The Role of State and Societal Interests in International Commercial Arbitration
As the globalization of trade increases so has international arbitration. Among states, it is the preferred method of resolving commercial disputes.[1] To what extent states and societal interest are fueling this trend is the topic of this essay. In this analysis, I will discuss these interests, from the origins of arbitration until the present […]
Commercial Arbitration Contract Clauses and Litigation
In regular commercial arbitration or international commercial arbitration there is a certain amount of flexibility when it comes to evidence rules. Generally, parties are free to craft their own rules, so long as they are within the broad regulations governing the dispute, arbitration, and procedure. It is also important to consider the applicable applicable jurisdictions […]
International Commercial Arbitration in Puerto Rico
International arbitration is of importance in business and commercial affairs within a country’s jurisdiction and across borders. It has become the preferred method of solving international disputes and while Puerto Rico is limited by the United States broad reach on international affairs, Puerto Rico has taken steps to adopt legislation in accordance with international commercial arbitration that benefit trade among borders and supports adjudication of transnational disputes. This brief article provides a broad review of international commercial arbitration in general and as it is applied in Puerto Rico.
Commercial Arbitration in Puerto Rico
Commercial Arbitration Commercial arbitration in Puerto Rico is generally based in contractual law. This implies that Arbitration agreements in Puerto Rico are constructed as contracts and agreements that allow parties to structure how to manage their contractual disputes using arbitrators functioning under specifically delegated powers. It is a widely used and preferred method of conflict […]
Destroyed evidence haunts employer’s defense
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 […]