Five Keys to Assessing Economic Damages
The proper assessment of economic damages, once liability is determined, is one of the most crucial elements of the legal process. In fact, even before a case ever enters the courtroom, an accurate estimate of economic loss may pave the way for a settlement, saving both sides time and expense.
After Iraq: Obligations to Your Returning Military Employees
According to recent reports, approximately 220,000 reservists and National Guard members are on active duty. With the first phase of the Iraqi war at an end, many of these individuals are, or may soon be, returning home. This article answers some of the most frequently asked questions by employers concerning their obligations to employees while they are on military leave as well as when they return to work as civilians. An employer's obligation with respect to these issues is governed by the Uniformed Services and Re-employment Rights Act (USERRA or the Act), 38 U.S.C. ''4301 <i>et seq.</i>
Electronic Media: The Dark Side
The proliferation of electronic media in the workplace has greatly transformed business, enabling employees to communicate almost instantly with one another, and with vendors, clients and customers. The fantastic business advantages gained through advanced electronic media, however, can also negatively impact the workplace. Indeed, individuals may use electronic media improperly to infiltrate employer systems ' obtaining confidential, proprietary and sensitive information.
Employee Stock Options: After the Dot-Coms
Employee stock option compensation, once the darling of the dot-com revolution, retains its popularity as an item of damages in wrongful termination matters. As wrongful termination claims mount, so do claims for economic damages involving stock options plans. Many of these reflect misconceptions over the nature of employee stock options, and questionable assumptions on the method of valuing the loss.
In the News
<i>Shellenberger v. Summit Bancorp Inc</i>. is a case that illustrates how a retaliation claim can often be more powerful than the discrimination claim that preceded it. When the case went to trial, plaintiff Sally Shellenberger was pursuing two claims under the Americans with Disabilities Act ' a discrimination claim and a retaliation claim.
