Bell Laboratories, Inc.

Bell Laboratories, Inc. is a world leader in the development, manufacture and marketing of the highest quality rodent control products available.  These products include rodent baits, protective bait stations and an array of traps that are used by professional pest control operators, agricultural producers and homeowners throughout the world.  In fact, Bell regularly distributes its products into more than 50 countries.

Each of Bell’s brands is #1 in their respective market segments.  Professionals such as Orkin and Terminix rely on Bell’s product quality, research and technical support to provide solutions that deliver unmatched results.  The world’s largest retailers such as Wal-Mart, Target, Home Depot, Lowe’s, Menards, Walgreens and Kroger rely on Bell’s Tomcat brand of products to provide effective, easy to use solutions for rodents in and around their homes.

Boardman Clark (and its predecessors) has very capably provided trademark and other intellectual property services for Bell Labs for 30 years.

“Distributing products throughout the world, it is extremely important to have the support of an organization that can both register as well as defend our brands no matter where an issue arises (directly or through reliable foreign associates).  Chris Hussin has a deep understanding of our organization and needs.  We work efficiently together because he takes the time to listen to our objectives and works diligently to achieve those results with as little wasted time or money as possible.”  –Todd Butzow, Bell Laboratories, Inc.

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Recent Development on Arrest Record Discrimination and the Onalaska Defense

HR Heads Up | 05.25.22

Employers covered by the Wisconsin Fair Employment Act (WFEA) are generally prohibited from discriminating against individuals on the basis of their arrest and/or conviction records, subject to certain exceptions. There are key differences in the analysis depending on whether a “conviction” or an “arrest” record is at issue. Generally, employers have more leeway to consider conviction records and are extremely restricted in considering arrest records when making employment decisions. However, employers may generally discharge or refuse to hire an individual based on the individual’s arrest record if, through the employer’s independent investigation of the conduct underlying the arrest, it concludes that the individual did commit the conduct for which the individual was arrested.