ASAP
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May 17, 2012

Federal Court Denies HCQIA Immunity to Hospital in Lawsuit by Physician for Loss of Privileges

A federal district court has denied immunity under the Health Care Quality Improvement Act (HCQIA)

Littler Report
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May 17, 2012

Criminal Background Checks: Evolution of the EEOC's Updated Guidance and Implications for the Employer Community

On April 25, 2012, the Equal Employment Opportunity Commission (EEOC) finally issued its "Enforcement

ASAP
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May 16, 2012

Seventh Circuit: Pharmaceutical Sales Reps Are Exempt Administrative Employees

The Seventh Circuit has weighed in on the employers’ side of the pharmaceutical sales representative

ASAP
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May 16, 2012

Pharmaceutical Sales Reps Are Exempt Administrative Employees, Seventh Circuit Holds

The Seventh Circuit has weighed in on the employers’ side of the pharmaceutical sales representative

ASAP
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May 15, 2012

Agencies Issue New Guidance on Summary of Benefits and Coverage Requirement

The Department of Labor’s Employee Benefits Security Administration (EBSA) along with the Departments

ASAP
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May 15, 2012

HHS Adds New Medical Loss Ratio Reporting Requirement

The Department of Health and Human Services’ Centers for Medicare & Medicaid Services (CMS) has issued

ASAP
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May 15, 2012

The Importance of Pleading Actual Harm in Trade Secret Misappropriation Cases

In an April 25, 2012 ruling [pdf] a Middle District of North Carolina court clearly illustrated the importance

ASAP
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May 15, 2012

NLRB Suspends Implementation of New Representation Election Rule

In light of yesterday’s federal court decision finding that the NLRB lacked a quorum necessary to issue

ASAP
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May 15, 2012

Seventh Circuit Concludes that "Travel Time" Following Clothing Change Is Not Compensable, Setting Up a Circuit Split

In a case that explicitly acknowledges a consequential circuit split, the Seventh Circuit Court of Appeals

Insight
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May 15, 2012

Connecticut Supreme Court Expands Scope of Hostile Work Environment Protections to Include Sexual Orientation

Employers in Connecticut have a duty to protect employees from harassment based on sexual orientation

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