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Third Circuit addresses allegedly discriminatory PIP
January / February 2012
Newsletter: Employment Law Briefing
Price: $225.00, Subscriber Price: $157.50
Word count: 1040
Abstract: A performance improvement plan (PIP) is supposed to help an employee keep his or her job. But does requiring an employee to participate in a PIP constitute an adverse employment action that could establish the basis for an age discrimination case? This article discusses a case that addressed that question, while a sidebar looks at another case that dealt with whether failure to investigate a discrimination complaint constitutes an adverse employment action. Citations: Reynolds v. Department of Army, No. 10-3600, July 22, 2011 (3rd Cir.). Burlington Industries v. Ellerth, No. 97-569, June 26, 1998 (Supreme Court). Fincher v. Depository Trust & Clearing Corp., No. 08-5013, May 14, 2010 (2nd Cir.)
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Is the price right? Get your transfer pricing house in order
August / September 2011
Newsletter: Public Company Insights
Price: $225.00, Subscriber Price: $157.50
Word count: 1040
Abstract: In an increasingly global business environment, cross-border tax compliance is critical. It’s particularly important for companies to assess their transfer pricing programs. Transfer pricing issues can arise in public companies of all sizes and can even apply to domestic companies that do business in several states. This article explains how companies can ensure transfer price rule compliance as the IRS increases its scrutiny. A sidebar offers a specific example of transfer pricing in action.
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New rules interpret the Family and Medical Leave Act
May / June 2009
Newsletter: Employment Law Briefing
Price: $225.00, Subscriber Price: $157.50
Word count: 1040
Abstract: Since its enactment in 1993, the Family and Medical Leave Act has required employers to provide eligible employees with up to 12 weeks of unpaid leave in any rolling 12-month period for the birth or adoption of a child; to care for a parent, child, or spouse with a serious medical condition; or for an employee’s own serious medical condition. This article summarizes the highlights of the Department of Labor’s revised rules that took effect on Jan. 16, 2009.