In the last several years, employee wellness programs have grown rapidly as companies attempt to manage the cost of healthcare. Currently, a majority of employers with 200 or more employees have wellness programs and use biometric screening in their wellness programs. Such screenings typically check cholesterol, diabetes and body mass index. In these programs, employees.
All articles by Michael J. Hanrahan
Excessive discovery requests. We’ve all received them. A $30,000 contract case “demands” multiple interrogatories, document requests, and deposition notices. More time and fees are spent on preparing responses or protective order motions than on the case’s limited issues. Unending discovery becomes a settlement tactic, not an investigational tool. All that will change for federal cases.
Recently, a client contacted me and asked whether his company should pay an invoice that appeared to be from the U.S. Patent and Trademark Office (USPTO). FOS had recently submitted a trademark application for this client. The top of the invoice stated “Important Notification Regarding Your Federal Trademark.” The invoice was from the “Trademark Compliance.
Title VII of the 1964 Civil Rights Act, it is illegal for an employer to take material adverse action against an employee for opposing discrimination in the workplace. Almost anything that communicates an employee’s concern that unlawful discrimination has occurred is arguably protected opposition under the statute. See Crawford v. Nashville, 55 U.S. 271, 276.
Imagine that you are the owner of a company that sells used manufacturing equipment. Over the years, you have sold a couple pieces of a certain type of equipment to a company, so when that type of used equipment came into your inventory, you called up the company and told them what you knew about.