You need an attorney who practices specifically in employment law because staying up to date state
on federal employment laws is challenging for lawyers who practice a broad range of law.
Not exact matches
A frequent writer and lecturer
on employment law topics, Rosenfeld is experienced in the areas of
federal laws pertaining to
employment issues, EEOC, ADA, termination matters,
employment liability and the Fair Labor Standards Act.
They'll monitor the ever - changing payroll
laws, keep an eye
on changes to
federal, state, and city
employment taxes, calculate and pay your
employment taxes, file your quarterly and annual
employment tax returns, and know the details of
federal and state unemployment insurance tax requirements.
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....
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.
Rosa Aliberti Rosa has worked
on diverse labor and
employment law matters, including wage and hour cases; workplace investigations; severance,
employment, and non-compete agreements; has drafted and responded to discrimination complaints before government agencies, including the U.S. EEOC and NYS Division of Human Rights; and, has assisted in
federal and state court litigations.
«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.
State College, PA About Blog Lawffice Space is an
employment law blog, focusing on Pennsylvania and Federal L
law blog, focusing
on Pennsylvania and
Federal LawLaw.
Participants will gain an understanding of the latest developments in state and
federal law on complex issues, such as: Transgender Students: issues related to student dress code, the right to participate in school activities and events, access to school facilities such as locker rooms and restrooms; School Climate: the obligation to proactively address school climate and promote a school climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school;
Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and re
Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of
employment discrimination and re
employment discrimination and retaliation.
State and
federal employment laws bar discrimination based
on religion and the school does not ask any information about religion when hiring staff or enrolling students.
Relay does not discriminate
on the basis of race, color, religion, creed, sex, sexual orientation, national origin, ancestry, age, marital status, citizenship status, veteran status, disability or any other criterion specified by
federal, state or local
laws, in the administration of its admissions,
employment and educational policies or scholarship, loan, and other school - administered programs.
In addition to training teachers, administrators, and other school leaders
on issues such as tenure, special education,
employment discrimination, employee whistleblowing claims, student harassment and anti-bullying
law, ethics, governance, and student rights, Teresa has argued before the New Jersey Supreme Court, has substantial experience in federal and state courts, and has tried numerous disputes to conclusion in the New Jersey Office of Administrative L
law, ethics, governance, and student rights, Teresa has argued before the New Jersey Supreme Court, has substantial experience in
federal and state courts, and has tried numerous disputes to conclusion in the New Jersey Office of Administrative
LawLaw.
Mr. Lopez has defended numerous school districts, charter schools, other governmental entities and private employers from claims under state and
federal constitutional claims, Title VII, the Age Discrimination in
Employment Act, the Family Medical Leave Act, the Americans with Disabilities Act, the Texas Commission
on Human Rights Act, workers» compensation retaliation, the Texas Whistleblower Act and state
law tort claims.
Brass City Charter School does not discriminate in any
employment practice, education program, or educational activity
on the basis of race, color, religious creed, sex, age, national origin, ancestry, marital status, sexual orientation, gender identity or expression, disability, or any other basis prohibited by Connecticut state and / or
federal nondiscrimination
laws.
In 2013, she published a
law review article in the ABA Journal of Labor and Employment Law titled «Federal Regulations of State Pension Plans: The Governmental Plan Revisited,» which explored the impact of federal rulemaking on the eligibility of quasi-public entities to offer state pension benefits to their employe
law review article in the ABA Journal of Labor and
Employment Law titled «Federal Regulations of State Pension Plans: The Governmental Plan Revisited,» which explored the impact of federal rulemaking on the eligibility of quasi-public entities to offer state pension benefits to their employe
Law titled «
Federal Regulations of State Pension Plans: The Governmental Plan Revisited,» which explored the impact of federal rulemaking on the eligibility of quasi-public entities to offer state pension benefits to their emp
Federal Regulations of State Pension Plans: The Governmental Plan Revisited,» which explored the impact of
federal rulemaking on the eligibility of quasi-public entities to offer state pension benefits to their emp
federal rulemaking
on the eligibility of quasi-public entities to offer state pension benefits to their employees.
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 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.
As an intern, you will have the opportunity to work
on a wide variety of matters such as: appropriations, fiscal
law and financial management; acquisitions, financial assistance and public private partnerships; innovative financing; real property and asset management; information technology investment and capital planning; employee ethical conduct, conflicts of interest and political activities; equal
employment opportunity and other civil rights matters;
Federal personnel and
employment; and alternative dispute resolution.
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
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 Museum prohibits making any
employment decisions or basing any terms and conditions of
employment on the basis of a person's race, creed, color, religion, sex, age, height, weight, national origin, ancestry, or ethnicity, sexual orientation, transgendered status or gender expression or identity, marital status, disability, political affiliation, military or veteran status or any other basis now or in the future protected by
federal, state or local
law, ordinance or regulation.
In compliance with Title IX of the Education Amendments of 1972, Title VI and VII of the Civil Rights Act of 1964, and Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, as amended, the Age Discrimination Act of 1975 and applicable
federal, state, and local
laws, and our institutional values, The Cooper Union does not discriminate
on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or
employment practices, or in the administration of any Cooper Union educational program or activity, including athletics.
the fundamental questions in the case, questions that have many
law firms
on edge: Are
law firm partners covered by
federal employment law?
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.
While
federal law does not specifically prohibit discrimination based
on criminal convictions or arrests, the U.S. Equal
Employment Opportunity Commission (EEOC) has issued a policy statement indicating that an employer's use of criminal history information in making employment decisions may violate the federal prohibition against discrimination based on race or nation
Employment Opportunity Commission (EEOC) has issued a policy statement indicating that an employer's use of criminal history information in making
employment decisions may violate the federal prohibition against discrimination based on race or nation
employment decisions may violate the
federal prohibition against discrimination based
on race or national origin.
Discrimination based
on several types of personal characteristics, such as age (40 years of age and older), race, religion, national origin, medical condition, disability or gender are illegal under both
federal (Title VII of the Civil Rights Act) and state
law (Fair
Employment and Housing Act).
Both
federal and New York
Law prohibit
employment discrimination based
on national origin in hiring, firing, pay, assignments, promotions, layoff, training, fringe benefits, and any other term or condition of
employment.
Mr. Miklave represents employers and management in all areas of civil rights,
employment relations, and traditional labor
law, focusing
on federal and state antidiscrimination, noncompete and restrictive covenants, labor, wage and hour, and family leave statutes, among others.
Mr. Miklave represents employers and management in all areas of civil rights,
employment relations, and traditional labor
law, focusing
on federal and state antidiscrimination; noncompete and restrictive covenants; and labor, wage and hour, and family leave statutes, among others.
John has counseled clients in actions based
on violation of state and
federal securities
laws relating to the sale of unregistered securities and fraudulent investment schemes, and in
employment controversies that focus
on non-solicitation agreements and alleged breach of fiduciary duty.
Robin has represented employers in all areas of labor relations and
employment law in hundreds of cases in federal and state courts and before administrative agencies, including the National Labor Relations Board, the Florida Public Employees Relations Commission, United States Equal Employment Opportunity Commission, Florida Commission on Human Relations and United States Department
employment law in hundreds of cases in
federal and state courts and before administrative agencies, including the National Labor Relations Board, the Florida Public Employees Relations Commission, United States Equal
Employment Opportunity Commission, Florida Commission on Human Relations and United States Department
Employment Opportunity Commission, Florida Commission
on Human Relations and United States Department of Labor.
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.
Jonathan also concentrates
on and advises US and multinational corporations and executives in all aspects of
employment law, including drafting and negotiating
employment and separation agreements, corporate restructurings and reductions in force,
employment advice related to corporate transactions, internal corporate investigations, handbooks and policy manuals, sexual harassment and other sensitivity training, protecting against employee raiding and theft of confidential information, and compliance with all
federal, state, and local discrimination
laws.
«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.»
Boniferro, a partner in the firm's national labour and
employment group, is taking
on management of what he says could be considered the «second largest
law firm in the country» (second to the
federal government's Department of Justice).
By: Yasthel González, Esq. (
[email protected]) Employers in Puerto Rico are well aware that
federal and local
laws prohibit an employer from discriminating against its employees or
employment candidates based
on their religion.
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.
We can provide clients with litigation avoidance strategies, instruction
on practicing preventative
law, corporate and
employment compliance and
federal and state
employment law compliance advice.
This has allowed us to stay up - to - date
on all current case
law as well as changes in state and
federal employment law.
Layla, a generalist in
employment and labor
law, is able to navigate tough state and
federal terrain
on a variety of issues.
Such a review from an experienced lawyer is recommended
on a periodic basis in order to assure compliance with the ever changing
federal and state
employment laws, and to avoid unintended employer liability.
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.
In fact, the
Federal law of many countries prevents discrimination
on any matters of
employment like layoff, firing, promotion, pay, training, and so
on.
According to California and
federal law, it is illegal to discriminate in any aspect of
employment, including hiring and firing, compensation, promotion, pay, and disability, or to discriminate against employees
on the basis of race, color, religion, national origin, or sex.
Our thorough understanding of California and
federal employment laws enables us to professionally evaluate your case and advise you
on how best to proceed.
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.