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	<title>Wirtz Law APC</title>
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	<link>http://www.wirtzlaw.com</link>
	<description>Trial Attorneys specializing in Business &#38; Industry, Employment &#38; Labor, &#38; Real Estate</description>
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		<title>Can Out-of-State Employers Enforce Non-Competition Restrictions in California?</title>
		<link>http://www.wirtzlaw.com/2012/02/10/can-out-of-state-employers-enforce-non-competition-restrictions/</link>
		<comments>http://www.wirtzlaw.com/2012/02/10/can-out-of-state-employers-enforce-non-competition-restrictions/#comments</comments>
		<pubDate>Fri, 10 Feb 2012 18:45:15 +0000</pubDate>
		<dc:creator>Richard M. Wirtz</dc:creator>
				<category><![CDATA[Business & Industry]]></category>
		<category><![CDATA[Employment & Labor]]></category>

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		<description><![CDATA[It is becoming commonplace for California employees to be employed by out-of-state employers.  In some situations, the out-of-state employer will take advantage of the more employer friendly laws of the non-California venue and require the employee to sign non-compete agreements &#8230; <a href="http://www.wirtzlaw.com/2012/02/10/can-out-of-state-employers-enforce-non-competition-restrictions/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
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		<title>Military Leave Medical Benefits Choice:  USERRA or COBRA?</title>
		<link>http://www.wirtzlaw.com/2012/02/02/military-leave-medical-benefits-choice-userra-or-cobra/</link>
		<comments>http://www.wirtzlaw.com/2012/02/02/military-leave-medical-benefits-choice-userra-or-cobra/#comments</comments>
		<pubDate>Fri, 03 Feb 2012 01:49:20 +0000</pubDate>
		<dc:creator>Richard M. Wirtz</dc:creator>
				<category><![CDATA[Business & Industry]]></category>
		<category><![CDATA[Employment & Labor]]></category>

		<guid isPermaLink="false">http://www.wirtzlaw.com/?p=852</guid>
		<description><![CDATA[When employees take a leave of absence for military service, they are entitled to continue the health plan provided by their employer pursuant to two relevant statutes.[1] The Uniformed Services Employment and Reemployment Rights Act (USERRA) and the Consolidated Omnibus &#8230; <a href="http://www.wirtzlaw.com/2012/02/02/military-leave-medical-benefits-choice-userra-or-cobra/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Good News for Employers:  Employees Cannot Double Dip in both State and Federal Court</title>
		<link>http://www.wirtzlaw.com/2012/01/18/good-news-for-employers-employees-cannot-double-dipping-in-both-state-and-federal-court/</link>
		<comments>http://www.wirtzlaw.com/2012/01/18/good-news-for-employers-employees-cannot-double-dipping-in-both-state-and-federal-court/#comments</comments>
		<pubDate>Wed, 18 Jan 2012 19:07:21 +0000</pubDate>
		<dc:creator>Richard M. Wirtz</dc:creator>
				<category><![CDATA[Business & Industry]]></category>
		<category><![CDATA[Employment & Labor]]></category>

		<guid isPermaLink="false">http://www.wirtzlaw.com/?p=794</guid>
		<description><![CDATA[In the recent federal case of White v. City of Pasadena (9th Cir. 08-57012 1/17/12) the federal court ruled that it would not re-hear the same claims brought and lost in state court by a disgruntled employee. After being terminated from &#8230; <a href="http://www.wirtzlaw.com/2012/01/18/good-news-for-employers-employees-cannot-double-dipping-in-both-state-and-federal-court/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
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		<title>Can an Employee Be &#8220;At-Will&#8221; for a Specified Term?</title>
		<link>http://www.wirtzlaw.com/2012/01/18/can-an-employee-be-at-will-for-a-specified-term/</link>
		<comments>http://www.wirtzlaw.com/2012/01/18/can-an-employee-be-at-will-for-a-specified-term/#comments</comments>
		<pubDate>Wed, 18 Jan 2012 18:39:18 +0000</pubDate>
		<dc:creator>Richard M. Wirtz</dc:creator>
				<category><![CDATA[Business & Industry]]></category>
		<category><![CDATA[Employment & Labor]]></category>

		<guid isPermaLink="false">http://www.wirtzlaw.com/?p=780</guid>
		<description><![CDATA[Most employers and employees will agree that if they do not specify the term (or length) of employment, the employment relationship is &#8220;at-will&#8221;  — that is, either the employer or the employee may end the relationship at any time for any &#8230; <a href="http://www.wirtzlaw.com/2012/01/18/can-an-employee-be-at-will-for-a-specified-term/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
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		<title>How to Handle a Request for Military Leave</title>
		<link>http://www.wirtzlaw.com/2012/01/13/how-to-handle-a-request-for-military-leave/</link>
		<comments>http://www.wirtzlaw.com/2012/01/13/how-to-handle-a-request-for-military-leave/#comments</comments>
		<pubDate>Sat, 14 Jan 2012 01:25:16 +0000</pubDate>
		<dc:creator>Richard M. Wirtz</dc:creator>
				<category><![CDATA[Business & Industry]]></category>
		<category><![CDATA[Employment & Labor]]></category>

		<guid isPermaLink="false">http://www.wirtzlaw.com/?p=760</guid>
		<description><![CDATA[Many workforces include active members of the military.  When an employee notifies an employer of an absence from work due to military service, a letter should be sent to the employee thanking them for the advanced notice (which is not &#8230; <a href="http://www.wirtzlaw.com/2012/01/13/how-to-handle-a-request-for-military-leave/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
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