You’ve taken all the right steps to protect your intellectual property – contacted your FOS attorney, defined your mark’s scope, and prepared and filed a trademark application for all proper international classes. At last, your trademark registration is approved. With the hard work done, you feel like sitting back and relaxing, secure in knowing that.
FOS’s Fall 2017 newsletter discussed the potential impact on employee non-solicitation agreements of the then-pending Wisconsin Supreme Court case, The Manitowoc Company v. Lanning. The potential is now the reality. On January 19, 2018, the Court decided Lanning, 2018 WI 6. The Court held that a contractual provision restricting a former employee’s solicitation of employees.
Alimony payments – referred to in Wisconsin courts as maintenance payments – have always been a hot-button negotiating point in divorce agreements. The recipient of the payments routinely points out that the classification of payments as alimony is beneficial to the payer, while adding income to the recipient, for tax purposes. The new Tax Cuts.
Most employers are faced with employees who call in sick without notice, don’t show up for work, or are unduly absent for other reasons. Employers faced with this problem often wonder when they can legally terminate an employee for such misconduct. This is important, because employees discharged for “misconduct” are generally ineligible to receive unemployment.
Most employers, at some point or another, will receive a request from an employee, claiming to be disabled for a “reasonable accommodation”—an accommodation which helps a disabled employee perform the essential function of his or her job. The Americans with Disabilities Act (“ADA”) requires employers to reasonably accommodate disabled employers to avoid a charge of.