A power of attorney can be a necessary, if not critical mechanism by which to accomplish certain activities in one’s life, where the person instilled with such power acts as an agent on behalf of the appointing individual.
Our most recent post on the issue was entitled “Two More ADA Lawsuits Filed By The EEOC: Guess Which Companies Got Sued?” The title refers to our repeated posts asking why the EEOC seems to target health care companies for ADA lawsuits.
The City of San Francisco is at it again. In addition to the already-mandated super-minimum wage, mandatory health insurance, and paid time off, Supervisor Erich Mar is now introducing the Retail Workers Bill of Rights to eliminate part-time and irregular schedules.
We reported recently on the EEOC’s Enforcement Guidance on Pregnancy Discrimination and Related Issues. The Guidance largely sets forth well-established interpretations of the Pregnancy Discrimination Act (“PDA”) and the interplay with the Americans with Disabilities Act, the Family and Medical Leave Act, and Title VII.
Last week, the Pennsylvania Superior Court issued an opinion in Pollina v. Dishong, 2014 PA Super 153 (Pa. Super. Ct. 2014), holding that neither the Pennsylvania Peer Review Protection Act, 63 Pa.C.S.A. § 425.1 et seq., nor the doctrine of judicial privilege, will insulate a physician against negligence claims arising from a failure to exercise due care in the peer review process.
Sometimes, a court opinion reveals the prosecutorial tactic under scrutiny, the lower court’s endorsement of the same and defense attorney’s failure to object to the same, to be a real head-scratcher, a kind of “what in the world could they have been thinking?” experience
On February 15, 2013, we wrote a post about the increase in the number of female Royal Canadian Mounted Police (“RCMP”) who are filing sexual harassment lawsuits
We read a great comment in response to our post “Weight Bias Is Alive And Well.” Maria Hanna Joseph, an attorney/mediator in the Boston area, addressing the issue of weight and appearance bias, has carefully written a very succinct and balanced statement of the very purposes of employment anti-discrimination laws.
We have written a lot about age discrimination, whether it is employers who use code words such as “long in the tooth” or recent enforcement actions by the EEOC.