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Posts from May 2014.
Posted in Estate Planning

In this month’s Louisville Business First Legal Forum Column, BGD partner John S. Lueken discusses the legal necessity of buy-sell agreements to protect the interests of business owners. Read his advice below:

On Thursday, fast food workers held yet another round of “Fight for $15” protests. Just as they had done on prior occasions, the workers ‘walked off the job’ (i.e., notified their employers in advance that they would not be coming into work) in order to protest their hourly wages. This time, they conducted the protests worldwide, in over 30 other countries across six continents. These protests have been funded largely by established unions, such as the Service Employees International Union.

New York-Presbyterian Hospital and Columbia University have reached a $4.8 million settlement with the Office for Civil Rights at HHS after 6,800 patients’ records were exposed to the internet. The breach included the release of ePHI that included patients’ vital signs, medications and lab test results. This settlement amount marks the largest Health Insurance Portability ...

There is a new trend popping up across the nation that could have you eyeing the “terms and conditions” agreements online more seriously before clicking “I accept."

The U.S. Supreme Court issued two patent rulings that could potentially help limit the activity of so-called "patent trolls" on April 29, 2014. Although the term "patent troll" does not have a specific legal definition, it is generally used to describe businesses that do not manufacture products, but instead acquire patents and rigorously assert these patents against companies that manufacture and sell products when the case for patent infringement may be questionable.

In an abrupt departure from previous precedent, the Sixth Circuit Court of Appeals (which reviews decisions by federal trial courts in Tennessee, Kentucky, Ohio and Michigan) ruled on April 22, 2014, that new advances in technology may compel employers to offer telecommuting as a reasonable accommodation to certain disabled employees, even if the employer believes that an employee’s physical presence at its worksite is an essential function of the job.

The Affordable Care Act’s employer mandate is approaching quickly, which makes it even more important for businesses to properly classify their workers. Whether this employer mandate covers a business, and when it first becomes effective, depends on how many “employees” the business employs during a certain period. This means that, if a business mistakenly classifies an ...



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