Personal Injury Lawyers Toronto |  Diamond and Diamond Lawyers

Personal Injury Lawyers Toronto | Diamond and Diamond Lawyers

The most immediate concerns after a car accident are your health and your legal obligations. First, you should be evaluated by a physician for any injuries. Not all car accident injuries are obvious. Brain injuries can be essential invisible, and other conditions may not show symptoms for hours or days after a car accident due to adrenaline and shock. Next, you want to collect as much information about the accident as possible. Get all relevant information such as license plate numbers, names, locations, insurance providers, and other details and organize it. If there were any witnesses present at the scene,…
Personal Injury Lawyers Toronto |  Diamond and Diamond Lawyers

Personal Injury Lawyers Toronto | Diamond and Diamond Lawyers

The most immediate concerns after a car accident are your health and your legal obligations. First, you should be evaluated by a physician for any injuries. Not all car accident injuries are obvious. Brain injuries can be essential invisible, and other conditions may not show symptoms for hours or days after a car accident due to adrenaline and shock. Next, you want to collect as much information about the accident as possible. Get all relevant information such as license plate numbers, names, locations, insurance providers, and other details and organize it. If there were any witnesses present at the scene,…
Personal Injury Lawyers Toronto |  Diamond and Diamond Lawyers

Personal Injury Lawyers Toronto | Diamond and Diamond Lawyers

The most immediate concerns after a car accident are your health and your legal obligations. First, you should be evaluated by a physician for any injuries. Not all car accident injuries are obvious. Brain injuries can be essential invisible, and other conditions may not show symptoms for hours or days after a car accident due to adrenaline and shock. Next, you want to collect as much information about the accident as possible. Get all relevant information such as license plate numbers, names, locations, insurance providers, and other details and organize it. If there were any witnesses present at the scene,…
Illinois Court Requires Express Delineation of Any Non-Employment Consideration for a Restrictive Covenant

Illinois Court Requires Express Delineation of Any Non-Employment Consideration for a Restrictive Covenant

For the last decade, one of the biggest issues in the Illinois noncompete law has been what constitutes adequate consideration for a post-employment restrictive covenant, apart from employment lasting at least two years after the agreement was signed. The “24 month rule” set forth in Fifield v. Premier Dealer Services, Inc.2013 IL App (1st) 120327 has caused much head-scratching, and the Illinois legislature was essentially punted on the issue in the recent amendments to the Illinois Freedom to Work Act, 820 ILCS 90/1, et seq. (effective as of January 1, 2022). (Full disclosure: One of the authors of this post…
Fifth Circuit Spares Trade Secrets Suit, But Clarifies That Specific Evidence of Irreparable Harm Must Support Request for Preliminary Injunction |  Seyfarth

Fifth Circuit Spares Trade Secrets Suit, But Clarifies That Specific Evidence of Irreparable Harm Must Support Request for Preliminary Injunction | Seyfarth

in Direct Biologics LLC v. McQueen, et al.the US Court of Appeals for the Fifth Circuit vacated a lower court’s dismissal of a trade secret and restrictive covenants suit, but still stressed the need for movants seeking a preliminary injunction in trade secrets cases to provide specific evidence of the irreparable harm caused by both actual and potential disclosures of trade secrets, and also to prove the difficulty in quantifying damages in order to obtain injunctive relief. On April 3, 2023, the Fifth Circuit, in an unanimous decision, vacated and remanded a lower court’s decision to deny the request by…
Injury Lawyers Toronto |  Sokoloff Lawyers

Injury Lawyers Toronto | Sokoloff Lawyers

Sokoloff Lawyers are committed to protecting your privacy. This Privacy Policy outlines how we handle your personal information to protect your privacy. Privacy Legislation:Since January 1, 2004, all Canadian organizations engaged in commercial activities have been required to comply with the Personal Information Protection and Electronic Documents Act (“PIPEDA”) and the Canadian Standards Association Model Code for the Protection of Personal Information incorporated by reference into PIPEDA . These obligations extend to lawyers and law firms, including Sokoloff Lawyers. As a services firm, we have professional and ethical obligations to keep confidential the information we receive in the context of…
Injury Lawyers Toronto |  Sokoloff Lawyers

Injury Lawyers Toronto | Sokoloff Lawyers

Sokoloff Lawyers are committed to protecting your privacy. This Privacy Policy outlines how we handle your personal information to protect your privacy. Privacy Legislation:Since January 1, 2004, all Canadian organizations engaged in commercial activities have been required to comply with the Personal Information Protection and Electronic Documents Act (“PIPEDA”) and the Canadian Standards Association Model Code for the Protection of Personal Information incorporated by reference into PIPEDA . These obligations extend to lawyers and law firms, including Sokoloff Lawyers. As a services firm, we have professional and ethical obligations to keep confidential the information we receive in the context of…
NLRB Targets Confidentiality and Non-Disparagement Provisions |  Seyfarth Shaw

NLRB Targets Confidentiality and Non-Disparagement Provisions | Seyfarth Shaw

On February 21, 2023, the National Labor Relations Board (“NLRB” or “Board”) once again issued new precedent when holding that the mere proffer of a draft severance agreement containing broad confidentiality and non-disparagement provisions violated the National Labor Relations Act (“NLRA” or “Act”). The severance agreement provisions before the Board contained extremely broad restrictions and arose in the context of underlying unfair labor practices (“ULPs”) that included circumventing a certified bargaining representative. It remains to be seen, therefore, whether the Board will seek to invalidate more narrowly-tailored confidentiality and non-disparagement provisions. At issue in Mclaren Macomb, 372 NLRB No. 58…