Llinks would like to share our views on the most recent hot topics and legal updates on the Antitrust and Competition with “ Llinks Client Alert – Antitrust and Competition (November 2020)” Read more…
Monthly Archives: December 2020
On October 21st , the Standing Committee of National People’s Progress issued the heated debated Draft Personal Information Protection Law for public consultation. The Draft Personal Information Protection Law has 8 chapters, including the general principles, the rules for processing personal information, the rules for cross-border transmissions of personal information, the right of personal information subjects in processing, the obligations of personal information controllers, the department responsible for personal information protection, the legal liabilities and the annex. Read more…
Connolly Gallagher LLP was recognized as a Community Supporter of the Wilmington/Philadelphia 2020 Women on Boards virtual event on Tuesday, Dec. 1st. The program consisted of a panel presentation featuring Soledad Alfaro, Chief Administrative Officer, Philadelphia International Airport, Jennifer Cohan, Chief Executive Officer, Leadership Delaware and Sharon Kurfuerst, Chief Operating Officer, Christiana Care. Following the panel, attendees were invited to join Director Coaches for a candid conversation on how to secure a board position. Director Coaches included; Mark Turner from WSFS Bank, Jagruti Panwala from Wealth Protection Strategies, Maria Thompson of Arsenal Growth, Joseph Rigby of Pepco Holdings, David Nicoli of The Nicoli Consulting Group, Sonia Galindo of FLIR Systems, Leslie T. Thornton of WGL Holdings Inc. and Claudia Peña Porretti, J.D., CFRE of Girls Scouts of the Chesapeake Bay.
ROYAL OAK, Mich., December 1, 2020 – Royal Oak, Mich.-based Howard & Howard has welcomed Brett G. Garwood, Kaila E. Patrick, and Hubert H. Yi to the firm. Brett and Kaila both began their careers with the firm as 2019 summer associates and will practice out of the Royal Oak, MI and Las Vegas, NV offices, respectively. Hubert joined the firm in 2015 as an intellectual property intern and will continue his practice out of the firm’s Royal Oak, MI office.
ANSE, one of the largest players in the fashion industry in the Russian faux fur market, instructed to Maxima Legal to protect its clothing designs that a competitor had misused. Maxima Legal lawyers helped the client prove the unlawful use of original designs. The Federal Antimonopoly Service has ruled that Goodwill’s actions amount to unfair competition. It was found that the company and its affiliates intentionally introduced coats which reproduced the design of ANSE’s products. The matter is rare for the Russian fashion sector – the dispute paves the way for financial sanctions against the violator.
Dealing with the death of a relative can be a difficult and emotional time, but even more so if a dispute arises over the terms of a Will. There are two grounds on which a Will can be challenged in Scotland:
1. FORMAL VALIDITY
Formal validity deals with the procedural requirements that must be abided by in order to ensure that the Will is a valid testamentary document. For example, a Will should be in writing and it should be signed at the bottom of every page. Surprisingly, it does not need to be witnessed to be valid, but it is much better practice to have a Will witnessed to avoid some procedural steps that have to be taken to implement a Will that is not witnessed. The formal validity of a Will is governed by The Requirements of Writing (Scotland) Act 1995. Read more…
In a continuing trend, employers are abandoning on-call scheduling as states and cities continue to pass predictive scheduling laws.
1. What is Predictive Scheduling?
Predictive scheduling laws require employers to give employees adequate notice of when they will work so that they can plan for and around their work shifts. The idea is that, unlike on-call scheduling, predictable schedules make it easier for workers, especially part-time retail and restaurant workers, to meet their needs, such as working another job, attending school, or arranging childcare. The laws generally require employers to provide a certain amount of notice of schedule and impose premiums for last-minute schedule changes.
In the latest expansion of California’s family and medical leave law, effective January 1, 2021, employers with five or more employees will be required to provide unpaid family and medical leave to qualifying employees. The new law, SB 1383, also allows employees to take protected leave to care for an expanded set of family members under circumstances beyond what the earlier version of the law provided.
As the COVID-19 pandemic continues across the country, this new law will be particularly impactful as California employees may increasingly seek leave to care for themselves and their family members. Read more…