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5 Jul 2023, 3:51 am by Bernard Bell
  Second, the employer can provide warnings and training that enable employees to reduce or eliminate the risk of injury to themselves or their co-workers.[3] The second almost invariably entails far less expense than the first. [read post]
27 Jun 2023, 9:01 pm by renholding
The average percentage of votes cast for E&S proposals was 20% in 2023, compared to 37% in 2021.[32] Only 3% of E&S proposals received a majority of votes cast in 2023, compared to 23% in 2021.[33] C. [read post]
27 Jun 2023, 7:07 am
Times, Dec. 8, 2002, section 1, p. 1, col. 3 (describing admissions process at Rice University); cf. [read post]
25 Jun 2023, 10:54 am by Eugene Volokh
For this reason, when phrases such as "otherwise taking any action that is intended to penalize, inflict economic harm on, or limit commercial relations" appear in various anti-BDS statutes,[3] courts should read them as covering only commercial conduct such as that listed in the preceding phrases ("refusing to deal with" and "terminating business activities with"), and not extending to advocacy. [read post]
20 Jun 2023, 10:01 am by Eugene Volokh
My students Pareesa Darafshi, Gerardo Valentino Gorospe IV, and Philip Raucci and I just submitted this brief on behalf of the Academic Freedom Alliance in Pernell & Novoa v. [read post]
20 Jun 2023, 8:58 am by Marcel Pemsel
Furthermore, the jurisdictions of EUIPO and the national courts are exercised in accordance with the principle of the priority of the body seized, i.e. if a counterclaim for invalidity or revocation is brought before a national court first, EUIPO must, absent special circumstances, stay identical proceedings initiated thereafter, and vice versa (cf. [read post]
18 Jun 2023, 11:19 am by Giles Peaker
UO v London Borough of Redbridge (2023) EWHC 1355 (Admin) Ms UO and her 3 children, aged 11, 5 and 3, were homeless and had applied to LB Redbridge. [read post]
16 Jun 2023, 6:00 am by Public Employment Law Press
At the time this action was commenced, under the NYSHRL, to be actionable, the adverse employment action had to be "a materially adverse change in the terms and conditions of employment" (Forrest v Jewish Guild for the Blind, 3 NY3d at 306; cf. [read post]