wallacepolsom
PUT YOUR BEARD IN MY MOUTH
⁂
Xuebing Du
YOU ARE THE REASON
trying on a metaphor
roma★
🪼
Sade Olutola
祝日 / Permanent Vacation
$LAYYYTER
Cosimo Galluzzi
Janaina Medeiros
occasionally subtle
@theartofmadeline
NASA
#extradirty
shark vs the universe
pixel skylines
oozey mess
seen from Malaysia
seen from Australia
seen from United States
seen from Mexico
seen from Vietnam
seen from United States
seen from United States
seen from United States
seen from United States
seen from Indonesia
seen from Brazil
seen from United States
seen from Brazil
seen from Lithuania
seen from Saudi Arabia
seen from United States
seen from Türkiye
seen from United States
seen from United Kingdom
seen from Lithuania
@emiksel
Small to midsize businesses often do not have legal teams to advise them on the types of insurance coverage they need to protect their businesses. They rely upon the broker to assess their needs without fully understanding what an insurance policy is. Below are some insurance coverage basics for both the novice and a refresher course for the experienced.
During economic hardships, small businesses may need to utilize the oft option of filing for bankruptcy protection to reorganize their debt. Bankruptcy often is considered a last resort option. Yet, it provides a powerful mechanism for individuals and small businesses to reorganize and manage their debt. The Small Business Reorganization Act of 2019 (“SBRA”) added Subchapter V to chapter 11 of Bankruptcy Code to further assist qualifying businesses with debt relief. 11 U.S.C. §§ 1181-1195. The Debtor friendly provisions added to the Bankruptcy Code with Subchapter V of chapter 11, make reorganizing debt a more streamlined and less expensive process for small businesses.
As more states loosen the COVID-19 Shelter in Place laws and people begin to return to previously sheltered business, it is essential that businesses have a plan for how that return to work will look and, equally important, convey relevant portions of the plan to its employees.
Illinois’ amended COVID-19 Shelter in Place rules permits essential workers, which includes most businesses that contract with the State of Illinois for essential services, including construction and healthcare, to continue to perform their essential functions.
The landscape of insurance coverage in this era of the COVID-19 Pandemic is likely to change as insurance lawsuits are being filed to determine scope of insurance coverage. Meanwhile, in direct response to COVID-19, several states are attempting to modify Commercial General Liability (CGL) Insurance policies through legislation to provide coverage, particularly business interruption insurance, post hoc-after the fact. President Trump has commented that businesses have paid premiums for business interruption insurance for years and relief should be available to insureds. It is important for businesses to take precautionary measures to preserve whatever coverages might be available, especially as the case law and legislation changes to meet the COVID-19 pandemic.
Both federal law and the Illinois Trade Secrets Act (765 ILCS 1065/et seq.) allow a person to recover money damages caused by the misappropriation of trade secrets. 765 ILCS 1065/4; 18 U.S.C. § 1836. Generally, a “trade secret” is information kept confidential for economically advantageous reasons. See 765 ILCS 1065/4; 18 U.S.C. § 1839(3). Trade secrets often consist of technical or business information, such as, for example, designs, codes, prototypes, procedures, or plans. See 765 ILCS 1065/4; 18 U.S.C. § 1839(3). In some instances, a trade secret may include lists of customers and/or potential customers. 765 ILCS 1065/4.
Under Illinois COVID-19 Executive Order 17, Illinois extends immunity to health care facilities, health care professionals, and health care volunteers from civil liability for any injury or death caused by any act or omission occurring at a time when such facility, professional or volunteer was engaged in the course of rendering assistance to Illinois in response to the COVID-19 pandemic, unless it is established that such injury or death was caused by gross negligence or willful misconduct. This immunity extends from April 1, 2020 through April 30, 2020.
Companies are already turning to their insurers to determine if there is coverage for business loss due to COVID 19. Already, at least one California restaurateur has sued its insurance company, The Hartford, and six Chicago bar and restaurant groups have sued their insurance company, Society Insurance, seeking coverage for COVID 19 business interruption
All Illinois employers must provide yearly sexual harassment prevention training starting this year. Illinois Public Act 101-0221 amended the Illinois Human Rights Act ("IHRA") , Section 2-109,requiring Illinois employers to provide annual sexual harassment prevention training by December 31, 2020, and then annually thereafter.
Illinois has had only two confirmed cases of the Corona COVID-19 virus and both patients recovered. According to the Illinois Dept. of Health, there are no known, infectious Illinois residents at this time. Nevertheless, employers need to plan.
Issues to Consider When Financial Institutions Provide Banking for Cannabis Related Businesses in Illinois
Since January 1, 2020, the Illinois Cannabis Regulation & Tax Act has legalized the production, sale, transport and consumption of recreational cannabis. The Illinois Cannabis Regulation and Tax Act also legalized banking for Cannabis Related Businesses (CRB’s) in Illinois, stating that financial institutions assisting CRB’s, such as banks or credit unions, are exempt from state criminal laws
https://www.mckenna-law.com/issues-to-consider-when-financial-institutions-provide-banking-for-cannabis-related-businesses-in-illinois/
Amendments to the Illinois Human Rights Act Expand the Scope of Harassment
Illinois’ Human Rights Act has been amended to enlarge its scope of potential harassment violations, including both an expansion of the definition of employer as well as expansion of the definition of harassment and an extension of the Illinois Human Rights Act to protect non-employees. Read the full article
Illinois Requires Mandatory Disclosures Of Sexual Harassment and Unlawful Discrimination Judgments
Illinois, in its quest toward curbing sexual harassment in the workplace, has amended the Illinois Human Rights Act to require annual disclosures of sexual harassment and unlawful discrimination in the work place. Employers must make annual disclosures to the Illinois Department of Human Rights (IDHR) with information about adverse judgments or administrative rulings against them in the prior year. The new law requires that employers provide formal disclosures to the IDHR in 2020 where the employer has had at least one adverse determination of sexual harassment or unlawful discrimination in the prior year.employment litigation matters, please contact her with any questions concerning these areas of law. Read the full article
Check List of Major Changes in Laws Governing the Workplace in Illinois
In 2019 and 2020, Illinois has had significant changes in the laws governing the workplace. Employers can be hit with serious legal consequences for ignoring these major changes in laws governing the workplace. Read the full article
Illinois Requires Mandatory Disclosures Of Sexual Harassment and Unlawful Discrimination Judgments
Illinois, in its quest toward curbing sexual harassment in the workplace, has amended the Illinois Human Rights Act to require annual disclosures of sexual harassment and unlawful discrimination in the work place. Employers must make annual disclosures to the Illinois Department of Human Rights (IDHR) with information about adverse judgments or administrative rulings against them in the prior year. The new law requires that employers provide formal disclosures to the IDHR in 2020 where the employer has had at least one adverse determination of sexual harassment or unlawful discrimination in the prior year.
Employers Must Make Annual Disclosures of Sexual Harassment and Unlawful Discrimination
Beginning July 1, 2020, employers must make annual disclosures to the Illinois Department of Human Rights including information about administrative ruling and adverse judgments from the prior year. The mandatory disclosures must include the number of administrative rulings and adverse judgments, whether an employee obtained equitable relief, and a breakdown of the ruling and judgment. If the IDHR is investigating a charge filed under the Illinois Human Rights Act, it may require disclosure of similar information about an employer’s settlements over the past five years of alleged sexual harassment or unlawful discrimination occurring in the workplace. The IDHR will compile the reported information for publication in an annual report, but it will aggregate individual data to avoid exposing personal information. Employers who do not comply with these disclosure requirements could face civil penalties. Partner Kristin Tauras of McKenna Storer has analyzed and written about the significant changes made in 2019 - 2020 to the Illinois Human Rights Act and other laws governing the workplace. You may be interested in reading her recent articles about these important changes impacting Illinois employers: New Laws Governing Employee Arbitration Clauses Mandatory Sexual Harassment Training Hotel and Casino Safety Act Illinois Workplace Transparency Act and its impact on Sexual Harassment Nondisclosure and Nondisparagement Clauses New Sexual Harassment Protections (Public Act 101-0221) Kristin Tauras devotes her practice to guiding and representing employers with employment law or employment litigation matters, please contact her with any questions concerning these areas of law. Read the full article
Illinois Employers Need to know About The New Laws Governing Employee Arbitration Clauses
Illinois has new restrictions with respect to all employment agreement, including written arbitration agreements. As part of the Illinois Workplace Transparency Act (820 ILCS 96et.al.) the Illinois Uniform Arbitration Act (710 ILCS 5/1) has been amended to limit employment arbitration agreements that restrict an employee’s rights. Read the full article
Illinois Employers Need to Know About Mandatory Sexual Harassment Training
Illinois employers need to be aware of the new mandatory sexual harassment training requirements. Illinois’ Workplace Transparency Act requires that all employees receive sexual harassment training on an annual basis and some jobs, such as those in restaurants and bars industry, require additional specialized training. Read the full article