She has over 12 years of copywriting, research, marketing, and graphic design experience including authoring, The A-Z guide to
Federal Employment Law for the Small Business Owner.
Not exact matches
Under current
law, the individual mandate and its associated penalties increase
federal deficits by encouraging people to obtain subsidized coverage — through Medicaid, the health insurance marketplaces established under the ACA, or
employment - based plans (which receive indirect subsidies to the extent that premiums
for that coverage are excluded from taxable compensation).
We are committed to equal
employment opportunity
for all applicants and existing employees and we evaluate qualified applicants without regard to ancestry, age, color, disability, genetic information, gender, gender identity, or gender expression, marital status, medical condition, military or veteran status, national origin, race, religion, sex, sexual orientation, and any other basis protected by
federal, state, or local
law, ordinance, or regulation.
They still have to comply with
federal and state
laws, which means gays are out, but everyone else has to be considered
for employment by the company (the only exceptions to the
law are where your religion or other protected status are essential
for the job...
for example, a Muslim couldn't sue an Episcopalian church who wouldn't hire them in an administrative role because their faith clashes with that of the church — things like that don't apply to a fast food chain).
In the
federal employment anti-discrimination
laws, a specific exception exists
for religious bodies that discriminate on the basis of religion, and a couple of years ago, in the Hosanna - Tabor case, the Supreme Court held that the Constitution allows religious bodies to discriminate with respect to the
employment of ministers.
I am going to weigh in, being a catholic and the whole shabang... First of all this is not infringing on anyone's right to practice their religion... Requiring insurance companies to provide contraception
for women does not mean the woman has to use it or purchase it... Catholic hospitals take
federal funds
for their patients, therefore they are not exempt from
employment laws... If the Catholic Diocese doesn't want to provide the insurance claiming religious beliefs, then they can no longer accept
federal funded patients... They also know that they will be subjected to discrimination lawsuits based hiring and religious discrimination — non-catholics work there, and therefore are being denied healthcare due to catholic beliefs... Majority if not all Catholic women do, have, or had used contraception in their lifetime... God does not nor does the bible say anything about contraception, since it had not been invented yet — so this is a man - made
law, made by a bunch of men, who have never had a menstrual cycle — and the pain that comes with it....
Blake assures WKS stays in compliance with all labor and
employment laws — especially important
for a company based in California, which has complex state and local
employment regulations which are often more stringent than the
federal rules.
It is the policy of Linden Waldorf School to provide equal
employment opportunities to all employees and applicants
for employment without regard to race, color, sex, age, religion, national origin, disability, marital status, status as a covered veteran, sexual orientation, or any other legally protected status, in accordance with
federal and state
law, and not to discriminate on the basis thereof.
The Waldorf School of Atlanta does not discriminate against candidates
for admission or
employment on the basis of age, race, religion, sex, national origin, marital status, sexual orientation, genetic information, or disability status as well as other classifications protected by applicable
federal, state, or local
laws.
«With this Executive Order I am putting all contractors who want to do business with Erie County on notice that they must be fully compliant with all
federal and state
laws regarding equal pay
for women, they must prove that prior to entering into any contract with Erie County, and be subject to periodic audits by Erie County's Office of Equal
Employment Opportunity,» said Poloncarz.
Providing a general
law practice
for a specialized clientele, Harben, Hartley & Hawkins meets all of the legal needs of school districts including: fair dismissal personnel issues, allegations of
employment discrimination and EEOC complaints, other personnel disputes, student discipline issues, student tribunal hearings, civil rights claims, personal injury actions,
federal and state constitutional claims and other litigation, special education and other legal issues involving disabled students, contracts, leases and other business needs, policy and rule development, construction disputes, bond and SPLOST issues and other financial matters.
Every 5 years following
employment or entry into a contract in a capacity described in subsection (1), each person who is so employed or under contract with the school district must meet level 2 screening requirements as described in s. 1012.32, at which time the school district shall request the Department of
Law Enforcement to forward the fingerprints to the
Federal Bureau of Investigation
for the level 2 screening.
• School Expansion, Growth & Strategic Planning • State and
Federal Employment Law • School Board and Nonprofit Governance • Administrative
Law & Appeals of State and
Federal Agency Decisions and Actions • Special Investigations & Legal / Compliance Audits • Policy Guidance and Development • Constitutional Challenges and Claims • School Employee and School Board Training • Litigation in
Federal and State Courts • Administrative Hearings and Appeals Before State and
Federal Agencies • Public Entity Purchasing and Procurement; Business Transactions; & Contract Negotiation, Review and Drafting • Construction
Law, AIA Construction Contracts, Review and Drafting • Real Estate Transactions and Condemnation • Special Education under IDEA and Section 504 • Student Rights & Discipline Issues and Hearings • State and
Federal Claims of Discrimination • State and
Federal Civil Rights • Administrative Grievances and Hearings • False Claims Act / Qui Tam Defense
for Local Government Entities
Caliber Schools provides equal
employment opportunities to all employees and applicants
for employment without regard to race, ethnicity, religion, gender, sexual orientation, national origin, age, disability, marital status, or status as a covered veteran in accordance with applicable
federal, state and local
laws.
(Ohio) A Toledo high school that partners with regional industry to help train students
for employment was visited this week by two of President Barack Obama's senior cabinet officials to highlight the type of successful job - training programs envisioned under new
federal law.
Leaders of the Committee
for a Fair Licensing Procedure in New York City have filed a complaint with the U.S. Equal
Employment Opportunity Commission (EEOC) charging that the demotion of many minority teachers
for failure to pass the Educational Testing Service's NTE (formerly the National Teachers Exam) violates
federal civil rights
laws.
Lawmakers did agree to one change, reinstating the right to sue
for employment discrimination in state court, but have retained the anti-LGBTQ bathroom provisions that have spurred lawsuits from transgender residents, the ACLU of N.C. and the U.S. Department of Justice, which Tuesday asked a
federal judge to block the
law's implementation in the state.
The Notification and
Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) requires
Federal agencies to keep their employees, former employees, and applicants
for employment informed of their antidiscrimination and whistleblower protections; post quarterly statistics on their websites; and train all employees regarding the rights and remedies to which they are entitled under the
law.
The U.S. Department of Transportation (DOT) is committed to protecting current and former
Federal employees and applicants
for employment from interference and retaliation when making protected disclosures, or «whistleblowing,» which includes disclosing information related to a violation of
law, rule, or regulation; gross mismanagement; gross waste of funds; abuse of authority; or a substantial and specific danger to public health or safety.
The Notification and
Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) requires
Federal agencies to keep their employees, former employees, and applicants
for employment informed of their antidiscrimination and whistleblower protections; post quarterly statistics on their Web sites; and train all employees regarding the rights and remedies to which they are entitled under the
law.
A primary function of the Departmental Office of Civil Rights, in accordance with
federal civil rights
law, is to ensure all DOT employees and applicants have the equal access to opportunities
for employment.
Under
federal law, you're entitled to a free credit report if a company takes adverse action against you, such as denying your application
for credit, insurance, or
employment, and you ask
for your credit report within 60 days of receiving notice of the action.
A: Under
federal law, you're entitled to a free report if a company takes adverse action against you, such as denying your application
for credit, insurance, or
employment, and you ask
for your report within 60 days of receiving notice of the action.
[ix] Eligible
employment includes any position at a
federal, state, or local government entity, or non-profit organization with a 501 (c)(3) designation, or another non-profit organization that does not have 501 (c)(3) status but provides emergency management, public safety, or
law enforcement services; health services; education or library services; school - based services; public interest
law services; early childhood education; or public services
for individuals with disabilities and the elderly.
An individual, who has an
employment relationship, acknowledged by both the individual and the mortgage broker or mortgage banker and is treated as an employee
for purposes of compliance with the
federal income tax
laws.
And while a growing number of state
laws restrict the circumstances under which an employer can discriminate against job applicants on the basis of credit history (see endnotes
for a list of state statutes),
federal law permits employers to use credit history as a basis
for denying
employment.5
The prohibition does not apply to: employers that are federally insured banks or credit unions; employers that are required by state or
federal law to use individual credit history
for employment purposes; public safety officers; or positions
for which the information is substantially job - related and the employer's reasons
for the use of such information are disclosed to the employee or prospective employee in writing.
This prohibition shall not apply if an employer is required by
federal or state
law to use a consumer report
for employment purposes.
The prohibition also does not apply to: (1) employers which are federally insured banks or credit unions; or (2) employers which are required by state or
federal law to use individual credit history
for employment purposes.
The prohibition does not apply where a
federal or District
law or regulation requires the consideration of an applicant's credit history
for the purposes of
employment.
If an employer obtains, uses, or seeks to obtain a consumer report pursuant to
federal or state
law, the employer shall (1) obtain the employee's or applicant's written consent in a document consisting solely of the consent, each time the employer seeks to obtain the employee's or applicant's consumer report; (2) disclose in writing to the employee or applicant the employer's reasons
for accessing the consumer report, and if the employer intends to take an adverse
employment action in whole or in part based on the report, disclose the reasons
for the action, including which information in the report the employer is basing the decision on, in writing at least 14 days prior to taking the action, along with a copy of the report and the notice of consumer rights required by section 1681G (c)(1) of chapter 15 of the United States Code.
Seattle Area Feline Rescue prohibits discrimination against its employees, volunteers, applicants
for employment, and customers or other business associates on the basis of a person's race, religion, creed, color, sex, age, marital status, national origin, citizenship status, mental or physical disability, sexual orientation, gender expression or identity, military or veteran status, any other characteristic protected by
federal and applicable state
laws.
The database lists
federal and state
laws and regulations that restrict
employment, housing and education benefits and other opportunities
for people with convictions.
Assembly Bill 1008 does not apply to a position
for which an employer is required by any state,
federal, or local
law to conduct criminal background checks
for employment or restrict
employment based on criminal history.
Tulsa's James Potts & Wulfers
employment lawyer professionals are part of a diversified
law practice of services
for sole proprietors and business entity clients seeking representation in Oklahoma's state district and appellate courts and
federal district and appellate courts.
The
Federal Court of Appeal acknowledged that
for a very long time there had been two divergent and conflicting lines of case
law regarding the question of whether Part III of the Canada Code permits terminations of
employment without cause.
For over thirty years, Mr. Miklave has represented employers and management in all areas of
employment, civil rights, and traditional labor
law, including issues arising under
federal and state anti-discrimination and anti-retaliation statutes; non-compete agreements and other post-
employment restrictions; wage and hour investigations and litigation; multi-employer pension plan withdrawal liability and administration; collective - bargaining negotiations, administration and enforcement proceedings; corporate restructurings, reorganizations and plant closings; and
employment practices and policies.
Home
Employment Law Bill 174 provides clarity
for Ontario employers on the
federal legalization of marijuana
Defending technology company and its board of directors in multimillion dollar PA state court action brought by founder / consultant / shareholder alleging claims
for breach of fiduciary duty, breach of contract, and rescission; prosecuting action in NJ
federal court on behalf of executive terminated in breach of his
employment agreement; defending companies and their majority owners in numerous state court actions throughout NY and NJ alleging breach of contract and fraud; defending company in connection with DOL investigation regarding misclassification of employees; defending health - tech entrepreneur in connection with DOL investigation regarding unemployment insurance fraud; counseling global company and its US subsidiary in connection with various
employment law matters; and negotiating numerous separation agreements.
«Provides information and commentary on developments in both Iowa and
federal employment and labor
law, always with the goal of elucidating the «bottom line»
for Iowa employers.»
Gerald A. Golden has advised employers
for over 35 years on compliance with
federal and state
employment laws such as the National Labor Relations Act, Family and Medical Leave Act, the Americans with Disabilities Act, the anti-discrimination and wage - hour
laws.
It has been cited as good evidence of market hourly rates
for attorneys practicing in the
federal employment arbitration or gender discrimination areas of
law.
The hiring of a Florida
Employment lawyer, no matter for State or Federal law violation or simply an employment contract dispute, is an important decision that should not be based solely upon adver
Employment lawyer, no matter
for State or
Federal law violation or simply an
employment contract dispute, is an important decision that should not be based solely upon adver
employment contract dispute, is an important decision that should not be based solely upon advertisements.
Federal law requires that programs at
for - profit educational institutions (e.g. University of Phoenix) and those lasting less than one year at traditional higher education institutions must «prepare students
for gainful
employment in a recognized occupation.»
On other issues: Both Democrats support the
federal Employment Non-Discrimination Act (ENDA), hate crimes legislation, coverage
for domestic partners under the Family and Medical Leave Act, equal treatment of gay couples under tax
laws, and repeal of the military's «Don't Ask, Don't Tell» policy.
Provincial
employment standards legislation says no one can be charged a fee
for finding a job, but
federal immigration
law says that immigration consultants (like this agency) can charge fees to assist with immigration processes.
With the new Saskatchewan
Employment Act, pending
federal labour
law reforms, Alberta's Bill 4 amending who has the right to strike and Ontario legislation under review, the labour relations world appears to be filled with change — and yet
for practitioners many of these changes seem familiar.
Gary Feldman is recognized
for his deep knowledge of
employment law and experience of representing clients before state and
federal courts and other agencies.
Business Development: Brokering various business dealings that further the diversification of Indian economies Developing and accessing commercial financial programs and services
for tribal governments, including tax - exempt offerings and federally - guaranteed housing loans Serving as issuer or underwriter's counsel in tribal bond issuances Ensuring tribal compliance with Bank Secrecy Act and other
federal financial regulatory requirements Handling federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal financial regulatory requirements Handling
federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal and state income, excise, B&O, property and other tax matters
for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and
federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements
for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts
for tribes and general contractors Helping secure
federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal SBA 8 (a) and other contracting preferences
for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and
federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and
law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor &
employment, and workers» compensation
laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian
law litigation, including commercial, labor &
employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and
federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal courts, including defense tenders pursuant to the
Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and
federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal court appeals, including the preparation of amicus curiae briefs Our Indian
law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal rights.
Mr. Mazaheri is academically and professionally involved with the
Federal Labor Legislative Committee of the America Bar Association Labor &
Employment Law Section, where he has given time as a contributing author to Mid-Winter reports
for the subcommittees of the Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Age Discrimination in
Employment Act (ADEA) and the Uniform Services
Employment & Reemployment Rights Act (USERRA), as well as actively participating with the National
Employment Lawyers Association (NELA).