2013 Employment Law Exercises 
HR Daily Advisor
AUGUST 10, 2017
“Liam” worked as a regional legal senior staff attorney in the claims legal division of American Family Mutual Insurance Company’s Kansas City office from July 14, 2003, to August 21, 2013. Brenner, a contributor of Missouri Employment Law Letter , can be reached at Armstrong Teasdale LLP via jbrenner@armstrongteasdale.com.
ExactHire
JUNE 7, 2013
Effective July 1, 2013, Indiana’s House Enrolled Act No. 1482 is a new law with which Indiana employers, including national employers based elsewhere that employ individuals in the state of Indiana, must comply. Employment Application Requirement & Punishment for Failure to Comply In Sec.
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HR Counselor's Corner
MARCH 3, 2021
In 2013, the Obama Administration estimated that implementing efforts to reduce misclassification would bring in $8.32 This factor weighs in favor of an independent contractor classification if the individual, rather than the potential employer, exercises substantial control over key aspects of the performance of the work.
HR Daily Advisor
OCTOBER 20, 2017
On May 7, 2013, Michelle and a technician were assisting a physician who was performing an echocardiogram. Michelle was terminated on May 9, 2013, after an investigation concluded that she violated the Health Insurance Portability and Accountability Act of 1996 (HIPAA). Nor had she exercised some statutory right.
HR Daily Advisor
OCTOBER 5, 2017
A continuing point of contention in employment law revolves around who is an employee versus who is an independent contractor. Chris claimed that in early 2013, he complained to Carlos about not receiving overtime pay or having proper deductions taken from his paycheck. Read on to see how the court analyzed the issue.
The Employer Handbook
DECEMBER 21, 2015
In late December of 2012, the EEOC approved its Strategic Enforcement Plan for 2013-2016. This priority entails targeting disparate pay, job segregation, harassment, trafficking and discriminatory policies affecting vulnerable workers who may be unaware of their rights under the equal employment laws, or reluctant or unable to exercise them.
HR Daily Advisor
FEBRUARY 24, 2017
The 10th Circuit ruled that the trial judge was right to exclude the evidence because it was too prejudicial to the employer—compared to its evidentiary value—to allow a jury to consider it. On November 15, 2013, Eric broke his ankle while playing soccer. Background. His supervisor insisted that he take FMLA leave.
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