Search for: "Brown v. Montgomery County" Results 21 - 40 of 83
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12 Mar 2008, 6:36 pm
We handle DUI cases in Philadelphia, Bucks, Chester, Delaware, and Montgomery County, PA. [read post]
7 Jul 2008, 5:11 pm
CESAR MARROQUIN AND OLGA BROWN; from Hidalgo County; 13th district (13-07-00014-CV, ___ SW3d ___, 08-29-07)2 petitions08-0069 BAYLOR UNIVERSITY MEDICAL CENTER, AND SARA THOMAS, R.N. v. [read post]
31 Aug 2017, 1:01 pm
C.J. was eventually arrested and taken to the Bexar County Juvenile Detention Center where she made the outcry statement to a juvenile detention officer. [read post]
20 Apr 2011, 6:41 am by sally
Court of Appeal (Civil Division) Williams & Ors v Redcard Ltd & Ors [2011] EWCA Civ 466 (20 April 2011) Berezovsky & Anor v Edmiston & Company Ltd [2011] EWCA Civ 431 (19 April 2011) Finurba Corporate Finance Ltd v Sipp SA & Anor [2011] EWCA Civ 465 (20 April 2011) Okafor & Ors v Secretary of State for the Home Department [2011] EWCA Civ 499 (20 April 2011) Vestergaard Frandsen SA ( MVf3 APS) & Ors v Bestnet Europe Ltd &… [read post]
22 Feb 2009, 4:25 pm
No. 07CA3004, 2008-Ohio-5763 (appeal of classification under pre-AWA law is moot)   Sixth District Montgomery v. [read post]
8 Jun 2012, 1:56 pm by Matthew Bush
City & County of San Francisco and Williamson County -- can rely on that reservation, notwithstanding its invalidity, in refusing to apply claim preclusion to bar the reasserted takings claim.Certiorari stage documents:Opinion below (3d Cir.)Petition for certiorariBrief in oppositionBrief of respondents in opposition to motion for leave to file amicus brief (forthcoming)Motion for leave to file and amicus brief of National League of Cities et al.Reply of petitioners Sebelius… [read post]
24 Apr 2012, 6:24 am by Heidi Henson
Here, the Fifth Circuit concluded that the Texas Supreme Court’s ruling in Montgomery County Hosp Dist v Brown makes clear that while an oral agreement can modify an employee’s at-will employment status, to do so, the employer must unequivocally indicate its “definite intent to be bound not to terminate the employee except under clearly specified circumstances. [read post]