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August 2016 Archives

New York woman sues over ankle injury on glass slide

A New York woman who broke her foot while riding on a tower slide built onto the side of a 72-story U.S. Bank Tower building in downtown Los Angeles is reportedly suing the managers and operators of the slide, alleging that their negligence caused her injury. The woman was apparently injured last month, eight days after the slide opened.

Hours of service violations in personal injury litigation

Last time, we began looking at the topic of “hours of service” rules, providing a brief summary of the rules as they apply to property-carrying drivers. The hours of service rules are important not only from the perspective of ensuring highway safety, but also with respect to building a strong personal injury case.

Woman Settles Case For One And One Half Times Her Salary Against Major New York Food Store

An administrative assistant working at the corporate offices of a prominent New York City food store settled her age discrimination and harassment case on the eve of trial. The terms of the settlement, which were to remain confidential, paid the plaintiff one and one half times her salary. Plaintiff was 66 years of age. Although she had received numerous above satisfactory evaluations and raises, new Management made negative comments about Plaintiff concerning her work, attitude and "failure to take on additional responsibilities". These comments were false and were pre-textual for bias and prejudice towards older workers. 

Analysis looks at top 10 states for “hours of service” violations

New York was reportedly not among the top ten toughest states for hours of service violations, according to a recent analysis by Commercial Carrier Journal. Many of the states which made the list were in the Midwest—states like South Dakota, North Dakota, Iowa, Indiana, and Kansas—though some western states were also found to have a significant number of hours of service violations.

Looking at the “at-will” employment presumption, and exceptions to the rule, P.2

In our previous post, we mentioned two important statutory exceptions to the at-will employment rule: illegal discrimination and retaliatory termination. As we noted, employers who terminate employees on such bases are typically very cautious about it so as to avoid allegations of wrongdoing. Those who believe they may have been subjected to such illegal termination should, therefore, work with an experienced attorney to help them build the strongest possible case.

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