ADA Plaintiff’s Fernando Gastelum ...
By: Lindsay Leavitt Attorney, Jennings, Strouss & Salmon, P.L.C. The Arizona hospitality industry needs to brace itself for another tidal wave of ADA litigation. ADA plaintiffs Fernando Gastelum and Theresa Brooke have recently filed nearly a dozen lawsuits alleging that the hotels’ online reservations policies violate the ADA. Mr. Gastelum and Ms. Brooke are represented by Peter...Hotels Sued For Violating ADA Online Res...
ADA plaintiffs have often targeted the hotel industry and Theresa Brooke’s latest round of lawsuits is no different. This time, she is suing hotels over their online reservation policies. The Department of Justice issued regulations relating to hotel reservation policies that went into effect in March 2012. 28 CFR § 26.302(e) provides that, among other things, hotels must: –...Serial ADA Plaintiff Theresa Brooke Retu...
By: Lindsay Leavitt Attorney, Jennings, Strouss & Salmon, P.L.C. Serial plaintiff Theresa Brooke is back in Arizona filing more ADA accessibility lawsuits. Arizona hotel owners will remember that it was Theresa Brooke who, in 2015, opened the floodgates of accessibility lawsuits—she personally sued more than 100 hotels for failing to install wheelchair accessible pool lifts. For...New Proposed Rules for Arizona Sick Leav...
By: Otto S. Shill, III, Attorney, Jennings, Strouss & Salmon, P.L.C. Late last week, the Arizona Industrial Commission (the “Commission”) issued a Notice of Supplemental Proposed Rulemaking, adding proposed regulations that clarify several issues under Arizona’s new paid sick leave requirements. Below are summaries of the most significant proposed rules: Paid Time Off...Getting Ready for July 1st: Arizona̵...
Posted by danderson on Jun 7, 2017 in Jennings, Strouss & Salmon, P.L.C., Labor and Employment Law, Otto S. Shill, Wage and Hour Division | 0 comments
By: Ottos S. Shill, III
Arizona’s new voter-approved law, ARS Sec. 23-371 et. seq., gives virtually every employee in the State the right to 24 or 40 hours per year of paid sick leave (depending on the size of the employer). Employers have just under 30 days to prepare for the new rules, which become effective July 1, 2017. Before that date, every Arizona employer should:
Select a...
JSS Attorney Chris Mason Discusses Sexua...
Posted by danderson on Jun 2, 2017 in Chris Mason, Jennings, Strouss & Salmon, P.L.C., Labor and Employment Law, Sexual Discrimination, Sexual Harassment | 0 comments
Jennings, Strouss & Salmon attorney Chris Mason joined AZTV to discuss how to prevent sexual harassment in the workplace.
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Please note that the materials contained within this web site have been prepared by Jennings, Strouss & Salmon, P.L.C. for informational purposes only so that readers may learn more about the firm, the services it provides the background of its attorneys, and recent developments in the law. These materials do not constitute, and should not be considered, legal advice, and you are urged to consult with an attorney on your own specific legal matters. Transmission of the information contained in the Jennings, Strouss & Salmon web site is not intended to create, and receipt by the reader does not constitute, an attorney-client relationship with Jennings, Strouss & Salmon or any of its individual attorneys. While we would certainly like to hear from you, we cannot represent you until we know that doing so will not create a conflict of interest. Please do not send us any information about a matter that may involve you until you receive written authorization to do so from one of our attorneys. Unless otherwise indicated in individual attorney biographies, attorneys resident in the firm's various offices are not certified by the Board of Legal Specialization or a similar body of any State. This site may contain hyperlinks to Web sites operated by parties' independent from Jennings, Strouss & Salmon. Such hyperlinks are provided for your reference only. Jennings, Strouss & Salmon does not control such Web sites, and is not responsible for their content. Jennings, Strouss & Salmon's inclusion of hyperlinks to such Web sites does not imply any endorsement of the material on such Web sites or any association with their content. Your access and use of such sites, including information, material, products, and services therein, shall be solely at your own risk. Further, because the privacy policy of this Site is applicable only when you are on this Site, once linked to another Web site, you should read that site's privacy policy before disclosing any personal information.
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