Monthly Archives: November 2013
  • Bugbee and Conkle Hosted Another Successful Seminar

    On October 3, 2013 Bugbee and Conkle hosted its Annual Employment Law Seminar covering a variety of important topics, including: Employer Background Checks, Handbooks, a Workers’ Compensation Update, OSHA, FMLA, and Social Media.  Over 95 people were in attendance from all over the Midwest, including over 70 different companies.

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  • Tybo Wilhelms to Present Legal Update to the Findlay Area Human Resource Association (FAHRA) on November 13, 2013

    Tybo Wilhelms, head of the firm’s Labor and Employment practice group, will be presenting a Legal Update to the Findlay Area Human Resource Association (FAHRA) on November 13, 2013. FAHRA is the Findlay chapter of the Society of Human Resource Management, an association of employers from all industries who meet each month to discuss various issues in the field of human resources.

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  • Bugbee & Conkle, Time Staffing, 1-888 Ohio Comp, And KKSG Present “The Anatomy Of A Workers’ Comp Claim”, Moderated By Carl Habekost On December 11, 2013

    Anatomy of a Workers Comp Claim Seminar Notice
    There is such a thing as a free lunch! Join us on Wednesday, December 11, 2013 at the Findlay Inn and Conference Center in Findlay for our presentation of “The Anatomy of a Workers’ Comp Claim.” We will be sharing valuable information and real-life claims, breaking the information down and giving you some best practices ideas from a TPA, MCO and legal experts. See the attached flyer for details.

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  • 6th Cir. Orders EEOC to Pay Fees for Continued Pursuant of Groundless Criminal Background Check Lawsuit

    In Equal Employment Opportunity Commission v. Peoplemark Inc, the 6th Circuit Court of Appeals ordered the EEOC to pay $751,942 in attorney fees and costs to Peoplemark.  The EEOC filed a complaint against Peoplemark in 2008 alleging it had a blanket policy prohibiting the hiring of anyone with a criminal record, which disparately affected black applicants. The court found that the EEOC learned through discovery that Peoplemark had no such policy.

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