When evaluating the host of issues surrounding COVID-19, most would agree that there are more questions than answers. That is certainly true with regard to the issue of vaccine mandates in the workplace. One thing we do know is that private employers may impose a vaccine mandate on their employees provided that the employer makes an exception to that mandate for the medical needs and religious beliefs of their employees.
In keeping with a campaign promise, President Biden signed an Executive Order containing 72 initiatives, which, among other things, seeks to limit use of non-compete agreements by private employers. According to the White House, non-compete agreements are used by “roughly half of private-sector businesses” and affect “some 36 and 60 million workers.”
Most Americans are well aware that many well-known food products, such as feta, parmesan, and prosciutto, trace their origins to Europe. What many might not realize is the quiet battle being waged by the European Union (EU) to protect these names ...
On September 1, 2020, the Centers for Disease Control issued a wide-ranging moratorium on residential evictions through the end of the year (the “CDC Moratorium”). In contrast with the eviction restrictions under the CARES Act, which primarily extended to properties secured by federally backed mortgages, the CDC Moratorium is significantly broader in its application.
Wisconsin employers who have paid out certain COVID-19 related unemployment benefits must file a “Relief of Charging due to Public Health Emergency” form to the Wisconsin Department of Workforce Development (“DWD”) by August 15, 2020 to avoid having their unemployment insurance accounts charged.
Food and beverage manufacturers use a variety of methods to protect their innovations in business. Often, these protections include patents, trade ...
On April 16, 2020, Governor Evers directed the Wisconsin Department of Health Services (“DHS”) Secretary to extend the Emergency Order #12 Safer at Home Order, previously issued on March 24th.
CDC Interim Guidance for Potentially Exposed Critical Infrastructure Workers
The Families First Coronavirus Response Act (the “FFCRA”) was signed into law by President Trump on March 18 and became effective on April 1. Among its many provisions, the FFCRA included two new laws – the “Emergency Family and Medical Leave Expansion Act” (the “EFMLEA”) and the “Emergency Paid Sick Leave Act” (the “EPSLA”) – that have a direct and material impact on all employers with fewer than 500 employees.
While the ink on the 800+ page Coronavirus Aid, Relief, and Economic Security Act (the “CARES Act”) is still drying, businesses are left to decipher what it means for their ongoing operations.
Landlords and property managers, as with nearly everyone else in our society, are struggling to find clarity under the rapid changes wrought by COVID-19. In Wisconsin, there seem to be more questions than answers, especially in the wake of the Governor’s recent Safer at Home Order (the “Order”).
The Department of Labor published on Wednesday, March 25th the required poster for employers under the Families First Coronavirus Response Act ("FFCRA").
Today, Governor Evers signed Emergency Order #12 - Safer at Home Order.
On Wednesday evening, March 18, 2020, President Trump signed into law the Families First Coronavirus Response Act ("the Act"). The Act is one part of the larger strategy by the federal government to help Americans deal with COVID-19.
As federal, state and local governments continue to develop their responses to the COVID-19 outbreak, employers may find themselves in uncharted territory as to how to deal with emerging employee issues.
Automated trade secret asset management (TSAM) is a newer tool that will drastically change the way businesses identify, classify, protect, and val...
In May, 2019, the Supreme Court resolved a long-standing circuit split on the effect of a debtor’s rejection of a contract under section 365 ...
Many small business owners recall the uncertainty surrounding the European Union’s (EU) implementation of the General Data Protection Regulation (“GDPR”) in May 2018. Over two years after the EU adopted the GDPR’s language in 2016, businesses finally faced the regulation’s requirements amid a haze of ambiguity. Most businesses felt woefully unprepared to deal with potentially heavy violations, and many drafted new privacy policies in an attempt to meet the new standard. The problem: the EU’s lack of clarity and how far it would take these novel regulations. So, what do we know one year later?
On November 27, 2017, Wisconsin enacted Chapter 204 of the Wisconsin Statutes, which allows for the creation of a benefit corporation, not to be confused with a “B-Corp.” A benefit corporation is a type of corporation that places a high value on both the community and the environment, and puts these values on equal footing with profits. The process of creating a benefit corporation is very similar to creating a general corporation, with a few additional hurdles.
How important is a name? As individuals, a name is synonymous with one’s identity. Is it any different for a company? Small and large companies spend significant time and resources developing the names associated with their goods and services. You would think that a commensurate amount of resources are spent on clearing and protecting a brand name. Unfortunately that is not the case.