Posts Tagged ‘Law’« Older Entries
High praise from prior attendees of ACI Women in Life Sciences event – find out what all of the buzz is about
Last year, over 175 life sciences leaders attended this inspiring and energizing program. The attendee list for the 2016 event already reads like a who’s who of industry leaders – reserve your place today to ensure that you do not miss out.
VIEW SOME OF THE PARTICIPANTS HERE
Don’t just take our word for it that this program is amazing. Hear what past participants have to say about this one-of-a-kind event:
“The Women Leaders in Life Sciences Law conference benefits women of all levels in their career. The training and stories help guide young women lawyers as they navigate their next steps and the networking opportunities give more experienced lawyers the support they need to achieve the next level. This conference will be on my calendar every year.”
- Gael Diane Tisack, Terumo Cardiovascular Group Vice President of Legal Affairs Terumo Americas Vice President of Intellectual Property, Terumo Corporation (more…)
Speaker Nominations Open for ACI Women Leaders in Environmental & Energy Law
ACI is proud to present its 3rd Annual Women Leaders in Environmental & Energy Law conference in October in Houston. The goal of this event is to create a forum for women law practitioners throughout the environmental and energy industries to discuss the opportunities before women in this space and to foster communication about key legal and regulatory developments in the past year. All presentations, a mixture of substantive and professional development topics, will be tailored to empower women in this space and to give women the skills necessary for continued success.
Planning of the conference is underway, and we are accepting nominations for this year’s faculty. To submit a speaker nomination for consideration, please click here:
Nicole M. Turner, Esq.
For sponsorship and business development opportunities, please contact:
We hope you will join us for this program designed to build enduring relationships and connections amongst peers facing the same professional challenges.
When: Monday, October 29 to Tuesday, October 30, 2012
Where: The Carlton Hotel, New York, NY, USA
ACI’s Forum on International Labor & Employment Law has been specifically designed to provide both in-house and outside counsel for multinational corporations with everything that they need to know to handle the multitude of international labor and employment issues confronting them. Our unparalleled international speaker faculty will provide attendees with key insights for managing and overcoming the most difficult challenges and mastering the nuances inherent in international employment law.
We’ve polled the audience, and below are the 7 top issues that international labor and employment professionals are facing and which will be a focus of the conference:
- Reducing exposure to lawsuits arising from hiring and firing
- Drafting and enforcing cross-border restrictive covenants with confidence
- Protecting data and privacy, including cross-border investigations and employee social media activity
- Conducting successful reductions in force, mergers and acquisitions across borders
- Effectively managing expat assignments, including benefits and tax considerations
- Implementing global corporate social responsibility initiatives without increasing exposure to litigation
- Overcoming the hurdles associated with extraterritorial enforcement of U.S. discrimination and whistleblower laws
This year’s International Labor & Employment Law conference has been tailored to address the needs of in-house and outside employment counsel for multinational corporations. Plus, don’t miss out on an unparalleled international faculty from more than 20 cities world-wide and networking opportunities with in-house counsel from multinational corporations including:
FedEx Corporation, Halliburton, Northrop Grumman, McDonald’s, Toyota Tsusho America, Reed Elsevier, Goldman, Sachs & Co., BNP Paribas
Hill-Rom, ServiceMaster, Marsh & McLennan, Credit Suisse
…and many other companies in the audience as well!
Join us in New York on October 29-30 at the beautiful Carlton Hotel on Madison Avenue. When registering, don’t miss out on the in-depth pre and post-conference workshops.
|Pre-Conference Workshop • Sunday, October 28, 2012 • 3:00p.m. – 5:30p.m.|
|Employment Law Primer on the International Reach of Title VII, ADA, and ADEA|
|Post-Conference Workshop • Tuesday, October 30, 2012 • 2:45p.m. – 5:15p.m.|
|An In-Depth Look at the Hotbed of Continental Europe and the UK|
When: Monday, October 29 to Tuesday, October 30, 2012
Where: New York Marriott Downtown, New York, NY, USA
ERISA defense counsel are facing a growing number of claims from an increasingly sophisticated plaintiffs’ bar. It is essential that defense counsel are prepared for these new and emerging claims and fully up-to-date on which defense strategies are working and which are not.
This October, the country’s leading ERISA litigation attorneys, expert in-house counsel, and renowned federal judges from around the nation will congregate in New York for the 5th National Forum on ERISA Litigation – make sure that you do not miss out!
Registrations are far outpacing all previous iterations of this event and the October conference is on pace to be our largest yet. This is no doubt due in large part to our unparalleled speaker faculty combined with the mounting pressures on defense counsel from an uptick in ERISA claims.
If you haven’t already registered, here are 4 reasons why you must register today:
1. Hear firsthand from 20 renowned judges, representing courts located in 8 circuits
2. Benchmark and network with more than 25 in-house industry experts, from firms including:
Blue Cross/Blue Shield
Crawford & Co.
|Deere & Co.
Kraft Foods Group
|Procter & Gamble
W.R. Grace & Co.
3. Your clients and colleagues have already registered – you do not want to fall behind the curve!
4. Receive up-to-the minute strategic advice and critical insights on key ERISA topics, including:
- PPACA and its impact on ERISA administration and litigation
- Cigna v. Amara revisited: assess the repercussions of this landmark case and its progen
- ERISA fiduciary litigation: new and emerging theories of liability, their impact on defense strategies, minimizing exposure to fiduciary liability, and defending against a DOL investigatio
- Emerging trends in stock drop and ESOP litigation, the 404(c) safe harbor provisions, and new theories of liability relating to investment decisions in defined benefit plan
- 401(k) fee cases: current litigation trends, evolving defense strategies, reaction to Tussey v. ABB, Inc., and new DOL disclosure rule
- Benefits litigation: defeating the latest claims, overcoming evidentiary issues in ‘conflict’ situations, and mor
- Service providers: ensuring adequate communication with service providers and managing litigation that arises between plan sponsors and service provider
- Fiduciary liability insurance: ensuring adequate coverage and assessing its impact on settlement considerations
- Winning the procedural battle in ERISA litigation: new procedural developments and how to use them to your advantage or minimize their negative impact on your case
Expert Article by Jaime A. Maurer
An area of employment law that has been gaining increased attention from the Equal Employment Opportunity Commission (“EEOC”) in recent times are lesbian, gay, bisexual and transgender (“LGBT”) issues. In particular, the EEOC has recently adopted certain shifts in policies to find sexual orientation and gender identity coverage under Title VII. The rationale for finding such coverage is twofold: (i) the conduct at issue is discriminatory because of sex and (ii) the conduct is discriminatory because the employer uses gender stereotypes. Interestingly, the EEOC is not only reviewing LGBT Charges of Discrimination, but is actively soliciting the filing of such Charges.
Most recently, in Mia Macy v. Eric Holder (Appeal No. 0120120821, April 20, 2012), Macy, a male veteran police detective with an extensive law enforcement background, applied for a position with the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF). Macy was informed that he would be hired pending a background check. During the background check process, Macy informed ATF that he was in the process of transitioning from male to female. A few days later, Macy was notified that the position was no longer available due to budget reductions, when, in fact, another person had been hired for that position.
Macy filed a complaint with the EEOC against ATF alleging discrimination on the basis of “gender identity” and “sex stereotyping.” The EEOC found that employment discrimination against transgender individuals is a form of sex discrimination under Title VII and, in doing so, the EEOC clarified that “claims of discrimination based on transgender status, also referred to as claims of discrimination based on gender identity, are cognizable under Title VII’s sex discrimination prohibition . . . .”
Although not binding on courts, this decision and larger approach by the EEOC will be given great deference when courts assess the scope and breadth of discrimination claims based upon sex under Title VII. As such, employers should be mindful of this new development, stay abreast of local laws, maintain an open dialogue with employees on these issues, and provide information and training when appropriate to ensure that staff understand the implications of their actions with regard to members of the LGBT community.
Randy M. Mastro is Co-Chair of the Firm’s Litigation Practice Group, which The American Lawyer named “The Litigation Department of the Year” for the second time in a row. He also Co-Chairs the Firm’s Crisis Management Group, and serves on the Firm’s Management and Executive Committees. He routinely ranks among New York’s leading litigators and trial lawyers in surveys of corporate counsel and other practitioners. In Chambers USA, he has been praised for his “exceptional public reputation” as a “tough, smart,” “outstanding” litigator who “delivers fantastically well in court” and is “unafraid” of challenging cases. In The Legal 500 – USEdition, he has been featured among the “leading trial lawyers” in the country, with corporate counsel saying he is “immensely impressive,” “simply excellent,” “flawless,” “captivating,” and in “a league of his own” in the courtroom, and “deserves an Academy Award” for “bringing a sense of drama and theater to his courtroom appearances.” Benchmark Litigation’s Guide to America’s Leading Litigation Firms and Attorneys has recognized him as a “brilliant and effective” “Litigation Star” who “always brings a fresh perspective and will fight you to the end,” with one peer joking, “You do not want to meet Randy down a dark alley. But you REALLY don’t want to meet him in a lighted courtroom.” And, Lawdragon Magazine has repeatedly cited him among the “500 Leading Lawyers in America.” The New York Times has called him “the go-to lawyer for companies” suing the government, a “household name,” and a “fierce and combative litigator;” and the New Yorker has described him as a “merciless litigator,” “even by the pugilistic standards of the New York bar,” who “springs to life” and “is transfixing” in “the courtroom.” Among many high-profile matters, Mr. Mastro led the successful effort to defeat the City’s controversial West Side Stadium project, and he is currently representing Chevron in seeking to prevent enforcement of an $18 billion Ecuadorian judgment. He has tried dozens of cases in private practice and as a federal prosecutor in the Southern District of New York, and he has also argued more than 80 appeals in federal and state appellate courts throughout the country.
Contact Randy M. Mastro
Ms. Wheeler is a Board Certified Labor and Employment Lawyer whose practice focuses on representing employers in all types of employment law issues. She has extensive experience in defending employers in lawsuits brought by employees in both state and federal courts involving discrimination laws, employment contracts, wage and hour claims, non-compete issues, wrongful termination, retaliation, whistle blower, employee benefits, union and collective bargaining issues, OSHA, minimum wage and overtime claims and general personnel matters. Ms. Wheeler also counsels management in preventive measures, handbooks and policies, liability avoidance, documentation and employee discipline advice, investigations, training, and compliance with federal, state and local employment laws.
Ms. Wheeler has represented both health care providers and hospitals throughout Florida in defending claims brought by employees including claims for harassment, discrimination, unpaid compensation, breach of contract issues and non-compete issues. She has also worked extensively with clients in this industry to proactively prevent litigation by providing training, advice on discipline and drafting contract, polices and handbooks.
AV® Preeminent™ rating from Martindale-Hubbell Law Directory
Florida Bar Board Certified, Labor and Employment Law
Nation’s Most Powerful Employment Attorneys – Up-And-Comers, Human Resource Executive Magazine (2011)
Florida Legal Elite, Florida Trend Magazine (2006, 2009); ranked in the top 2% of practicing Florida Bar Members
Selected as a “Florida Super Lawyer” (2006-2011); listed as one of the Top 50 Female Lawyers (2007, 2010, 2011)
40 Under 40, Gulf Coast Business Review (2006)
Named to The Best Lawyers in America® for Employment Law – Management (2010 & 2011); Civil Rights Law (2012)
Lee County Association for Women Lawyers – Vice President (2005-2006), President (2006-2008)
Lee County Bar Association
Federal Bar Association
Academy of Florida Management Attorneys
United States District Court, Middle District, Grievance Committee
American Bar Association, Employment Law Section
Voices for Kids of Southwest Florida, Board of Directors (2009-present)
Horizon Council, Member-At-Large (2007-2009)
Ave Maria School of Law, Member, Leadership Council (2008)
United Way of Lee, Hendry and Glades County, Board of Directors
Contact Denise L. Wheeler
Phone: (239) 338-4259
Fax: (239) 337-0970
Authorization of Diagnostic Testing Does Not Support the Continued Payment of Temporary Total Disability Compensation
Expert Article by Brian A. Tarian
In State ex rel. Huffman v. Industrial Commission, 2012-Ohio-1609, the claimant argued that he was entitled to the extension of temporary total disability (TTD) compensation based upon the authorization by the Industrial Commission of Ohio of diagnostic testing recommended by the claimant’s physicians to further medically treat him for an injury in an allowed claim.
At the time of this authorization, the Ohio Bureau of Workers’ Compensation (BWC) was requesting that the claimant be declared to have reached maximum medical improvement under the allowed conditions at that time. The claimant argued that termination of TTD compensation would be premature in light of this authorization, and that he was entitled to continued TTD compensation during the course of this testing.
The Tenth District Court of Appeals disagreed with the claimant’s rationale, citing State ex rel. Jackson Tube Serv., Inc. v. Indus. Comm., 2003-Ohio-2259, where the claimant was entitled to the continued payment of TTD compensation only if the claimant’s allowed conditions had not reached maximum medical improvement. The Tenth District Court of Appeals relied upon the Industrial Commission’s finding that the claimant in this case had reached maximum improvement for the allowed conditions. State ex rel. Jackson Tube Serv., Inc. v. Indus. Comm. does not support the continued payment of TTD compensation under these circumstances. Also, the court held that if the testing showed the existence of new medical conditions, the payment of TTD compensation during the process of the testing to determine these conditions would not be permitted as these conditions would not yet be allowed in the claim.
It has been the common practice before the Industrial Commission of Ohio that if any additional medical treatment is authorized the termination of TTD is not indicated. State ex rel. Jackson Tube Servs., v. Indus. Comm. instructs the Ohio BWC and Industrial Commission of Ohio that only treatment of the allowed conditions supports the payment of TTD so long as the claimant has not been declared to have reached maximum medical improvement for these conditions.
Mr. Tarian focuses his practice on various aspects of workers’ compensation law and
regularly attends hearings before the Industrial Commission. His clients have included
businesses in the automotive and health care industries, as well as retail stores.
Construction & Building Materials
Entire professional experience is in Workers’ Compensation
Attended hearings before all levels of the Industrial Commission
Ohio State Bar Association, Workers’ Compensation Committee
Columbus Bar Association
Central Ohio Self-Insurers Association
1982 J.D., The University of Akron, School of Law
1977 B.A., Georgetown University
- Authorization of Diagnostic Testing Does Not Support the Continued Payment of Temporary Total Disability Compensation (May 4, 2012)
- Mandamus Relief – Orders of the Industrial Commission of Ohio (November 6, 2012)
- Dual Jurisdiction- Ohio Worker’s Compensation (May 15, 2013)
Contact Brian A. Tarian
Phone: (614) 723-2028
Fax: (614) 463-9792