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The Blogs on Burruezo & Burruezo's website are made available only for educational purposes and to give readers/viewers general information and a general understanding of the law, not to provide specific legal advice (or any legal advice). By using this blog, readers/viewers understand that there is no attorney client relationship between reader/viewer and the Blog/Web Site publisher. The Blog/Web Site should not be used as a substitute for competent legal advice from a licensed professional attorney in the reader/viewer's state or jurisdiction. This blog is not published for advertising or solicitation purposes. Regardless, the hiring of a lawyer is an important decision that should not be based solely upon advertisements.

Employment Rights of Military Veterans

United States military service men and women employed in civilian jobs must leave their jobs in response to the call of service to their country. Some of those who return do so after suffering injury or disability. What assurances do they have that their job will be waiting for them upon their return from service? […]


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Employment Family and Medical Leave (Part 2)

Part 1 on the subject of Employment Family and Medical Leave focuses on the general scope of protection afforded eligible employees at a federal and state level. Part 2 expands on the definitions of son, daughter, parent, and spouse in regards to the federal Family and Medical Leave Act (FMLA). In addition, it addresses what […]


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Employment Family and Medical Leave (Part 1)

Part 1 on the subject of Employment Family and Medical Leave focuses on the general scope of protection afforded eligible employees at a federal and state level. Part 2 expands on the definitions of son, daughter, parent, or spouse in regards to the federal Family and Medical Leave Act (FMLA). In addition, it addresses what […]


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Employment and Social Media (Part 3): Concerted Employee Exchanges

This blog article is part of a series on Employment and Social Media. Part 1 covers the right of an employer to directly request an employee’s social media access information–such as user names and passwords–in order to gain direct access to their accounts for information; Part 2 covers the limitations imposed by the Stored Communications […]


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Employment and Social Media (Part 2): Employee social media privacy rights under the Stored Communications Act

This blog article is part of a series on Employment and Social Media. Part 1 covers the right of an employer to directly request an employee’s social media access information–such as user names and passwords–in order to gain direct access to their accounts for information; Part 2 covers the limitations imposed by the Stored Communications […]


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