oandc.com的 10 大竞争对手

bellnunnally.com

In employment-based matters, we work side by side with human resources personnel, business owners and in-house counsel on all issues related to foreign national employees. This includes obtaining and maintaining employment authorization for employees, as well as minimizing company liability by ensuring that the employer stays in compliance with local, state and federal employment andContinue Reading

11kbw.com

A leading set of barristers’ chambers specialising in commercial, employment, media and public law.

eastmansmith.com

The Eastman & Smith summer associate program is a 12 week term giving law students opportunities to apply what they learned in the classroom as well as teach current attorneys regarding new issues and technology.

gcrlegal.com

focus. resolve. results.

abmm.co.nz

New Plymouth Lawyers serving Taranaki. We're here to help you through life's biggest moments.

henryhyams.com

Henry Hyams provides expert advice & support in a full range of legal services. For more information, call us today on 0113 2432288.

blm-law.com

Ritter's Steam Kettle Cooking. A Family-friendly Cajun Creole Style restaurant delivering a taste cultivated through years of mastery in our form of Cajun Cooking. Taste our Craft. An experience from Louisiana brought to Southern California. Check out our location, hours, and latest menu with photos and reviews. Alhambra | Huntington Beach | Santa Ana

lawbookseller.com

ekta law house : law books store law books online. we have a wide range of law books in our store

michiganlawreview.org

Does disability rights law impose an obligation on employers, schools, and other places of public accommodation to control the behavior of coworkers, students, or other third parties to accommodate an individual with disabilities? This Article examines that unexplored legal question and shows that the law frequently fails to protect people with disabilities from the choices and behaviors of third parties. Judges often consider these major barriers to access beyond the reach of the Americans with Disabilities Act’s reasonable accommodation mandate. This Article argues that this problem results from improperly imposing the privity paradigm, a doctrine that limits the inquiry about the reasonableness of an accommodation relative to the relationship between the first party (the disabled individual) and the second party (the employer or other entity covered by the Americans with Disabilities Act). Using disability studies, legal theory, and political economy analysis, this Article shows how a narrow interpretation of the reasonable accommodation mandate has failed to adapt to our modern understanding of disability as a complex interaction between the impairment and the social environment. To address the issue, this Article introduces a new theory of third-party accommodations, which would require others to alter or cease behaviors to accommodate an individual with disabilities. This Article then suggests a normative framework that courts can use to analyze cases involving requests for third-party accommodations, including the factors that judges should balance to determine the reasonableness of a request. In highlighting the need to move beyond a constricted interpretation of reasonable accommodation, this Article imagines a new horizon for disability justice.