The time limit to file the lawsuit on a personal injury claim is generally two years from the date of the injury. Once the lawsuit is filed and all of the proper parties served with the lawsuit, there is no deadline for when the case has to be settled. Lawsuits can take a lot longer than people expect. It sounds like you already have an attorney, and if you do, then you should speak with that person about when the jury trial will begin.
I agree with Mr. Horowitz. Given that you don't think it was the casino's fault, then I don't think it is likely that the casino will pay for his medical bills. But I suggest you contact an attorney to investigate to see if there was a dangerous condition existing at the casino that contributed to his fall.
Is your wife pregnant? If so, then, depending upon all of the facts of her case, she may have a case for harassment based on her pregnancy. Was your wife terminated, docked pay, etc.?
Each case is unique. I recommend that you speak with an employment attorney right away to make sure that your wife's rights are protected.
Generally, if you do not have an employment contract with your employer, then your employer can terminate you for any reason so long as it is not an illegal reason (for example, an employer cannot terminate you because of your age, sex, disability, race, etc.). This is broadly known as the employment-at-will doctrine.
The answer to whether you were terminated legally is fact specific, and it requires additional information than what you've provided in your post. Depending upon those facts,...
An employer cannot defame you. It is as simple as that.
In other words, your former employer cannot make false statements about you with the intent of causing you harm and you actually suffer harm.
If this has happened to you, then you should consult an employment lawyer immediately who can do a thorough evaluation of your potential case.
I agree. There are a lot of factors that go into the answer to your question. There are circumstances where an employer will work with you on your concern, but it is a very fact specific situation, including who is your employer, what were the rumors, did the company lose business because of this behavior?
I recommend that you speak with an employer lawyer as soon as possible to see if there is anything that can be done.
I generally agree with the answers below with one addition. If the photographers are truly independent contractors (and there is a separate test to determine that), then they may have rights to their photographs depending upon the agreement they reached with the company you work for. Even if they are 'employees' (i.e. not independent contractors), then their use of the photographs they take would be controlled by contract with the photography company or the individual purchasing the photos....
To answer your question, it is imperative to know if you are an independent contract or an employee. If you are classified as an employee, then your employer must give you a W-2 tax form at the end of the year. On the other hand, if you are a independent contractor, then he must give you a 1099.
You may have an ADA claim, depending on the specific facts surrounding what happened with your employer. More details are needed to evaluate your potential case. For example, there must be a determination that you qualify for the ADA (e.g. what is your disability) and have you been terminated, demoted, etc.
Please know that there are important deadlines involved in an ADA claim. If you wish to pursue a potential claim, then consult an attorney familiar with employment law as soon as possible....
Texas employers are required to pay an employee for the work he performs. And an employer cannot retaliate against an employee for requesting fair pay.
Depending upon the specific facts of your situation, you may have a claim against your employer for unpaid wages. If you wishes to pursue a potential claim for unpaid wages, then you should consult an attorney familiar with employment law as soon as possible. You can email me at email@example.com to discuss this matter or visit our...