Immigration and Nationality Representation
The Employment Law Group® law firm is a full service immigration and nationality law firm. It is our goal to provide our clients with the best possible legal services in solving their immigration challenges. Our attorneys represent foreign nationals before the Department of Homeland Security nationwide, before the Department of State in 21 countries, and in the United States federal courts.
http://www.the-employment-lawgroup.com
Call The Employment Law Group law firm, in Washington, DC, if you have been a victim of workplace discrimination or harassment, or have experienced other violations of your civil rights. Our seasoned trial attorneys have earned an enviable record of favorable settlements and verdicts on behalf of our clients. We take great pride in our reputation as aggressive litigators and persuasive negotiators. Toll Free: 888-603-0983 Phone: 202-331-3911 Fax: 202-261-2835
Sunday, September 12, 2010
Thursday, September 9, 2010
The Employment Law Group About The Firm
The Employment Law Group® law firm, serves people in Washington, D.C., Virginia and Maryland who have been victims of discrimination, harassment, or other violations of their civil rights. Our seasoned trial attorneys have earned a highly desirable record of favorable settlements and verdicts on behalf of our clients.
http://www.the-employment-lawgroup.com
http://www.the-employment-lawgroup.com
Thursday, September 2, 2010
OSHA Publishes Interim Final Rules For Filing Whistleblower Complaints
OSHA Publishes Interim Final Rules For Filing Whistleblower Complaints
OSHA announced its new interim final rules for filing whistleblower complaints and invited the public to submit comments. In a news release, OSHA stated:
“When workers believe their employers are violating certain laws or government regulations, they have the right to file a complaint and should not fear retaliation. Silenced workers are not safe workers,” said Assistant Secretary of Labor for OSHA David Michaels. “Changes in the whistleblower provisions make good on the promise to stand by those workers who have the courage to come forward when they believe their employer is violating the law and cutting corners on a variety of safety, health and security concerns in the affected industries.”
The regulations, which cover workers filing complaints in the railroad, public transit, commercial motor carrier, and consumer product industries, also create greater consistency among various OSHA complaint procedures. The interim final rules establish procedures and time frames for handling complaints under the whistleblower sections of the Implementing Recommendations of the 9/11 Commission Act of 2007 and the Consumer Product Safety Improvement Act of 2008.
For more information about the firm’s Whistleblower Law Practice, click here.
http://employmentlawgroupblog.com/
http://www.the-employment-lawgroup.com
OSHA announced its new interim final rules for filing whistleblower complaints and invited the public to submit comments. In a news release, OSHA stated:
“When workers believe their employers are violating certain laws or government regulations, they have the right to file a complaint and should not fear retaliation. Silenced workers are not safe workers,” said Assistant Secretary of Labor for OSHA David Michaels. “Changes in the whistleblower provisions make good on the promise to stand by those workers who have the courage to come forward when they believe their employer is violating the law and cutting corners on a variety of safety, health and security concerns in the affected industries.”
The regulations, which cover workers filing complaints in the railroad, public transit, commercial motor carrier, and consumer product industries, also create greater consistency among various OSHA complaint procedures. The interim final rules establish procedures and time frames for handling complaints under the whistleblower sections of the Implementing Recommendations of the 9/11 Commission Act of 2007 and the Consumer Product Safety Improvement Act of 2008.
For more information about the firm’s Whistleblower Law Practice, click here.
http://employmentlawgroupblog.com/
http://www.the-employment-lawgroup.com
Wednesday, September 1, 2010
Virginia Judge Voids Non-compete, Enforces Non-solicitation Provision in Employment Agreement
Virginia Judge Voids Non-compete, Enforces Non-solicitation Provision in Employment Agreement
Settling the dispute between IT professionals and their former employer in Daston Corp. v. MiCore Solutions, Inc., Fairfax Circuit Judge Michael F. Devine held a non-compete provision in an employment agreement void while also holding the agreement’s non-solicitation provision enforceable. The judge found the non-compete too broad, because it prohibits the IT professionals from providing their cloud computing services to anyone in the United States for one year following termination. However, the judge found the non-solict to be no broader than necessary for protecting the employer’s “legitimate business interest,” because it merely limited the solicitation of the employer’s prior and current clients for two years.
For information about The Employment Law Group® law firm and Non-Compete Litigation, click here.
http://www.the-employment-lawgroup.com
http://www.employmentlawgroup.com
Settling the dispute between IT professionals and their former employer in Daston Corp. v. MiCore Solutions, Inc., Fairfax Circuit Judge Michael F. Devine held a non-compete provision in an employment agreement void while also holding the agreement’s non-solicitation provision enforceable. The judge found the non-compete too broad, because it prohibits the IT professionals from providing their cloud computing services to anyone in the United States for one year following termination. However, the judge found the non-solict to be no broader than necessary for protecting the employer’s “legitimate business interest,” because it merely limited the solicitation of the employer’s prior and current clients for two years.
For information about The Employment Law Group® law firm and Non-Compete Litigation, click here.
http://www.the-employment-lawgroup.com
http://www.employmentlawgroup.com
Tuesday, August 31, 2010
Judge Rules D.C. Whistleblower Protection Act Amendment Retroactive
Judge Rules D.C. Whistleblower Protection Act Amendment Retroactive
According to the Government Accountability Project’s blog, D.C. Superior Court Judge Leonard Braman held that a recent amendment to the D.C. Whistleblower Protection Act (WPA) exempting whistleblowers from the requirement of notifying the District of a claim within six months of the adverse employment action should apply retroactively. Therefore, the notice requirement in D.C. Code §12-309 will not bar relief in pending D.C. WPA claims.
For information on The Employment Law Group® law firm’s Whistleblower Practice, click here.
According to the Government Accountability Project’s blog, D.C. Superior Court Judge Leonard Braman held that a recent amendment to the D.C. Whistleblower Protection Act (WPA) exempting whistleblowers from the requirement of notifying the District of a claim within six months of the adverse employment action should apply retroactively. Therefore, the notice requirement in D.C. Code §12-309 will not bar relief in pending D.C. WPA claims.
For information on The Employment Law Group® law firm’s Whistleblower Practice, click here.
Monday, August 30, 2010
The lawyers of The Employment Law Group® have many decades of experience
The lawyers of The Employment Law Group® have many decades of experience representing people who have been wronged by current or potential employers.
● Were you were terminated without adequate cause?
● Do you believe that you failed to earn a job or promotion based on age, sex, religious, or racial discrimination?
● Do you want legal representation as you negotiate an employment contract or Federal background checks?
● Have you witnessed illegal or dangerous activity at work that you feel duty-bound to expose?
If you answered yes to any of the questions above, your next step is to talk to a lawyer. Employment law is a complicated area of legal practice, and our attorneys have built reputations as some of the most able specialists in the area.
The Employment Law Group®'s (TELG) offices are located in Washington DC, and we regularly represent clients in the DC Metropolitan area, Northern Virginia, and Maryland.
While many large Washington DC law firms have an "employment law group", TELG focuses completely on the rights of employees.
Government organizations and large corporations have teams of lawyers on staff to protect themselves.
Whether you hire The Employment Law Group®, or another reputable employment firm, you should have an attorney representing your rights as soon you feel that there may be a problem.
More information can be found online at http://www.the-employment-lawgroup.com
● Were you were terminated without adequate cause?
● Do you believe that you failed to earn a job or promotion based on age, sex, religious, or racial discrimination?
● Do you want legal representation as you negotiate an employment contract or Federal background checks?
● Have you witnessed illegal or dangerous activity at work that you feel duty-bound to expose?
If you answered yes to any of the questions above, your next step is to talk to a lawyer. Employment law is a complicated area of legal practice, and our attorneys have built reputations as some of the most able specialists in the area.
The Employment Law Group®'s (TELG) offices are located in Washington DC, and we regularly represent clients in the DC Metropolitan area, Northern Virginia, and Maryland.
While many large Washington DC law firms have an "employment law group", TELG focuses completely on the rights of employees.
Government organizations and large corporations have teams of lawyers on staff to protect themselves.
Whether you hire The Employment Law Group®, or another reputable employment firm, you should have an attorney representing your rights as soon you feel that there may be a problem.
More information can be found online at http://www.the-employment-lawgroup.com
Saturday, August 28, 2010
The employment Law Work TELG Amendment Retroactive
Amendment Retroactive
According to the Government Accountability Project’s blog, D.C. Superior Court Judge Leonard Braman held that a recent amendment to the D.C. Whistleblower Protection Act (WPA) exempting whistleblowers from the requirement of notifying the District of a claim within six months of the adverse employment action should apply retroactively. Therefore, the notice requirement in D.C. Code §12-309 will not bar relief in pending D.C. WPA claims.
For information on The Employment Law Group® law firm’s Whistleblower Practice, click here.
http://www.Employmentlawgroup.net
According to the Government Accountability Project’s blog, D.C. Superior Court Judge Leonard Braman held that a recent amendment to the D.C. Whistleblower Protection Act (WPA) exempting whistleblowers from the requirement of notifying the District of a claim within six months of the adverse employment action should apply retroactively. Therefore, the notice requirement in D.C. Code §12-309 will not bar relief in pending D.C. WPA claims.
For information on The Employment Law Group® law firm’s Whistleblower Practice, click here.
http://www.Employmentlawgroup.net
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