• Editor's Corner
• Don't Miss Registering for FASI's 2010 Winter Conference Scheduled January 21-22
• FASI Membership Committee Report
• Labor and Employment Alert: Florida's National Guard Members Receive Enhanced Job Protection
E-Mail FASI Headquarters
--by Gail Shuffler, FASI President
Editor's Corner--by John Darin
Don't Miss Registering for FASI's 2010 Winter Conference Scheduled January 21-22
FASI Membership Committee Report
--by Mark Resler
- Alachua County Board of County Commissioners; Mr. Wade Gillingham
- Alea Alternative Risk; Ms. Susanne Mazzone
- Center for Medicare Set-Aside Administration; Mr. Rafael Gonzalez
- CISS, Inc.; Mr. Tarrence Callins
- Coppins, Monroe, Adkins, Dincman & Spellman, PA; Mr. Michael Spellman
- GlobalOptions Fraud & SIU Services; Mr. Lou Beniamino
- Keen Investigation; Mr. Mike Kuehn
- LYNX – C.F.R.T.A.; Ms. Linda Connell
- Mayo Clininc; Mr. Josiah Pritchard
- Neff & Associates; Mr. Raymond Neff
- Orthopaedic Center of South Florida, PA; Robin Fielding
- Pinellas County Risk Management; Ms. Beth Wininger
- Polk County School Board; Ms. Joy Myers
- RS Medical; Mr. Mike Salisbury
- Taylor, Day, Currie, Boyd & Johnson; Mr. Christopher (Bo) Boyd, Esq.
- Titan Investigations; Ms. Stephanie Mastramico
- Wal-Mart Stores, Inc.; Ms. Mardis DeVore
- Waste Pro of Florida, Inc.; Ms. Jeanie Dubinski
Labor and Employment Alert: Florida's National Guard Members Receive Enhanced Job Protections
--Submitted by Attorney Michael Spellman, Sniffen and Spellman, P.A.
- The employer’s circumstances have so changed as to make employment unreasonable or impossible;
- Employment would impose an undue hardship on the employer;
- The employment before activation was for a brief, non-recurrent period and there is no reasonable expectation that such employment will continue indefinitely; or
- The employer had legally sufficient cause to terminate the Guard member at the time he or she left for state active duty.
- Must be reasonable in time, area, and line of business;
- Must be in writing and signed by the person against whom enforcement is sought;
- Must contain one or more legitimate business interests justifying the restrictive covenant; and
- The contractually specified restraint must be reasonably necessary to protect the legitimate business interest or interests justifying the restriction.
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