Perjudicados en reclamaciones de daños y perjuicios y los demandados en este tipo de caso deben conocer la doctrina de la negligencia comparada ya que puede afectar el resultado de la reclamación sea por transacción o sentencia. Es común en casos de daños que el demandado alegue que la otra parte contribuyó al accidente. Por ejemplo, en un caso de tránsito, el demandado alega que el otro también tuvo culpa o negligencia pues no frenó…
Federal regulations require that employers keep all personnel or employment records for one year. Thus, if an employee is involuntarily terminated, his/her personnel records must be retained for one year from the date of termination. Furthermore, when the Equal Employment Opportunity Commission (EEOC) notifies an employer of a charge of discrimination, the company has the duty to preserve all records related to the matters under investigation. Failure to comply with this duty can have serious…
Employment at will is the doctrine that allows an employer in the United States to terminate an employee at any time, without notice and without cause, so long as it is not prohibited by a particular law (e.g. discriminatory reasons such as age, sex or race). Puerto Rico employment laws are different. Local law 80 (wrongful discharge/termination) modifies this doctrine by including a statutory penalty in the form of a severance payment to the employee….
Businesses including franchises wishing to market their products in Puerto Rico must be aware of two important laws that regulate the commercial relationship between a principal and a distributor. These are Puerto Rico Dealers Act Law 75 and Law 21. The laws were enacted to protect Puerto Rico distributors, dealers and sales representatives from a manufacturer’s arbitrary termination or impairment of their commercial relationship. Both laws are liberally interpreted in favor of those who carry…
If you are a boss that relies on disciplinary memos to improve employees’ attitudes or performance you should know by now, it rarely works. Written warnings are often crafted too late when the supervisor no longer wants to deal with the employee. Fearing legal issues, you begin crafting memos to reprimand the employee on every possible violation. You go from no confrontation to major confrontation. At this point the corrective nature of the memo is…
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