I.QUESTION PRESENTED Can The Carson Dance Studio sue Kelly Morrison for a breach of the non compete clause in her employment contract? Can The Carson Dance Studio claim that Kelly Morrison misappropriated trade secrets?
II.BRIEF ANSWER No. Because it is tellable that Kelly Morrison could not violate non compete clause, when many aspects like good will, time restriction are looked. No. Because it is sayable that Kelly Morrison did not misappropriated trade secrets when evaluating what she said. She has never used the Carson Dance method to teach dance or share secret with anyone.
III.FACTS Kelly Morrison who lives in Bismark, Burleigh Country, North Dakota is a dance instructor.
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Because, statute providing that every contract by which anyone is restrained from exercising lawful profession, trade, or business of any kind is to that extent void, protects person's ability to negotiate and contract for future employment while under contract which attempts to prohibit such conduct. N.D.C.C / 9-08-06.Spectrum Emergency Care, Inc v. St. Joseph's Hosp. And Health Center, 1992 N.W.2d 848. In the case of Spectrum Emergency Care, Inc. v. St. Joseph's Hosp. and Health Center, emergency room physician supplier sued physicians whom it formerly employed and hospital which hired them, alleging that this hiring violated restrictive covenants of with hospital and physicians. Spectrum claims that the Hospital, Cusic, and Swenson breached their agreements. According to the decision of court, section 9-08-06 of N.D.C.C makes void the provisions which attempts to prohibit the physicians from being employed by the Hospital at the end of the contract period with Spectrum. This rule protects a person's ability to negotiate and contract for future employment while under a contract which attempts to prohibit such conduct. In another case, the case of Geiss v. Northern Insurance Agency explain that any contract in restraint of profession trade, or business of one of the parties, except as provided by statute, is void. In Kelly Morrison's case, non compete clause restrict Kelly Morrison. Non compete clause that prevented her from teaching dance anywhere in North Dakota for two years after leaving the Carson Dance Studio. However, she does not constitute commercial activities. She started taeching dance from her home. She has 2 children and she has many responsibilities. She did not start working anywhere like another dance studio. She never advertised about teaching dance, three students came individually. Unlike these circumstances,
The employer alleged that the arbitrator went beyond his authority in shielding the award. The trial court settled the award, and the Court of Appeals held that the employer could not justify its complaints citing the Hall Street opinion. 3. Issue for the court to decide: Does policies include an arbitration clause? In arbitration is that going to continue be
MEMORANDUM TO: Cheryl Olsen, Legal Counsel for Greene’s Jewelry FROM: Kyle Hulce SUBJECT: Jennifer Lawson – Confidentiality Violation and Alleged Wrongful Termination DATE: September 26, 2018 CC: Lisa Peele, Head of Human Resources I. Memo Introduction: Greene’s Jewelry separated Jennifer Lawson, consistent and compliant with legislation related to protected classes under Title VII-PDA, FMLA, and ADA. Greene’s Jewelry was not acting in a discriminatory manner or giving any one individual preferential treatment, as all junior executive secretary positions were eliminated. Jennifer Lawson willfully delivered intellectual property to Howell’s Jewelry in exchange for employment and therefore violated the terms of her confidentiality agreement.
The termination clause that Dairy Mart and Zapatha agreed to had no possability for unfair surprise to
The employees were sanctioned for the underlying charges and the charge of giving the false statements. Holding of the Court: The court ruled in favor of La Chance because agencies
In this case, Drake and Keeler could argue that they were wrongfully discharged because they are to be protected under Section 7 of the National Labor Relations Act. Under the Section 7, it is described that employees, even non-union, are to be protected from termination in regards to concerted activity (Holley, Jennings, & Wolters, 2012). When an action is taken by two or more employees to express a complaint or grievance relating to the conditions of employment under the employer's control (Holley, Jennings, & Wolters, 2012). Drake and Keeler were acting in a concerted manner by walking off in protest the cold temperature at their workstations. The action they took was in order to bargain the issue in regards to their working conditions,
Because Drake and Keeler employer meets the required standards for coverage under the LMRA through engaging in interstate commerce, the specific employee right protected by section 7 of the LMRA is that they have been wrongfully dismissed of their duties because of their protected and concerted activities. Sec. 7. [§ 157.] of LMRA offers protection to employees rights to self-organization, to be able to form, join or help labor organization to bargain collectively through various representations of their own choosing and also to engage in various concerted activities for the purpose of collective bargaining or other mutual aid protection and shall also have the right to refrain from any or all of such activities except for actions that are
Gregory Johnson was a student at Lincoln Christian College (LCC) from September 1976 to March 1981. He was enrolled in a five-year program to prepare him for a career teaching sacred music. Johnson has completed all of his course requirements and fully paid his tuition for each year; however, LCC has repeatedly refused to grant Johnson his diploma based on a charge that Johnson might be homosexual which arose during Johnson's last semester at LCC when, Linda Heppner, another student told Thomas Ewald, LCC's dean of students, that Johnson might be homosexual. Based on those accusations, LCC through Heppner told Johnson that he would only graduate if he sought counseling from Kent Paris. Relying upon the assurance of graduation and afraid that
FACTS In December of 1990, Gerry DiNardo was hired as the head football coach by and for Vanderbilt University under a five-year contract. Under this contract, “liquidated damage provisions” were outlined for both parties, with section 8 of the employment contract specifically detailing the liquidated damages he should owe to the plaintiff/appellee should he terminate his five-year contract with Vanderbilt and be “employed or performing services for a person or institution other than the University” within the five-year term of the aforementioned contract. In August of 1994, the Athletic Director for the University, Paul Hoolahan, offered the defendant/appellant a two-year extension of the contract. An addendum was drawn up by Vanderbilt’s Deputy General Counsel that would extend
Currently, in health care, licensure is a regulatory process in each state to ensure its health care professionals are minimally competent and protects public safety (Thompson & Robin, 2012). Licensure is a state’s grant of legal authority to practice a profession within a designated scope of practice. Under the licensure system, states define each health care licensure by statute, the tasks and function or scope of practice of a profession and provide that these tasks may be legally performed only by those who are licensed. As such, licensure prohibits anyone from practicing the profession who is not licensed, regardless of whether or not the individual has been certified by a private organization. In this paper we contrast the Arkansas State Board of Nursing and the Arkansas State Board of Health- Section of Emergency Medical Services and how each board establishes professional standards and protect public safety.
The novel Lyddie, by Katherine Paterson, is about Lyddie, the protagonist. After her family’s farm goes into debt, she goes to work in the Cutler’s Tavern where she works, almost like a slave as she doesn’t earn money for herself. Lyddie then gets fired and goes to Lowell, Massachusetts to get a job at the textile factory. She manages to become one of the factory workers at the factory and works with Diana, a fellow worker. Diana started a petition for getting fewer work hours and better working conditions because they have bad working conditions.
a promotion, but a lateral transfer because it involved the same title, same pay, and same benefits), see Kincade Dep. 105:5-9; Quinones Aff. ¶ 7; Boudreaux Aff. ¶ 9, and the denial of such a transfer does not constitute a materially adverse employment decision under Chapter 21. Furthermore, and importantly, PROS hired another African American candidate for the position sought in Travel. Boudreaux Aff. ¶ 10. Because Kincade cannot establish a prima facie case, the Court should grant summary judgment on his failure-to-promote race discrimination claim.
The plaintiff is not estopped by her SSDI and long term disability claims. However, the issue should have been decided by the jury. The court foreclosed to grant the plaintiff was not a qualified individual. The issue is whether the district court correctly granted summary judgment in the favor of the defendant because the shaker table rotation rule at issue was an essential function of the employee’s job.
"You should never view your challenges as a disadvantage. Instead, it 's important for you to understand that your experience facing and overcoming adversity is actually one of your biggest advantages" Michelle Obama. Te 'Reisha N. Graves, Esq. was born to teen parents she grew up in Richmond Ca, a neighborhood that others seen as impoverished but it was home to her and treated it as such.
They must ensure that they are providing adequate services to patients and at the same time ensuring that insurance companies are getting paid (Saint Joseph’s University, 2011, Para 6). Along with that they must secure that they are getting paid. Furthermore, physician moral and ethics are challenged as well; Thus, causing them to rethink how they take on their responsibilities as a medical care provider by trying to keep patients best interest, insurance companies interest and their own interests. This conflict with trying to meet the needs of several different stakeholders causes strain on the physician because they must walk fine line to please each. While trying to please a specific stakeholder another holder could be compromised.
VALUING DIVERSITY I feel that an English only law is not necessary. It is already understood that to do business in the U.S. and many other countries around the world speaking English is a must. According to the article, a company have an English only policy falls within the guidelines of the EEOC as long as it is work related.