As a business owner, you want your website and other social media presence to be accessible to as many people as possible. Unfortunately, some businesses unknowingly exclude people with various types of disabilities (particularly those involving vision and hearing) from being able to fully use their websites and other sites where they have an online presence. Not only do you limit your audience and prospective customers and employees. You run the risk of facing a lawsuit for lack of accessibility.
As a business owner, you know that discriminating against an applicant or employee because of their religion is illegal. So is subjecting a person (or allowing them to be subjected) to harassment in the workplace because of their religious beliefs -- or lack thereof.
Employers can be held liable for discrimination against people whom they never even hired. Discrimination against job applicants in protected classes is as illegal as discrimination against employees.
Some people might not think that a phrase that's common in another language could be trademarked by a company -- let alone an American one. However, with the success of The Lion King 25 years ago, Disney trademarked the phrase "Hakuna Matata." It means "no worries" in Swahili. It's also, of course, the title of one of the songs from the hit movie and Broadway show. A new live-action version of The Lion King will be in movie theaters this summer.
Accusations of discrimination can be costly in money and reputation to businesses of all sizes. United Airlines is currently facing a $10 million lawsuit by a former professional basketball player. The suit involves a flight in July.
No business owner wants to be accused of discrimination, as these lawsuits can be costly. They can also damage a business's reputation -- and that of its owners.
When a business partnership reaches the end of the road, it is not always easy to know how to part ways fairly with finality. Sometimes, this is because partnerships are very simple to establish legally and in some cases do not even require a written partnership agreement of any kind to exist. In other cases, partners may have disagreements about how to resolve outstanding accounts or fairly divide the partnership's leftover assets.
In today's business environment, a surprising portion of contracts include nondisclosure agreements (NDAs), even when their necessity isn't immediately obvious. Of course, it only makes sense that any party should have the freedom to use the law to protect itself in business, but some NDAs far overreach the law and make demands that few courts may uphold.
These days, many employers seek to add an extra layer of legal protection to their business by having employees sign confidentiality agreements before beginning work. This is understandable, especially considering how likely any company is to face litigation over its lifetime. However, many confidentiality agreements handed to fresh employees are not nearly as ironclad as either side may think.
When you enter into a business contract, you have an expectation that all parties involved will reasonably respect the terms of that contract and live up their respective end of the agreement. Unfortunately, when it comes time to execute those terms, you find it is easier said than done to enforce the contract fully. If and when this occurs, you may need to flex some legal muscle to compel the other party to honor their part of the agreement.