Nebraska Litigation & Trial Advisor - Page 3 of 3

29 Sep, 2011

Teaching Trial Practice—Foundation is the Foundation; Part 1.

Brian J. Brislen2018-04-24T00:08:58-05:00September 29th, 2011|Closing Argument, Cross Examination, Direct/Redirect Examination, Nebraska Litigation & Trial Advisor, Opening Statement, Trial, Witness Preparation|

This week I am in Lansing Michigan for a trial competition hosted by the Michigan State University College of Law in Lansing Michigan. As is the case every year, the team I have taught for Creighton University School of Law is comprised of four third year law students. The team has spent five nights per week for over a month preparing this year’s case problem. My “co-coach,” Amy Zacharias, a [...]

Worker’s Comp and Nebraska’s Producers: What You Don’t Know CAN Hurt You — PART II

Cathy Trent-Vilim2018-04-23T20:50:33-05:00August 12th, 2011|Farm Management, Nebraska Litigation & Trial Advisor|

Failing to meet the Worker's Compensation Act requirement as outlined in Part I can result in some serious repercussions. A Nebraska producer who fails to comply with even one of the Worker's Compensation Act's requirements can lose his/her exempt status and become liable under the Act. If you do become liable under the Act, and have a worker’s compensation policy in place, the Act provides the employee’s exclusive remedy. This means, among other things, that the employee cannot [...]

Worker’s Comp and Nebraska Producers: What You Don’t Know CAN Hurt You — PART I

Cathy Trent-Vilim2018-04-23T20:50:33-05:00August 11th, 2011|Farm Management, Nebraska Litigation & Trial Advisor|

If you operate a small farm or livestock operation in Nebraska, you are probably used tobeing exempt from providing worker’s compensation coverage to your employees. But in 2003, the Nebraska legislature changed the law. Although most small producers continue to be exempt under the 2003 amendments, the law imposes certain requirements that must be followed in order to keep exempt status. In particular, producers who only employ relatives, or employ less than ten full-time, non-related employees, can typically [...]