Another e-mail:

Rushton says:
“Moreover, while the employee is not terminated while an appeal is pending, with limited exception, the appeal it shall be decided and become final within 30 days. Further appeals that are frivolous, unlikely to succeed on the merits or filed for purposes of delay will not stay termination of employment.”
As a lawyer in court all the time, most judges do not believe there is such [a thing] as a “frivolous” appeal or an appeal “unlikely to succeed” or an appeal filed “solely for delay.” Every litigant must be allowed due process, they say. The standard for “frivolity” is very high. If you fire someone because you deem the appeal frivolous, a court can say after the fact you were wrong and bang — fine of $10,000. Employers will not fire, because they fear a fine. This bill contains the classic trap for employers found in other discrimination laws. You can’t refuse to hire, but you ostensibly can terminate if disqualifying information is confirmed after the fact. Teddy Kennedy knows that your chances of being sued for failure to hire are minimal, but your chances of being sued if you hire then fire are great. Those are real statistics. I tell my clients that all the time.