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Litigants and courts are struggling with whether the polution exclusion encompasses "non-traditional" claims that, on their face, would appear to fall within the exclusion's definitions, <i>e.g.</i>, lead paint, carbon monoxide poisoning, and other toxic exposure claims. This article first describes the split among the courts on this issue and then looks at the question in the specific sub-context of welding fumes claims.
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This article explores the alternatives to patenting.
May a patent owner sue its own licensee's customers when those customers purchase essential components that have no reasonable non-infringing use from the licensee, and then combine those components with others to form a patented product? The answer may be decided by the Supreme Court in <i>Quanta Computer, Inc. v. LG Electronics, Inc.,</i> U.S., No. 06-937, <i>cert. granted</i> Sept. 25, 2007.
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The second installment of this two-part series examines the U.S. Patent and Trademark Office's final rule as it relates to examination of claims, applications with patentably-indistinct claims, second-action final practice, and refund of excess-claim fees.
Part one of this article explained the terminology and discussed some of the challenges employers face in treating transgender employees in a nondiscriminatory manner. Part Two continues the discussion.
With the understanding that preventable illnesses means preventable costs, many employers have instituted programs aimed at improving employees' overall physical and mental health. These strategies are commonly referred to as 'wellness programs.' This article examines the types of wellness programs that have been used with increasing frequency, as well as the benefits and risks associated with those programs.
On July 1, 2007, Florida became one a handful of states that require employers to provide leave to employees to deal with domestic violence. The new law creates ' 741.313, Florida Statutes, requiring certain employers with 50 or more employees to provide leave for employees to deal with domestic violence issues.
When negotiating non-competition, non-solicitation and non-disclosure agreements, there are many issues that should be taken into consideration, regardless of whether counsel is given to the employer or employee. For example, is the agreement or restrictive covenant necessary to protect the employer's legitimate business interests? Is the agreement supported by adequate consideration? Is the restrictive covenant reasonably limited as to time and geographical location in which the conduct is prohibited? What law will apply to the agreement?