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  • Mr. Bock practices in the following area of law: Employment Law.
  • Litigation Attorney.  Frascona, Joiner, Goodman and Greenstein, P.C., 1995 - Present. Boulder, Colorado. Of Counsel since 2018. Shareholder and Director 2000 - 2018.
  • Senior Attorney, Professional Liability. Federal Deposit Insurance Corporation/Resolution Trust Corporation, Denver, Colorado and Phoenix, Arizona. Investigated facts, developed legal claims and directed litigation based on professional negligence, breach of fiduciary duty, and fraud, against persons who had caused losses to failed financial institutions. Served as the agency's regional Federal Tort Claims Act Coordinator, Liaison with U.S. Attorney's Office, and Environmental Response Attorney.
  • Senior Counsel. Wells Fargo Credit Corporation, Scottsdale, Arizona. Advised bank affiliate with national lending and leasing operations. Managed litigation.
  • Associate Attorney. Ellis, Baker & Porter, P.C., Phoenix, Arizona. Conducted litigation, concentrating in real estate and banking law matters.
  • Associate Attorney. West & Bliss, P.A., Phoenix, Arizona. Conducted litigation.
  • Formerly licensed and practiced as a Certified Public Accountant, 1977 - 1979.
    • J.D., Arizona State University, College of Law, 1982
    • B.S., University of South Dakota, School of Business, Cum Laude, 1977
    • Colorado, 1993
    • Arizona, 1982 (Inactive)
    • U.S. Court of Appeals, Ninth and Tenth Circuits
    • Colorado Bar Association
      • Labor and Employment Law Section


    Personal Liability For A Company’s Unpaid Wages

    You read that right — an individual can be personally liable for a company’s failure to pay wages it was legally obligated to pay to its employees. Depending on the circumstances, the person liable could be the company’s owner, a manager, or another individual with operational control who is directly responsible for the employing company’s

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    Overtime Pay for Salaried Employees

    “They’re on salary, so what is the problem?“ The problem is that many employers do not realize this: Just because an employee is put on a fixed salary does not necessarily mean that the employee is exempt under the law from payment for overtime. To be exempt from overtime pay, an employee’s situation may need

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    Independent Contractor or Employee

    Independent Contractor or Employee – More Than a Question of Taxes The saying is familiar: If it looks like a duck, walks like a duck and quacks like a duck, it is a duck, no matter what someone calls it. Similarly, if a worker serves a company like an employee, the law may treat the

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    Wrongful Discharge for Off-Duty Conduct

      What an employee does after work hours might have more significant consequences for the employer than what the employee does while on duty. That is one implication of Watson v. Public Service Co. of Colorado, a wrongful discharge case which the Colorado Supreme Court is considering for review. The case involves application of a

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    Is Your Non-Compete Enforceable?

      It is not unusual for a business owner to require certain employees or the sellers of the business to enter into an agreement not to compete with the business for a period of time after they leave the business. Some people assume that if the non-competition agreement (or “non-compete”) is written by an attorney,

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    New Law Affects Claims Arising From Construction Defects

    Co-Authors: Cinthia M. Manzano, Esq. and Oliver E. Frascona, Esq. Law regarding construction defect changed effective April 2003. Please see new article at: Construction Defect Law: Effective April 2003 Colorado has enacted a law affecting construction defect litigation. The Act, called the Construction Defect Action Reform Act, applies to actions filed on or after August

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    Employee Termination – Firing Dos and Don’ts

    Rare is the employer who doesn’t have to let one of its employees go. Every so often, issues about an employee’s performance, the “fit” between employee and employer, or other business circumstances make it necessary for an employer to terminate an employee’s employment. But, just because firing is common doesn’t make it easy. Emotions run

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    Disclosure of an Affiliated Business Arrangement

    Co-Author: Brad M. Lund, Esq. I am a real estate broker. If I refer a potential mortgage customer to a mortgage business in which my husband is employed or has an ownership interest, must I give the customer an “affiliated business arrangement” disclosure when making the referral? Under RESPA (the Real Estate Settlement Procedures Act), disclosure

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    Sexual Harassment Policy and Complaint Procedure

      Supreme Court Rulings: A Mandate for Employers to Provide a Formal Sexual Harassment Policy and Complaint Procedure? Recent decisions of the United States Supreme Court can be viewed as a mandate for employers: communicate to all employees a formal policy against sexual harassment, including a sensible complaint procedure. An employer who fails to do

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    Erosion of the Doctrine of Employment At-Will

      The foundation of Colorado employment law, the doctrine of employment at-will, is eroding away. It is the consequence of three recent decisions of the Colorado Supreme Court, which held in favor of individuals who had sued their former employers for terminating their employment. The lawsuits were based on assurances that the employers would be

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    G. Roger Bock is of counsel at Frascona, Joiner, Goodman and Greenstein, P.C., a Colorado law firm. His practice areas include LitigationReal Estate, and EmploymentContact Roger Bock.

    Disclaimer — Content is general information only. Information is not provided as advice for a specific matter, nor does its publication create an attorney-client relationship. Laws vary from one state to another. For legal advice on a specific matter, consult an attorney.

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