On May 14, 2020, the Federal Motor Carrier Safety Administration updated the rules and regulations related to hours of service requirements for the trucking industry. The FMCSA regulates the numbers of hours in day and week that a truck driver can work and also mandates a certain amount of rest time and days off. These regulations exist to limit the number of serious accidents caused by fatigue involving tractor trailers.
As COVID-19 sweeps through the country and does incredible damage to the health and well-being of many Americans, the virus has also caused significant economic damage. With so many cities and states issuing lockdowns, quarantines, and stay-at-home orders, many businesses have had to completely change the way they operate in a matter of weeks. Some have had to shut down completely.
On July 15, 2020 a number of high-profile, verified Twitter accounts were hacked. The goal seemed to be to push a double-your-money scam using Bitcoin. Some estimate that the hackers were able to net $100,000 in the cryptocurrency in a matter of minutes. These kinds of scams have always been prevalent on social media platforms, but never have so many notable accounts been taken over at once.
What does this mean for businesses that use Social Media, including Twitter, as a channel for promotion and outreach?
Rules regarding class certification can sometimes seem obscure and obtuse. These rules can have a considerable impact on multi-million dollar litigation, however. Due to the high cost and long period needed to defend against a class-action lawsuit, these cases are often won and lost at the class certification stage with defendants trying to settle cases quickly if they lose the battle to decertify a class.
There are many reasons why an employer may want to prevent employees from discussing their wages, salaries, bonuses, or other compensation. Pay disparities - even if based on differences in experience, training, or pay - can disrupt the working environment and lead to unhappy employees. Such discussions may lead to an increase in the number of employees demanding raises and seeking new positions if not granted. In the worst-case scenario, the information can lead to discrimination lawsuits with the high legal fees and detrimental reputation damage that such lawsuits cause.
More employers are opting for a remote workforce. Whether due to the recent COVID-19 health crisis's challenges, costs associated with a more traditional workspace, keeping your talent on the team after a move, or other issues with a conventional commute to the office more employers than ever are taking advantage of the availability of technology and the possibility of having remote team members.
Employment-related legislation continues to be a hot topic around the country. A number of state legislators have passed aggressive laws aimed at impacting employer-employee relationships. One of the most unique and far-reaching of these laws was just signed into law in the State of New Jersey. On August 16, 2019, the New Jersey Wage Theft Act became law.
Given the relative newness of cyber insurance policies, comparatively little case law exists interpreting these policies in the context of claims. Courts have sometimes struggled with how to interpret unique policy provisions in the context of variations of computer fraud. While some courts have taken highly technical approaches to the language contained in the policy, other courts have taken a more relaxed approach based on the understanding of the parties. A recent case out of the Eleventh Circuit Court of Appeals highlights these issues. Principle Solutions Group, LLC v. Ironhorse Indemnity, Inc. tackled a claim dispute between an insured business and an insurance company involving a cyber claim.
Companies without cyber insurance can find themselves in difficult situations. As more and more vital business functions migrate to electronic systems, companies without cyber insurance have to try and find coverage for any damage to their systems through traditional insurance policies. That approach can work depending on the specifics of a policy and a claim, but it might lead to additional legal costs fighting with the insurance company.
No employer wants to face a class action lawsuit. Defending a class action lawsuit is an extremely costly endeavor, one where the legal fees begin mounting very early in the process. Such lawsuits often take far longer than traditional litigation to reach a resolution. Cases can easily take five to ten years before the final trial begins. These two factors often force class action defendants into settlement early in the proceedings if they cannot win dismissal of the case at one of the preliminary proceedings.