An employer is free to assign you to anywhere to work, except where legally prohibited i.e. a CNA cannot be given duties that require a license. ...

I agree with my colleagues. I add, as the former COO for two different WC claim carriers, settlement is about money savings and it generally...

I am not licensed in CA however, I would add that future insurance carriers, particularly medicare/aid will refuse to pay for treatment for a prior...

No attorney can offer you any competent advice on what your NDA/non-compete provides without reviewing it and the circumstances under which it was...

Assuming your NDA is lawful, there is no reason you cannot make it a condition of ongoing employment. That said, it is a good idea to extend...

That is a matter of contract law. I have changed your category to reflect that. Your best bet it either have an attorney review the document...

I won't add to the advice from Attorney Brooks regarding PA LLC modification, however, the trademark owner will not tolerate you using their mark...

I agree with attorney Spitz. I would add that you should move faster because a partnership is usually the worst type of business entity as there...

Other than 'safety sensitive' positions, there usually is nothing that prevents an employer scheduling you for consecutive days and/or forced OT. ...

Theoretically if both are 1099s this could be a matter of contract law, especially if, as you say, 1099-1 is 'supervising' 1099-2. However as...