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The Americans with Disabilities Act requires that public accommodations must provide reasonable modifications in their policies, or procedures for those with disabilities and remove structural, architectural, and communication barriers when such removal is "easily accomplishable and able to be carried out without much difficulty and expense." The Act also allows a private person to bring a lawsuit to enforce these requirements.

And while increasing access for disabled persons is essential, even the best intentions can be manipulated for personal gain. That's what Mike Murphy, owner of Jointed Cue Billiards in Sacramento, California, thinks is happening. The pool hall was sued by Scott Johnson, a quadriplegic attorney who claims the location is not ADA-compliant. Rather than upgrade the facilities or settle with Johnson, however, Murphy is closing the 50-year-old pool hall down.

You want to foster an environment at your small business where all of your employees and customers feel comfortable. But political conversations, especially in the current climate, have the potential to cause some civil unrest in the office. And when those conversations center around the minimum wage and the right to unionize, they can get especially uncomfortable for workers and management.

In-N-Out thought it had the right idea when it invoked a blanket ban on "any type of pin or stickers" to prohibit employees at an Austin location from wearing "Fight for $15" buttons in solidarity with a nationwide campaign for a $15 per hour minimum wage, the right to form a union without intimidation, and other improvements for low-wage workers. But the company went too far, according to the Fifth Circuit Court of Appeals. So, what does that mean for you and your small business?

While most small businesses aren't required to provide healthcare benefits to their employees, many choose to do so in order to attract and retain the best employees. However, even if you don't need to offer health insurance to your employees, once you do, federal law prohibits you from discriminating in your health benefits coverage based on an employee or dependent's gender, race, age, national origin, religion, or disability, and many states and local municipalities also prohibit discrimination on the basis of sexual orientation or gender identity.

But what if some of the healthcare choices made by your employees conflict with your religious beliefs? Could you end up paying for care and procedures you don't agree with? Or are there religious exemptions to your employees' health care benefits?

Former Papa John's CEO John Schnatter is suing the pizza chain he founded following his ouster last month. Schnatter had already stepped down as CEO in January, after blaming poor sales on the NFL for not adequately responding to player protests during the national anthem. Then, while on a July conference call with a public relations firm hired to help the company refurbish its image, Schnatter complained, "Colonel Sanders called blacks n*****s and Sanders never faced public outcry."

The PR firm quickly terminated the contract, Schnatter was removed as chairman of Papa John's board, and he also stepped down from the University of Louisville's board of trustees. Now the man suing his former company, walking back his admission to using a racial slur, alleging he was ousted in a "heavy-handed way," and claiming that his replacement is not the right man for CEO. So, in honor of Schnatter's current legal battle with Papa John's, here's a roundup of some of the company's prior litigation.

Last week, Khalil Cavil, a 20-year-old server for Saltgrass Steak House in Odessa, Texas, posted a photo of a receipt on Facebook that read "We don't Tip Terrorist" with no tip included and his name circled at the top. Cavil opined, "All day I've had to remind myself that Jesus died for these people too. I have decided to let this encourage me, and fuel me to change the world the only way I know how." And Saltgrass Steak House banned the customer involved.

Only it turns out that Cavil fabricated the racist message, and the customer has since been welcomed back. "Racism of any form is intolerable, and we will always act swiftly should it occur in any of our establishments," Saltgrass COO Terry Turney said in a statement. "Falsely accusing someone of racism is equaling disturbing." Still, the question remains: Can businesses legally ban racist customers?

'Taking out empty calories from sugary drinks is a powerful lifestyle change we can make to help our children to get and stay healthy,' according to Baltimore Health Commissioner Dr. Leana Wen. 'This law will help families make the healthy choice the easy choice.' The law to which Dr. Wen is referring is Baltimore's new ordinance that prohibits sodas and sugary drinks from appearing on kids' menus in city restaurants.

Children can still consume sodas under the new law, but only if parents order it for them. Similar laws in other cities and states have had a mixed reception, legally speaking. So, will Baltimore's soda ban stick?

As 3D printers become better and more affordable (there are quite a few models under $500), more and more entrepreneurs become interested in how they can contribute to their small businesses or provide avenues for brand new businesses altogether. Being able to manufacture products without the same staff, machinery, and space requirements opens all new avenues of productivity and profit.

But those possibilities don't come without risk, especially of the legal variety. Just because you can 3D print something doesn't mean you should, and definitely doesn't mean you won't get sued for it, or worse. So here are three big legal questions about the 3D printing business for you to consider, before you print yourself a lawsuit.

Small businesses often switch things up over the summer. You might open up a patio, add some outdoor seating, or sponsor or host some outdoor events. You may also be a small business -- like a camp -- that functions primarily in the summer. Either way, your business must comply with Americans with Disabilities Act requirements for accessibility year-round.

So how can you make sure you're ADA-compliant this summer? Here are a few keys to consider.

Nobody likes a bad Yelp review. And small businesses definitely don't like a defamatory Yelp review. And a small law firm faced with a defamatory Yelp review is probably gonna sue.

That's what Dawn Hassell of the Hassell Law Group did in response to a Yelp review that claimed Hassell agreed to represent an injured client, "then reneged on the case because her mom had a broken leg, or something like that, and that the insurance company was too much for her to handle," adding, "you can find a competent attorney, but this wont [sic] be one of them." And while Hassell won a default judgment against her former client, an order requiring Yelp to remove the review was just overturned by the California Supreme Court.

Wondering why half your staff is rolling in a little late in the morning, or still hasn't come back from lunch? Noticing a slight dip in production while your employees are working? Does it feel like half your team is happy and the other half sad, or do some workers feel distracted -- zoning out with a far-off look in their eye and perhaps muttering to themselves in a foreign language? Is the word "GOOOOOOOOOOOOAL" echoing through your office corridors?

It's the World Cup -- the most watched sporting spectacle in the world. And this year's chaotic tournament has left some fans ecstatic and others a bit shell-shocked, as you might've seen around the office. You might've even heard some water cooler talk about a betting pool, and whose teams are out and whose are still in. And even if the banter is all good-natured and fun, are World Cup betting pools a good idea in your office? Are they even legal?