Sample Terms of Service
A sample terms of service agreement between an individual and a company concerning the use of the company's website. This agreement includes clauses for license grants, restrictions, user obligations, privacy, and postings.
A sample terms of service agreement between an individual and a company concerning the use of the company's website. This agreement includes clauses for license grants, restrictions, user obligations, privacy, and postings.
This is a sample expatriate assignment agreement between a US company and an employee, including clauses pertaining to expatriation such as salary, employee benefits, mobility premium, housing and utilities allowance, goods and services allowance, language training allowance, furnishings and appliances allowance, pre-move trip allowance, household goods transportation and storage expenses, relocation travel expenses, relocation allowance, temporary housing, vacation, home leave air fare reimbursement, repatriation, immigration/visa assistance, will preparation, compensation leave, tax equalization, and tax preparation. This sample is in connection with the context of an employment agreement.
These template website terms of use are intended for use on non-transactional, information-based websites. The terms of use are not intended for use on websites through which users can place orders for or buy goods, services or digital products. If the website permits User Generated Content (UGC), then additional "acceptable use" terms will be needed, for example, a user's undertaking that he/she will not post UGC that is defamatory, infringing or illegal, and details of the website operator's notice-and-take-action procedures.
This is an example of a waiver and release for employees to sign before participating in the activities of an organization's softball team.
No new laws or regulations have been adopted expanding legal liability to cover caregiver or victims of COVID-19. However, the EEOC’s guidance is a good reminder of what the law requires – and does not require – when addressing employees or applicants who may be caretakers.
Here are the top ten takeaways of what the guidance does and does not do.
On March 3, 2022, US President Joe Biden signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act into law. The Act prohibits enforcement of a mandatory arbitration agreement with respect to sexual assault and sexual harassment claims.
The full impact of the Act remains to be seen (and likely will lead to significant litigation in the coming years), but in-house counsel can prepare for some of the potential implications.
There is a myth that trials are “dead” and that cases either settle or get decided on dispositive motions prior to trial. However, many cases do go forward to a jury trial for a variety of reasons. Therefore, from the outset, employers and counsel should prepare all cases for the possibility of trial.
California has been — and will likely continue to be — one of the most challenging regulatory environments in the country for employers. The following is a top ten list of California requirements to assist employers with compliance.
The importance of data security in the digital era cannot be overstated. Businesses must assess data security risks and implement programs accordingly to protect the confidentiality, integrity and availability of collected data.
Remote work and flexible schedules have burgeoned with the spread of COVID-19 and are likely here to stay. Compliance issues such as the Form I-9 Employment Eligibility Verification affect all companies (regardless of whether they sponsor foreign nationals), and because of COVID-19 the relevant agencies have modified those processes.