 2008 (ADAAA) will go into effect, making dramatic and important changes in the law affecting employees with disabilities.

 

HTML4th Circuit - Conduct Not Directed at Plaintiff May Support Claim of Hostile Environment
Maria Greco Danaher; Ogletree, Deakins, Nash, Smoak & Stewart, P.C.;
Legal Alert/Article
December 21, 2008, previously published on November 24, 2008
In order to successfully support a claim of hostile work environment under Title VII, an employee must show that the offending conduct was "sufficiently severe or pervasive to alter the conditions of her employment and create an abusive work environment."

 


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