Insurers are becoming notoriously strict about the types of people or businesses to which they offer coverage. Even if they do offer coverage, it will...

Sports equipment can be expensive, especially equipment such as high-end mountain bikes, skis, and snowboards. Many people who love to participate in sports, especially while...

As an indoor gymnastics business or instructor, you will already know the risks associated with indoor gymnastics and the potential for facing liability claims against...

[vc_row css_animation="" row_type="row" use_row_as_full_screen_section="no" type="full_width" angled_section="no" text_align="left" background_image_as_pattern="without_pattern"][vc_column][vc_column_text] Apples are wonderful, but it only takes one bad apple to spoil the bunch. The same can be said of employees. Most are wonderful, well-intentioned contributors to a culture of success. However, one employee acting irresponsibly can cause a great deal of harm to any organization. For example, take the recent case of Pennsylvania State University and their former assistant football coach, Jerry Sandusky. For the few people in the country unfamiliar with this tragedy, Jerry Sandusky was convicted in June of sexually abusing several boys. Most were abused inside of campus buildings, which is not only horribly tragic, but put the university itself under legal fire. According to Chad Hemenway of Property Casualty 360, Penn State finds itself now sorting through multiple settlements for Sandusky’s victims.
Directors of HOA organizations have the unenviable task of completing large “to do” lists while assuming the risk of offending neighbors if they don’t like your decisions.  While maintaining the common areas in their neighborhood, directors must:
  • Act in good faith and candor
  • Act in the interests of another and avoid transactions that result in personal gain
  • Not exert undo pressure or act without the knowledge and consent of those he represents
Running a business is a matter of managing the ups and downs.  Hopefully more ups than downs.  Whether part of the board or one of the top executives in a corporation, you realize you’ve got to handle the pitch and roll in order to keep the business afloat.  Particularly in these difficult economic times. During financially difficult times people are more prone to seek out and take legal action against any perceived corporate misstep.  Top-level decisions can be challenged by investors, regulators, and even criminal prosecutors.   And, so it is more important than ever that directors understand their obligations and potential liabilities.
Have you ever been summoned for jury duty?  Well, let me tell you a little about it.  You HAVE to go; no if, and, or buts about it. You are sometimes allowed to reschedule, but you’ve still got to do your time.  Missing work, school, birthdays, weddings, or whatever it may be is inconvenient to say the least.  What if the case continues on for weeks or even months?  Now can you imagine if you weren’t on the jury, but were the defendant?!  It can happen easier than one might think, especially for all you professionals out there. Thinking that you’re completely protected from lawsuits is a rather naïve assumption, especially nowadays.  Recent trends in court decisions have been holding HR practitioners, supervisors, business owners, and other decision-makers personally liable for their actions under several employment laws.