The truth about laborlawtalk.com Federal Injunction courtesy (BUSINESS WIRE)

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The truth about laborlawtalk.com Federal Injunction courtesy (BUSINESS WIRE)

Post  JoeC (McGruff) on Sat Sep 27, 2008 2:42 am

http://findarticles.com/p/articles/mi_m0EIN/is_2006_Nov_2/ai_n27044855


Permanent Federal Injunction Entered Against Labor Law Center.com
Lawsuit Stemmed from Website Purporting to Independently Compare Labor Law Poster Providers and Their Products

LAFAYETTE, Calif.--(BUSINESS WIRE)--Employerware LLC, doing business as Poster Compliance Center, issued this press release today:

On July 14, 2006 the Honorable Maxine M. Chesney signed and entered a Final Judgment, Consent Decree and Permanent Injunction ("Final Judgment") against Laborlawcenter, Inc. and Amy Tran, individually, and doing business as Labor Law Poster and Laborlawcenter.com ( "Defendants"). This Final Judgment was entered as part of the resolution of a lawsuit filed by Employerware against Defendants on May 10, 2006, in United States District Court, Northern District of California.

The lawsuit stemmed from the publication by Defendants, Labor Law Center, Inc., of a website purporting to be a review site comparing the products and services of various providers of labor law posters. In the lawsuit, Employerware claimed that the review site, complianceposterreview.com, contained false and misleading information and was in violation of the federal Landham Act and the California Business and Professions Code Sections 17200 and 17500. Defendants were and are competitors of Employerware. The lawsuit also alleged that the Defendants are doing business as and own/or operate the websites located at the following URLs:

1. laborlawcenter.com

2. labor-law-posters.com

3. governmentposter.com

4. sfollp.net

5. laborlawposter.biz

6. labor-law-poster.us

7. californiastatelaborlaws.com

8. orsllg.com

9. laborlawtalk.com

10. osha-safety.org

Employerware had alleged in its lawsuit that the website purported to be an unbiased review of labor law poster vendors, but was in fact operated not as an independent review site but rather as a vehicle to divert customers to Defendants ' product websites. It was alleged that the website violated federal and state law since it obscured and concealed the fact that the Defendants owned, controlled and operated the "so-called " independent review site and it was also alleged that four of the five top companies on the so-called "top ten list" were owned and/or operated by the Defendants. It was also alleged that the maintenance of the website violated federal and state law because it was an artifice to deceive consumers into believing that the site actually independently reviewed various competitors who sell labor law posters when in fact it was intended to drive business to one of the Defendants ' various sites listed in the purported review.
In the injunction, entered on stipulation as part of an agreed settlement, Defendants are enjoined from continuing to maintain or display the website and are enjoined ". . .from publishing or disseminating, in any formats, media or methods of delivery, including but not limited to any website, any product comparison in the industry of the publication of labor law posters which contains any false and/or misleading information. . . " The settlement included an agreed upon payment of damages.

Employerware LLC, doing business as the Poster Compliance Center, provides labor law poster products nationally

The above 10 links are bad actors and should be avoided by employees with potential legal problems.
LLT is the worst on the list Labor Law Talk is well known for their Nazi moderator cbg who appears all over the Internet like a rash. Her and her band of lackeys serve up pro-employer no-matter-the-logic bent advice to posters daily. When common sense is applied she gets flustered and will lock a thread in taliban style http://www.laborlawtalk.com/showthread.php?t=192954. To this day she believes an employer can hire an employee for one wage, then when pay day come around, pay the employee less than originally agreed to. http://www.laborlawtalk.com/showthread.php?t=155762
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