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This might come as a shock: Employees in large corporations sometimes mistakenly believe that they have been discriminated against. Admittedly, discrimination does occur, both in society and in the workplace. And as most attorneys know, many discrimination cases concern claims of either adverse treatment or adverse impact. In both types of litigation, employees believe that they have been discriminated against because of their minority status. In disparate treatment cases, plaintiffs must show that they were treated differently because of that status, and incriminating statements-express or implied-must be admitted as evidence to suggest a discriminatory intent. In contrast, disparate impact cases typically address the discriminatory impact of an ostensibly neutral policy, decision, or program, so plaintiffs rely upon objective data from the entire corporation to prove a discriminatory outcome.
Did you know that restaurants are more likely to experience workplace violence than any other industry in America? In this article we will help you find out why restaurants are so prone to violence, what leads to violence, the practical steps to help make restaurants safe, and the insider information that you need when dealing with one of these legal matters.
I recently worked on an interesting case involving a box baler. An employee of a butcher shop put some empty cardboard boxes in a vertical box baler and pushed the control switch to compact the boxes. After the 30 by 60 inch platen weighing 851 pounds returned to its raised position, the employee reached into the open space above the bottom door on the baler and began to clear cardboard from the bale tie slots in the bottom of the raised platen. Suddenly, and without warning, the steel pin attaching the platen to the raised hydraulic cylinder rod failed. The heavy steel platen fell and crushed his arm which was outstretched over the baler door into the compaction space.
Early in my 42 years working in the public transportation field, I learned that the industry's Achilles Heel is negligent monitoring. Almost no one knows how to do this effectively. Few agencies or companies do this at all. Most of their officials do not care. So the industry is rife with crossing accidents, negligent retention, wheelchair tipovers and passenger molestation, among other common accident and incident scenarios.
A European Commission DG Growth initiative described in its Roadmap on Standard Essential Patents for a European digitalised economy aims to increase information on SEPs so implementers can get a better idea about which of these they might be infringing. Additional disclosures on how patent claims might read on the standards could be beneficial. Requirements should reflect the dynamics and uncertainties in standards development and patent prosecution and must not be onerous to patent owners. These are issues for standards development organisations to consider.
Remember the good old days when our homes were built with only lumber, dry-wall, and roofing? Me neither. However, we talk about 'modern' construction materials like this is a new phenomenon. The truth is 'modern' construction materials started sneaking into homes over fifty years ago. It's not only construction materials that have changed: a century ago, we furnished our houses with wood, cloth, metal, and glass. Today, it's plastics, foams, and coatings.
Sexual behaviors in young children can range from exploratory and normal to abusive and violent. Under federal law, the Title IX of the Education Amendments of 1972, schools have an obligation to protect children from inappropriate sexual behavior, including child-on-child sexual abuse. This obligation can be complicated when the allegation involves five-and-six-year-old children, for whom touching body parts and viewing private areas may be considered normal sexual behavior. The issue faced by school administrators and attorneys who litigate claims of child-on-child sexual abuse involving young children is whether touching falls under normative or problematic child sexual behavior.
OSHA guidelines, standards and safety rules apply to nearly every restaurant industry legal matter and it is a whole lot more than the little bit of text on the OSHA wall poster. Your case will more likely than not depend on the standards applied and whether or not you know the standards and how best to apply them to your legal matter as it pertains specifically to restaurants.