Archive for the ‘Emplymet Law Advice’ Category

Employment Law Disciplinary Proceedings

Sunday, February 27th, 2011

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employment law - sub judice?

Can an employer carry out a disciplinary investigation whilst a matter Of judicial proceedings, not yet decided by a court of law or judge.

In the UK, very definitely yes.

The disciplinary investigation is totally separate from the `other` matter. Usually it involves an employer looking at an employment matter whilst a criminal case is ongoing.

As long as the employer fairly investigates they can take a decision before the criminal matter even gets to Court.

Not only that, they could take action to dismiss for eg misappropriation, and then the individual goes to Court and gets found not guilty.

As long as they have fairly investigated and gone through the disciplinary procedure and reached a reasonable decision based on the evidence before them it will be regarded as fair.

John Besser: Complaint Call Upsets Kandiyohi Cops (Sheriff Dan Hartog)

A Small Overview About Online Employment Law Dictionary

Tuesday, February 22nd, 2011

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The Reality As It Pertains To Employment Law Disciplinary Process Together With Other Research

Monday, February 14th, 2011

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The Reality As It Applies To » Employment Law Discrimination Florida As Well As Other Research

Sunday, January 2nd, 2011

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An Important Short Summary With Regards To » Employment Law Rockville

Saturday, December 25th, 2010

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Helping Others: What businesses and firms did
As 2010 nears its end, The Daily Record would like to note through its fifth annual Helping Others recognition campaign the contributions of time, money and other forms of support made by Maryland businesses, law firms and institutions to worthy causes during the year. Home builders Gorfine, Schiller & Gardyn has made an ongoing commitment to Habitat [...]
Divorce Lawyer, Divorce Attorney in Rockville MD 20852

An Important Simple Outline With Regards To » Employment Law Legislation Uk Along With Other Studies

Thursday, December 16th, 2010

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Employment Legislation?

Does anyone know if there is any kind of legislation within UK law, concerning time taken off work by a woman who needs to attend a hospital appointment for a mommogram.
One of my friends had to go for one and now is being asked to make the time up at work, or her pay will be docked.
Could anyone shed some light on this for me please and if possible provide me with link for written proof so that I can print it off for her employers.
Thanks.

I am afriad most of these answers are right - there is no written legislation to cover this - it is down to the employer. Most companies will stipulate that wherever possible medical appointments should be made outside of working time - if your friend is a full time worker then this would be pretty much impossible however her employer is not obliged to give her the time off with pay. One option is her for her to claim back any extra time she has worked recently? Good luck to your friend.

Drafting Employment Contracts

Regarding » Employment Law Articles 2009 As Well As Comparable Analyses

Sunday, December 5th, 2010

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i need help with canadian law?

I need to find some arctlces that relate to certin sections of law.

i've already got.

Tort Article.
Criminal Article
Contract Article

but i can't find any for family law, or employment law.
can anyone help me tell me some good sites to find
even some articles if possible.

must be dated after september 2009.

Thankyou.
- not asking you to do my assigment
i've just been strugleing with some other areas
and need some help.
thankyou!

- must be canadian law

It took me 10 seconds to find this on Google.

"Ontario Family Law Act "

"Ontario Employment Standards Act ".

" Ontario Statutes "

" Ontario Criminal Code ". " Ontario Provincial Offences Act ".

Jim B.

Toronto.

About » New Employment Law Arizona

Monday, November 29th, 2010

new employment law arizona
Court returns to campaign finance (UPDATED to 12:08 p.m.)
The Court grants three new cases, including a test of the constitutionality of state subsidies to political candidates, and a significant test case on challenges to the validity of patents. (UPDATED to 12:08 p.m.)
'Racist' Bill Blocked: Arizona immigration law takes a hit

A Quick World-Wide-Web Summary Of » Employment Law Discrimination Paper As Well As Comparable Analyses

Thursday, November 25th, 2010

employment law discrimination paper
Close Ohio gay-rights vote mirrors national debate
Thirty years ago, a vote like the one just decided in this university town wouldn't have happened; gay-rights activism hadn't taken root across most of America. Thirty years hence, such votes may seem a historical curiosity in a time of equality for gays.
QBE discusses Equality Act

A Quick Online Conclusion Of » California Employment Law Arbitration

Saturday, November 13th, 2010

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High court to decide dispute over taxes on 'free' cell phone
Supreme Court cases often turn on tricky interpretations of a word or phrase that serve to buttress a broader legal principle. The magic word at Tuesday's oral arguments was "unconscionable," and how it applies to consumer disputes and arbitration.
Radoslovich Law Corporation - Sacramento, CA

An Important Quick Summary Related To » Us Employment Law Dismissal

Thursday, September 23rd, 2010

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Is an employment tribunal a court of law and subject to the laws of perjury etc.?

I am taking my former employer to tribunal for automatic unfair dismissal after he sacked me when we all volunteered to be laid off, rather than one of us agree to go. Now that he has received the papers, he has fabricated a story that genuinely has no truth whatsoever, even trying to say I accepted voluntary redundancy, despite him not making any redundancy payment. He has submitted this fantasy diatribe as his defence. Can he be prosecuted for perjury / perverting the administration of justice? I can disprove every word of his submission and he knows he has no chance of winning. Also, he has threatened my ex colleagues, both of whom are willing to attend, with the loss of their jobs, if they attend the tribunal to tell the truth!

When you and he give evidence it will be under oath so perjury will apply.

Make sure your case is watertight. Many a person goes into court / tribunal every day a winner and comes out a loser.

Incidentally, you do not have to employ a lawyer but if you do not your chances of winning are greatly reduced. The reason being that you need to know the 'law' as opposed to just thinking you have a good case.

Unfair Dismissal of West Gate Bridge Workers

A Revealing Discussion And Overview Related To » Employment Law Dismissal Procedure

Wednesday, September 22nd, 2010

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Exercise of organisation right: collective bargaining
Once a trade union has duly complied with the procedure required for organisational rights, the parties to the agreement are encouraged to regulate or exercise their organisational rights by means of collective bargaining or agreement.
Is it advisable to establish a formal redundancy procedure, and if so, what should it cover?

A Quick Outline On The Topic Of » Texas Employment Law Disability Together With Other Research

Wednesday, June 23rd, 2010

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Spousal support in Texas?

We seperated shortly before our 6th aniversary. He is on Social Security Supplemental Income and has no job, he just does some self employment stuff (fleamarkets and garage sales with products he buys wholesale). He is unable to pay child support because he doesn't make enough money to cover his own bills (though he COULD get a job). He was granted SSI because of his bipolar and ulcerative colitis. Whenever we fight over things he throws up in my face that because he is on SSI he can get spousal support for up to 5 years. I thought you had to be on full disability (SSDI) to get spousal support based on a disability. Or, that you had to be married for 10 years. We have one child and I only make enough to scrape by with me and her, let alone have to give HIM money.

Can someone please let me know what the actual law is?

I'm in Angelina County. Married less than 10yrs, he is on SSI NOT SSDI. 1 child together who he cannot help support since he won't work (claims he can't).

Get a lawyer, I don't think he can get spousal support. And contact the Social Security Administration. If he is buying and selling at flea markets, then he is working, and if he makes more than $400 a month, he is not entitled to SSI benefits.

A Public US Citizens Controlled Docket Attracts Ethical Counsel for American CPS Victims Part 1

A Revealing Dialogue And Overview Regarding » Ohio Employment Law Discrimination

Saturday, June 19th, 2010

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PERCEPTIONS OF PRINCIPALS’ RESPONSIBILITIES IN-LOCO-PARENTIS IN NIGERIAN SECONDARY SCHOOLS

This paper reviewed the perceptions of principals’ responsibilities in-loco-parentis in Nigerian secondary schools, using the theoretical method, applied precedent cases and administrative examples. This work also suggested that possible modifications may be needed especially where past laws of operations have been revised. This approach could allow for more harmony among parents, students, teachers and principals, in assuming a peaceful teaching and learning atmosphere, thereby discouraging unnecessary litigations based on unreasonable rules and regulations.

Key words: Principals’ responsibilities, In-loco-parentis, and Nigerian secondary schools

INTRODUCTION

            The term “in-loco-parentis” is a Latin derivative, which means “in place of parents”. It is universally acknowledged that principals stand in-loco-parentis to students, with corresponding privileges and responsibilities which they carry out on behalf of parents. The doctrine of in-loco-parentis applies “in place of parents”, principals having some rights and duties of parents. It is recognized that in terms of expressed contract, teachers, tutors, principals or principals have responsibilities of parents within and outside the school. This obligation is that while children are in schools, principals are made to assume the full responsibility of caring for the students (Akiri, 1990). This full responsibility assumed by principals and teachers is known as ‘the doctrine of in-loco-parentis’. On this basis, principals have a full right to mould the childrens’ moral character, assist them in mental and physical development, and cater for the fostering of the spirit of national consciousness in the children, who are in daily attendance in primary and post primary schools (Bendel State Gazette, 1988).

However, the right of principals in-loco-parentis is not absolute when considering the control they have over students in the Nigerian school system. It should be realized that when teachers and principals are not absolute in considering the control they have over students in the Nigerian school system within the scope of their duties in terms of reasonable and executing possible rules and regulations, the courts may assist in promoting proper and effective teaching and learning atmosphere in the schools. This is because the courts in democratic societies as in case of Nigeria, as it is all over the world viewed school officials as standing in-loco-parentis, allowing them to regulate the students in any manner since parents agree to delegate school principals the parental authority to control their children’s conduct in a manner which will be of the best interest to the children in the schools. Every Nigerian school has a set of rules and regulations meant to guide students towards good conduct and behaviour in order to maintain general discipline, peace and order, necessary for effective teaching and learning.

 

The Doctrine of In-Loco-Parentis

            Principals have the power, authority and responsibility for administering a school’s disciplinary programme. This power to control and discipline students for infractions is traceable to the age-old doctrine of in-loco-parentis (in place of parents). This position of the principals with regards to disciplinary control of students is well explained in the Corpus Juris Secundum (79 C.J.S. 493).

            As a general rule, a principals, to a limited extent at least, stands in-loco-parentis to student under his charge, and my exercise such powers of control, restraint, and correction over them as may be reasonably necessary to enable him to properly perform his duties as teacher and to accomplish the purpose of education; he is subject to such limitations and prohibitions as may be defined by law. The courts in the Nigerian school system viewed school officials as standing in-loco-parentis, regulating the students in and manner – subject only to the standards and restraints that parents would use in supervising the welfare of the child. For example, in Gott V. Berea College in the U.S. (1913), the justice held that:

            Principals stand in-loco-parentis concerning the physical and moral welfare and mental training of the pupils, and we are unable to see why, to that end, they may not make any rule or regulation for the Government or betterment of their students that a parent could for the same purpose. 

The implication of this statement is that courts ordinarily will not interfere with the authority of a school to make rules governing students’ behaviour unless such rules are unlawful, unreasonable, and capricious or against public policy. 

            The doctrine of in-loco-parentis had been based on the assumption that by sending their children to school, parents agree to delegate to school officials the power or parental authority to control their children’s conduct in a manner that will be of the best interest to the child. Alexander (1980), however, points out that today, this situation is drastically changing. Parents now argue that when the concept originated, education was voluntary and personal, the parent voluntarily committed the child to the authority of the teacher who usually spent the entire day with the child in a small classroom or school, thereby developing something akin to a parent/child relationship with the pupil. Most teachers today instruct children for only part of the day and have fewer opportunities to form close relationship in large classes and schools. It is in the light of this latter point the Ohio Department of Education in the United States has come to reject the idea that schools may act in place of the parents. The Department was of the view that to stand in-loco-parentis, one must assume full duties, responsibilities and obligations of a natural parent to a pupil. Alexander stated thus:

That students’ relationship to School and to parents are entirely different. The School/Child relationship is intermittent with different adults involved at different times of the day and year; they often at superficial levels and for short periods of time stayed with the child. Parents’ relationship on the other hand ordinarily incorporates deep feelings of mutual love and affection. For this reason, corporal punishments inflicted by parents would have an entirely different effect than the same punishment meted out by School authority (1981), p. 4).

What this mean is that the doctrine of in-loco-parentis is on the wane not only in the United States but also in Europe and even in Nigeria.

 

Principals In–Loco–Parentis  

Principals are also teachers in the Nigerian school system, who in their positions in-loco-parentis to the children in their charge, act reasonably in this capacity provided their actions are in accordance with general and approved educational practice, and provided that they take such case of their children as careful fathers would take, and they have little to fear from mischance of school life.

In a case, some grammar school students were playing, contrary to the school rule, with a cricket-pitch roller which can cover one of them. The parents sued the principal and the master in charge, claiming damages for negligence. The case was headed at LEEDS Assizes in March 1998 under Mr. Justice Hilbery’s summing up, who has a mastery exposition of the doctrine of a careful father. He said “it was not suggested for the plaintiff that anybody could reasonably say that a master must watch boys not merely in classes, but throughout every moment of their school lives”. Thus, a teacher has the right in-loco-parentis to control the child during and after school premises. A teacher is not only known and called that professional name “teacher” as it is with “doctors”. “Engineers”, “Pastors” etc within the system only but also outside the organizations. Hence, teachers as professionals should not be involved in any professional misconduct but to abide to the various codes of ethics of the teaching profession.

 

Freedom of Expression

            It is considered that in a democratic society, principals like other citizens should possess the freedom of expression. Principals’ freedom is curtailed that whatever is said may not lead to any disorder on the art of students and does not disrupt effective administration of the school.

Principals’ freedom of expression can be categorized into three areas:

-         Outside school environment

-         On school grounds, and

-         Within classrooms

 

Outside School Environments

            It is stated in Article 38 of the 1999 Nigerian Constitution (Nigeian Constitution, 1989) that every person is entitled to freedom of expression which includes that to hold possible opinions, receive and import ideas as well as, information without interruption from any person or group of persons. Principals are restricted by virtue of the fact that they are not as free as the ordinary citizen. An employee such as an educator who is in service undertake making reckless and false statements that can be of damage to a school system especially, where such interest of the school takes priority over the teacher’s freedom of expression.

On School Ground outside Classroom

            It is very clear that one’s utterances on the job is restricted to the disadvantage of the employee with such restriction makes it possible for principals to have more protection and control over educators. This allows teachers to be guided on the following:

-         Staffs are not expected to have labour meetings during school hours unlike meeting having to do with school.

-         Civic and charitable organizations could be given access during school period.

-         Meetings allowed for teachers after school hours are normally censored.

 

Within Classroom

            The fundamental human right of expression though guarantees freedom of expression but principals are still limited within reasonableness of the prescribed curriculum provided. The possibility of this surround the fact that the state provides a prescribed guideline through the Teaching Service Board called the curriculum which specified on what, who and how it’s to be taught. This is a public employee, and educator needs to be careful about the type of doctrine that is propagated especially when it has to do with biology, politics, sex, education and religion. This restriction is encouraged to allow the teacher focus on the curriculum directed on the audience so required. Consequently, if a teacher gets into a controversial and sensitive area, such a principal should be able to direct discussion by showing maturity and expertise so as not to loose sight of the goal.

 

Freedom of Association

            Freedom of association is very necessary for principal and it is likened to the freedom of expression which makes it possible for people who share the same values, norms and profession come together to examine issues affecting such organization. Article 39 of the 1999 Nigerian Constitution states that people shall be accorded the right to assemble freely and associate with each other. Thereby in particular the person may form or belong to any political party, union or other associations for both personal protection and interest. By virtues of being a public servant, principal cannot belong to secret cults, political parties or organizations that promote subversive activities. They are encouraged to collectively belong and promote their interests demands.

 

Search and Seizure of Students in Schools

            A principal acts in the capacity of in-loco-parentis in the absence of the national parents. School authorities are privileged to oversee the activities of student and in the process of performing such functions; some principals arrogate so much power to themselves by acting outside the reasonable scope of their duties. The doctrine of in loco-parentis does not cover a principal who misuses power by unnecessary confiscating the belonging of students where these have violated school rules by either wearing on active regarded as unconventional and shoes with heel plates that can disrupt the learning atmosphere of an institution. Article 35 of the 1989 Nigerian constitution, specify the right to fair hearing before one’s private property and liberty (Nigerian constitution, 1989), can be taken away. The relevance of this to educators and principals is to allow for all exhaustive remedies which enable teachers demonstrate their maturity and skills in dealing with criminal situations.

            Principal should be properly exposed to article 12 of the 1989 Nigerian constitution in the process of carrying out administrative duties either on school premises or off school premises. Both educators and proper provision of information in school property since their intentions are that of providing safety, conducive, learning and peaceful atmosphere, while the doctrine of in loco-parentis and sovereign community, are properly applied.

            The contrary is the case when off school property search is carried principal and educators can take the laws into their hands because the lack of the constitutionality by boldly going to search a property off school premises. There are normal channels that such principal must follow: Establish the issue with the police since it is a criminal offence and a search warrant is obtained.

            The police and the school authorities could go but the duty is strictly that of the police who can carry out the search. The principal’s control cannot be extended beyond school grounds, since it is not within the jurisdiction as specified in the scope of duties.

 

Corporal Punishment in Schools

            It is by definition subjecting an individual to torture, in human or degrading treatment or punishment. It is simply seen as mere inflicting of physical punishment on another person. The duty of the teacher is explicitly mentioned when the teacher is standing in proxy for the nation through his obligation to the state.

            It is also assumed that the limitation of how far teachers can go with students, especially when disciplining them within the scope of duties. It is not all teachers that carryout discipline except the one authorized by the principal. Therefore, either discipline masters or marshals are authorized to enforce discipline on the pupils. The possible reason that can be advanced for such are:

            The person carrying out the punishment is normally biased if the offence was committed against him / her.

-         There is vested interest and

-         Punishment could be regarded as malicious, arbitrary and capricious.

This assumption can be dangerous and when there is an unusual injury in the process of administering the punishment, it is difficult to convince others of non-biased punishment. This is why it is advisable to pass the punishment role to some neutral persons who cannot be accused of bias. This is established in a case on “teacher has authority to parents, students for acts / offences committed off school premises between O’Rourke V. Walker in Supreme Court of Errors of Connecticut, 1925, 102 com. 130, 128 A.25.

            Article 33 of the 1989 Nigerian constitution and5 of the United Nations charter specify that people’s right to be free from torture and attain personal liberty indicate that persons who have attained the adult suffrage may not be unnecessarily denied personal liberty based on educative and welfare purposes. (Nigerian constitution, 1999; United Nations Charter, 1948) The only reason to have pupils’ punishment is the reformative and corrective measure necessary to the offence committed. The courts have accepted unreasonable punishments, administered and unprescribed paddle that have been utilized maliciously, especially when the offence is not commensurate to the punishment. Several instances which include Nwakwo vs. Ajaegbu (Nigerian Constitution Law Report, 1978) Kukoyi vs. Ikhure and Board of Education, all involve bodily injuries and permanent damages of which, huge compensations were awarded to the plaintiffs based on the trespass of their personal right.

            The suggestions from possible court rulings can include that children’s age, sex, physical fitness, mental alertness and emotional balance of the child can determine such punishment. The validity of such punishment can only stand when such element which include the following are available.

-         Documentation is needed and punishment cannot be first means to deter mis-behaviour.

-         The child must be well informed of the punishment before hand.

-         A witness is required and

-         A well documented report is necessary to be made available to the parents (Nwagwu, 1987).

The Alaboh vs. Boyes and Ajaha (Nigerian Constitution Law reports, 1984) can advance the principle described above and obviously the features were violated. Based on this, the decision of a lower court was upheld and the court declared that the constitutional right of the student was violated. Generally, the burden of proof is normally on the student especially when teachers are acting within scope of their duties. The only reason the courts may rule against educators is when there is evidence of abuse of power.

 

Enforcing Released Time

            The idea of educators enforcing released time includes the constitutionality of the student having the freedom of thought, conscience and religion, as specified in article 37 of the Nigerian constitution of 1999. Released time per se, is granting time off to the student based on religious constitutional right to worship on / off school premises.

            In situations of this type, an educator must be acquired with students’ access to space where worship can take place. In case space is a problem, there is need to schedule each religious denomination on how long space could be utilized as to equally allow each individual the opportunity to worship. The constitutional right of an individual is infringed upon where one is denied access to such a space. On the other hand, educator ought to be in firm control when students worship outside environment especially during Lent and the Rahmadan feast period for Christians and Muslims respectively. This relates to the role of in loco-parentis which principals assume based on the fact that, the to and fro of the students point to safety which is the responsibility of an educator. Normally, school principals who may entrust such supervisory role to more matured students, still need to oversee from time to time what the situation on safety of the students so as to avoid problems and obligations resulting from neglect.

Finally, it would be unconstitutional to enforce religious doctrine on an individual student instead of letting alone the student to practice his religious belief. In past, student who attended post primary schools, fell victim of such circumstances. It was such that they were either converted to the seat other than theirs or they held until schools were on holidays before practicing their faith. Consequently, these made it mandatory for students to only attend secondary schools in Nigeria not only of their choice but based on their religious lines as to ensure that their consciences were not mortgaged.

 

Loyalty

            The principal has to be loyal to the nation in which they serve. It is very crucial and vital. A principal can be terminated if the duties carried out by such educator are not in compliance with the oath of office. This could be in form of when students are indoctrinated with information which have a national ethics and civic duties of the citizens in the process of educating such students, then, such a principal could be dismissed. This is because such information could be bordering on subversive preaching which is against the constitution of the land.

            This is why principals need to be well acquainted with articles 23 and 24 of the 1999 constitution in Nigeria which can promote national ethnic and civil duties of the citizen. This situation today was unlike in the past, when foreigners came into Nigeria and picked jobs in the school system without necessary exposure to National values but concentrated on personal gains through teachings. Educators’ loyalty to the nation is significant since they are to be involved in promoting socialization at the school level which is invariably in the grass root. Therefore, loyalty by principal will include;

-         assure public trust and willingness to assist the constitution

-         discouraging falsehood, perjury and admitting guilt and

-         upholding the constitution by discouraging violence, overthrow of governments and illegal activities. It is no doubt the responsibilities of principals by implication, include indicate to student that loyalty to the nation comes before self and ethnicity.

 

Self Incrimination

            Principals, by virtue of the office held, may as anyone else commit crime through self incrimination. Principals may do this virtue of providing necessary assisting information to the government through law enforcing agency. The information is one that may not incriminate one but can be interpreted as an admission guilt. Articles 32 and 34 of the constitution of the Federal Republic of Nigeria relate to personal liberty but not when it has to do with constitutional matters involving the state. It is understood that one constitutional right is secondary when one considers matters affecting the state, meaning that the state takes precedence over one’s constitutional rights.

            It is important to note that there can be presumptions made coming out of the information provided by individuals. In a situation where one refuses to answer questions posed by a jury or committee such silence is not seen as a constitutional right instead it is unconstitutional and attempting deliberately to block government from promoting peace and providing safety. Principals by their virtue of the doctrine of in – loco – parentis in Nigerian Secondary Schools should constantly help in school settings to discourage crimes and promote conducive learning atmosphere.

 

Discrimination

            Article 4 of the 1999 Nigerian constitution forbids an individual from being discriminated against so long as, one is either by birth or by naturalization, a citizen of Nigeria. This relates to the school system that anybody who is qualified, trained and certified in the teaching field with the basic Nigerian Certificate of Education can enable to move any where within the country not minding either the state of origin or ethnic background, that person can be employed. This provided that the person has met the states certification required; and that there is evidence of vacancy and need for personnel skill in the subject area required. Labour is mobile and fluid so principals who are marketable should not be restricted only to their state of origin. The implication of this is to be able to integrate and learn the different cultures and promote National consciousness in the school system. Among secondary school students in the country.

 

Contract

            A contract is usually a mutual agreement between two or more parties and in this case, the individual trained principals and the Teaching Service Board which is the employer. It is recognized that for a proper contract to be in existence, five possible basic elements prevail. These include;

            In terms of offer and acceptance, a value must be attached to them and both parties must be legally competent. A contract cannot be signed on a subject prohibited by law and lastly the contract must be agreed upon to the partners in the form as required by law (Reutter and Hamilton, 1976). The features normally prevail in an appointment made available to a teacher.

            A principal is normally made aware of the assigned duties as spelt in the civil handbook and through indicative on the job. Thereby in terms of law, the principal cannot be excused for inadequate performance based on ignorance of the rules and regulations. As spelt out in a Latin matein “Ignorantia Iuris Non Excusat” that is, legis est lata culpa, which means it is a gross neglect to be ignorant of the law is quite apt.

 

Confirmed Appointment

            The principal should have a confirmation of appointment after he has met the requirements within periods which may be one to two years. There is need for such principal to understand certain right accorded to him/her in the employment within local government in which the employee serves, except such a principal resigns, retires or dies. It could be noted that where the principal violates or commits a sensitive offence, such a teacher can be dismissed.

 

Principals’ Responsibilities In-Loco-Parentis

            The principal is responsible for the right to inflict corporal punishment on students. Any authorized teacher who contravenes this stipulation, certainly act outside his powers and in case any litigation arises from there, he might be found guilty of committing assault and battery.

Principals In-Loco-Parentis and Students’ Personnel

            One of the major responsibilities of the principal in-loco-parentis in the secondary school is that of students’ personnel services. Activities included within the operational area of student personnel, embrace those services to students’ that supplement regular classroom instructions. Except in schools with very small enrolment, the chief role of the principal in the student personnel area is one of integrating the personnel functions with instruction and of co-ordinating the various kinds of personnel services. The developments, such as special programs for the talented and the growth of external existing have placed even more emphasis on student personnel services. Some of the major tasks in student personnel are as follows:

a.      Students’ inventory and organization

b.      Students accounting

c.      Students personnel services and

d.      Control of students’ behaviour in schools

 

Students’ Inventory and Organization          

            In most of the secondary schools in Nigeria, principals determine how many pungsters there are of school age in the community. It does so by means of a school census, by keeping enrolment and attendance data of the children. It is usually necessary that the number of students be determined by grade level, which is an important responsibility of the principal in-loco-parentis.

            With this information in hand, the principal is in a position to determine to what  extent school rooms in the existing building will house the students of the community. If certain buildings appear to be overcrowded and others have capacity to spare, the principal may find that attendance boundaries need to be altered. In recent years, with charges of de facto segregation in many areas in the country, the establishment of attendance area has taken on new significance. The social and racial composition of the attendance area is important as the consideration of number of students to be enrolled in the schools.  

 

Students’ Accounting

            A school census system is established to help school students with this responsibility of in-loco-parentis. There is a compulsory education law in nearly every state in Nigeria, and a school census is a necessary step in the enforcement of such laws through principals. However, procedures may be followed in the accounting process.

            Another responsibility facing principals in-loco-parentis in every school system is the development and the operation of students’ accounting system. A plan for dealing with students’ absence and tidiness must be developed. If such a plan is to be followed by teachers and principals on the principal’s role as part of their regular duties, it needs to be relatively simple, if specialized attendance personnel are to be employee, the plan may be somewhat more ambitious. In any case, teachers should have some invoice in deciding upon the plan, and their own part in the operation will need to be clearly understood.

            It seems appropriate to say at this point that the “hook cop” approach to attendance leaves much to be desired. There is usually substantial cause back of non-attendance of school pupils. The school needs personnel who can both determine these basic causes and work toward their alleviation. Such cause often decide in the family, or the culture of which the family is a part and thus non-attendance may actually be a social symptom towards which school workers, social agencies, ad society itself ought to be directing their efforts.

            Another duty common in student accounting is the issue of work permits in most states, student may be excused at age fourteen or sixteen if they are needed to help support a family, or if they can benefit no further from school attendance. These are important decisions in the life of a child, and should be made only after facts are ascertained and appropriate counseling has been given to the student and the family. Small School Communities, Principals and Vice Principals ordinarily perform these functions in larger communities specialized personnel are usually employed. 

 

Students’ Personnel Services

            A very important aspect of the student personnel area of principals’ responsibilities in-loco-parentis in the Nigerian school system is the provision of appropriate student personnel services. Large school community may have services such as the followings:

  1. Child study
  2. Guidance and counseling advertisement
  3. Testing
  4. Visiting teachers and social workers
  5. Speech and hearing therapy
  6. Medical and nursing
  7. Special education

Recently, another consideration has been injected into students’ personnel services like mounting concern about the kinds of data appearing in students’ record, such as test results and teachers’ judgments on students’ behaviours. If pupil personnel services are to supplement regular classroom instruction, it seems quite clear that some specialized personnel would be necessary.

 

Control of Students’ Behaviour in Schools

            Schools attempt to determine the cause of misbehaviour of students through the efforts of principals, and they also treat the cause and not the symptom of such actions. However, there are times when students must be corrected or disciplined. Policies governing these matters are clear. For instance, the responsibilities of teachers and other staff members in this area are understood. Principals exercise appropriate controls over their students. Actually, and contrary to the views of some beginning principals, students prefer those principals who are seen as fair, helpful, setting high standards and allowing no ‘monkey business’.

            Even with the best of principals in Nigerian schools, however, there are times when the principal, guidance counselor, or some other non teaching staff member is placed in the role of disciplinarian. Many contend that guidance counselors and other student personnel workers should have no disciplinary function. The logic behind such an argument is that the guidance counselor should be individual and not group oriented or, perhaps better-stated, student centered in place of school centered.

            In general, this position is accepted but when carried to its extreme, it would mean that both guidance counselors and principals would become less effective than they should be. When it is necessary for a principal to take part in a discipline problem, he should ascertain, if possible, the circumstance surrounding the misbehaviour prior to arrive at a plan of action. Some of this information he may get from the students, some from those workers who have specialized knowledge and the competence to place such knowledge in its appropriate context. The best diagnosis possible is needed if the principal is to be effective in helping youngsters towards the ultimate goal of self – discipline through the doctrine of in-loco-parentis.

 

Conclusion

            Principals in-loco-parentis are bound by law, rules and regulations in the process of carrying out school operations. In order to avoid unnecessary litigations, enlightenment of teachers, educators, principals, student parents and the society in general become very necessary, since the totality of the system must work together. It is not unusual to say that such principals who cannot meet up the required standards should be allowed to seek for more knowledge from other professionals, in order to improve the image of the teaching profession.

 

REFERENCES

Akiri, A. A. (1990)”Nigerian Primary and Secondary Schools Institutional Perception of the Sensitive Areas of Examination and Law” In: Journal of Educational Leadership, Vol. 5 No. 1, Lagos: Lagos State University.

Alexander, K. (1980) School Law, St. Paul Min. West Publishing Co.

Bendel State of Nigeria, Gazette, Edict No. 4 (1988) Bendel State, Post Primary Education Edict, Benin City: Government Printer.

Bendel State Education Law (1980) and Unified Teaching Service Staff Regulations, 1973.

Eribi vs. Tunbo Boyes and Celestine Ajalia (1984), Nigerian Constitutional Law Reports 5, NCLR.

Federal Republic of Nigeria (1999), The Handbook on the Federal Republic of Nigeria, Lagos: Federal Ministry of Information.

Kemerer, R. (1986), The Educators’ Guide to Texas School Law Austin, Texas: University of Texas Press.

Major, W.T. (1978) The Law of contract 5th ed. Estover, Plymouth; Macdonald and Evans Ltd.

Nakpodia, ED (2007), Education Law, Warri: Jonakase Nig. Co.

Nwagwu, N.A. (1987) “Education and the Law in Nigeria”, The Rights of Teachers and Students, Owerri: Kay Beecee Publications Ltd.

Nwankwo vs. Ajaegbu, Lagos: The Law Reports of Nigeria, 2LRN.

Reutter, E.E. (Jr) and R.R. Hamilton (1976), The Law of Public Education, 2nd ed. Mineola, New York: The Foundation Press, Inc.

The Constitution of the Federal Republic of Nigeria (1999), Lagos: NERDC Press.

The United Nations Charter, 1948

Olu-Aderounmu, W.O. and R. A. Adeboyeje (2005), The Law of Public Education in Nigeria, Ado Ekiti: Sof – Way Publishers.

Peretomode, V.F. (1992), Education Law–Principles, Cases and Materials on Schools, Owerri: International Universities Press Ltd.

About the Author

Dr. E.D. Nakpodia is a Senior Lecturer in the Department of Educational Administration and Policy Studies, Delta State University Abraka Nigeria. He has his Ph.D. degree in Educational Administration.

USA Reality - Legal Discrimination

A Limited World-Wide-Web Conclusion Of European Employment Law Dismissal

Monday, June 7th, 2010

[mage lang="" source="flickr"]european employment law dismissal[/mage]

Sex Discrimination & Sexual Harassment in Employment

SEXUAL PREJUDICE AND HARASSMENT, GENDER EQUALITY AND OPPORTUNITIES –AND WORKPLACE SEX DISCRIMINATION

Legislation which, except in specific exceptional circumstances, prohibit discriminating against one on the ground of one's sex is not limited to but most often becomes involved in relation to or in the course employment, in, e.g., recruitment, job selection, terms and conditions of employment, training and promotion, and pay -including in the form of fringe benefits and redundancy pay and pensions.

In law, discrimination can be direct or indirect -or as harassment or victimization.

The law expects employers to have specific policies to ensure in all respects non-discriminatory treatment of all their employees of either gender or transgender -whether male or female and regardless of the marital status of men or women in their employ, and neglect or recklessness by the employer may make in law the employers (including vicariously) liable for sex discrimination or sexual harassment.

Sex discrimination is, simply, subjecting to less favourable treatment a person because of that person's sex -because the person is boy or girl, is a man or a woman (including, in the case of female persons, whether pregnant, expecting, or with a baby or children as covered by the equality and employment legislation, and also male persons in relation to paternity leave), or because of that person's marital status -because that the person is married or single -mostly applicable to married women.

It is also unlawful sex discrimination if on the ground of one's sex one is not paid equally for what the law calls 'equal work' ~which is not necessarily same work but also is work of equal value -in other words such work that is like work or work which cannot be argued in law reasonably not to be work that is rated as being equivalent work (Hayward -v- Canwell Laird Shipyards 1988).

'Pay' in the European Union in Article 119 of the Treaty of Rome is defined this as being the ordinary, basic, or minimum wage or salary or any other consideration, whether in cash or kind, which the worker receives, directly or indirectly, in respect of his [or her] employment from [the] employer -including any benefit involved in relation to after the employment ends ~such as concessions in respect of travel benefits following retirement (Garland -v- British Rail Engineering 1982) and early-retirement pension (Barber -v- Royal Exchange Assurance Groups 1990).

Sex discrimination can be 'direct', or 'indirect'.

Direct sex discrimination would be, for example, if one is refused employment on the ground that the job traditionally is regarded as being 'a man's job' or as being 'a woman's job' (Baksha -v- Say 1977).

Indirect sex discrimination is by way of a requirement which without reasonable justification can not be or can less be met by the other sex ~for example if a job advertisement said that the position advertised persons of either sex could apply but unjustifiably stated that hand-bags or purses were not allowed to work or must wear perfume -in England under European Union Law's definitions it was held that it was unlawful discrimination that in government employment the age limit for appointment to executive officer grade was 28 since many women in their 20s planned or had babies to look after (Price -v- Civil Service Commission 1978).

It is equally unlawful sex discrimination to segregate male and female sexes without reasonable justification in places of work, as it is also to victimize one because of applicable e.g. feminism or feminist activity or if is known or suspected to have made or be intending to make an allegation of having been subjected to sex discrimination or sexual harassment.

Sexual harassment at work sometimes may also be a criminal offence ~in Europe the EU Code of Practice defined it as being unwanted conduct of a sexual nature or other conduct based on sex affecting the dignity of a woman [or a man] at work -it is a detriment on the ground of one's gender (it was unlawful for example for two male employees to have made frequently remarks which were suggestive to one of their female colleagues and to have brushed against her deliberately causing such unpleasantness as to have necessitated her requesting to be transferred to another post -Porcelli -v- Strathclyde Regional District Council 1980).

In Europe the member states of the European Union must have an Equal Opportunities Commission or its equivalent to regulate these under e.g. the Sex Discrimination Act 1975 (supplemented by the Equal Pay Act, Maternity and Parental Leave Regulations, Maternity and Paternity (Amendment) Regulations, EE (Sexual Orientation) Regulations -and in the Employment Rights Act and the Employment Relations Act).

The Equal Opportunities Commission must also to provide information and assistance -including legal representation subject to meeting specified criteria, to persons who wish to complain to a county court, or in the case of trainees or employees to an employment tribunal.

The complaints process includes, if the person alleging discrimination so chooses, serving a questionnaire on the alleged discriminator -requiring to related questions written answers ~it may be used in evidence and inference be drawn from failure to respond or vague or ambiguous answers.

The person alleging discrimination may be, up to limits specified by law, in the case of the industrial / employment tribunals, ordered to pay costs, if the allegation proves to be unreasonably groundless, frivolous, or vexatious, and whereas financial remedy in respect of other matters is limited to a maximum, following a European Court of Justice confirmation there is, at the discretion of the tribunal, no limit on the amount of compensation which may be awarded for injury to feelings arising from sex discrimination in the workplace.

It is not unlawful sex discrimination, though, to discriminate in life or accident insurance risk assessment for employees fringe benefits justifiable by statistics, or in competitive sport if strength or stamina or physique matters -nor is it sex discrimination in employment if discrimination relates to, e.g., unadvertised managing of premises partly in one's or relatives' occupation, voluntary non-profit bodies or charities insignificant to other sex or statutory single sex colleges, or facilities which may embarrass men or women or would offend significantly a religion on grounds or privacy and decency.

Sex discrimination may be perfectly lawfully practised by employers, if there is an imbalance of male and female employees, without the dismissal of any by recruiting specifically from one sex alone, and in such cases as of necessity only from one particular sex must be recruited ~for example as in the case of a movie company's advertising Edgar Rice Borough's 'Tarzan' specifically for a male person or for his 'Jane' auditioning only female persons -or, e.g., in the case of a modelling agency employing as a fashion model only persons of one sex for modelling wear for that sex only.

Sex discrimination laws may vary in detail among countries that have such legislation, and in the European Union they are more or less uniform -in the case of allegations of discrimination in education in England (whether one does or not settle through the Advisory Conciliation and Arbitration Service -ACAS) with a requirement within a specified time before taking legal action to inform the secretary of state for education.

(Laws change –always ascertain current law)

About the Author

The author's favourite site is the Teacher of Teachers

Д.Медведев.Выступление на заседании Совета.10.03.09.Part 2

A Short Internet Summation Of » Illinois Employment Law Letter Coupled With Similar Analyses

Wednesday, June 2nd, 2010

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Based upon space availability, The Champion prints calendar announcements and items for columns, including campus news, newsmakers and others for local organizations and individuals. For a complete listing, visit www.pioneerlocal.com/mortongrove , The deadline is 14 days before the desired publication date, however there is no guarantee for publication. Send releases ...
National Chief Phil Fontaine - Make Poverty History

The Reality As It Relates To » State Employment Law Legislation

Tuesday, May 18th, 2010

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Abortion foes capitalize on health care law
WASHINGTON (AP) — Abortion opponents fought passage of President Barack Obama's health care overhaul to the bitter end, and now that it's the law, they're using it to limit coverage by private insurers.
Rural and Migrant Ministry lobbying

The Truth Of The Matter As It Correlates To » Employment Law Bay Area

Saturday, May 15th, 2010

employment law bay area

Groundswell of Asbestos Risks And Mesothelioma Lawsuits in California

In today's era of information, most people are well aware of the dangers that asbestos pose. Factories, refineries, automotive companies, and construction sites are the leaders of Mesothelioma risks and asbestos exposure.


There are numerous asbestos-related risks and Mesothelioma risk factors lingering around California that have little to do with factories and labor companies. Asbestos has been brought back to the forefront of health concerns despite tougher asbestos laws. As if asbestos laden debris isn't enough of an insult, asbestos is being released through the vast amounts of construction occurring in the many areas of California, including Richmond and Oakland.


Despite the asbestos reform laws in the early eighties due to the risk of Mesothelioma, this fire resistant material is still used in modern day construction as a cost effective, safety conscious building material. Though asbestos is used in lower concentrations because of its very obvious links to mesothelioma, it is still far from being outlawed as it should be.


Residents in Richmond, California and the surrounding Bay Area are at a very high risk for current asbestos exposure and later cases of Mesothelioma. With percentages of older homes, businesses, and buildings carrying high levels of asbestos, a mesothelioma case is simply waiting to happen. Add that exposure to the high exposure rate that the new construction has brought, and somebody really needs to take a long hard look at what the potential fallout may very well end up meaning.


The government itself certainly has knowledge of the Mesothelioma risk and the asbestos exposure. Legislation is hanging in the balance to determine that those who were exposed to asbestos and are likely to contract Mesothelioma later in life are not going to be permitted to file Mesothelioma lawsuits. The government is trying to state that while they are well aware of the risk of future Mesothelioma cases, they are trying to deny the people their right to medical and legal claims associated with Mesothelioma.


The government claims that they are willing to set aside funds that will allow Mesothelioma claimants to file for medical coverage if they meet stringent guidelines concerning asbestos exposure and Mesothelioma contraction. This is a phenomenal slap in the face to those who were unknowingly exposed to asbestos and the threat of Mesothelioma. The government can't even ensure that social security funds will be available in twenty to thirty years, not to mention that hands down, private health care is far and above government health care.


This new law would of course not be surprising. Ample laws have been passed protecting the government and businesses from worker claims. Mesothelioma laws have already hit governmental facilities as well in Pennsylvania, Ohio, and a few Midwestern states. These laws prohibit workers from suing their companies, provided their companies pay for their medical expenses which are deemed "necessary." These laws will leave Mesothelioma and other health care choices in the hands of the insurance companies and do not provide for various other financial liabilities which are bound to occur when Mesothelioma creates symptoms bad enough that the injured party can no longer hold gainful employment.


Louisiana legislation was enacted after lawmakers were petitioned by companies who were sued by healthy claimants after selling asbestos laden fill dirt to homeowners who were rebuilding after Hurricane Katrina. The contractor who sold this fill dirt was successfully sued for the risk that the exposure to the asbestos presented to the homeowners and their families. In a time when Mesothelioma is well enough understood to be rightfully feared, the contractors had the responsibility to their own welfare and the welfare of others to be sure their product was clean of asbestos.

These types of lawsuits serve a greater purpose than providing future financial relief for families who were exposed to asbestos and placed at risk for future cases of mesothelioma. Mesothelioma settlements such as these send a very clear message that the public is tired of being placed at risk for dangers that can be prevented. The governmental stance on this lawsuit allows for companies to increase their levels of irresponsible exposure while undermining the value of the worker. Mesothelioma is a virtual death sentence, and by allowing companies to abandon Mesothelioma victims, it creates a further risk for everyone.


Substantial mesothelioma settlements and awards are necessary to keep companies accountable and within the bounds of human expectation.

About the Author

Nick Johnson is lead counsel and founding partner of Johnson Law Group. Johnson represents plaintiffs throughout California and focuses on injury cases involving Mesothelioma. Visit http://www.nickjohnsonlaw.com or call 1-888-311-5522 immediately to request a free case evaluation.

H1b Immigration Attorney Bay Area

A Brief Synopsis In Regard To » Employment Law Austin Free Consultation

Thursday, April 22nd, 2010

employment law austin free consultation

Whether Crime Prevention Should Be A Priority In The Criminal Justice System

Introduction

The criminal justice system is evolving with time. Gone are the days when it simply focused on long prison sentences as the only way to deal with crime. Public opinion is changing and so should the criminal justice system. There is more emphasis on attacking underlying causes and not just surface issues. More and more experts agree that crime prevention is the way to go in this situation. They assert that prison sentences, especially for non-violent offenders, only deal with the problem temporarily. They also believe that crime prevention should be the centrepiece of the criminal justice system. (Pfeiffer, p 55, 2003)

Crime prevention should be the focus of the criminal justice system because it has overwhelming public support

A Research conducted by the Heart Research Associates Inc. on the perception of the public on crime prevention found that majority of the people believed in a more pro-active rather than reactive approach. This research was conducted in the year 2002. But ten years ago, when the public was asked about what they thought about crime prevention, 42% said the criminal justice system should focus on punitive action while 48% supported crime prevention. These statistics have changed drastically with time. In 2002, when a similar research was conducted by the same research company, it was found that 65% of the public believe in dealing with root causes while 32% wanted more severe measures to take precedence in the criminal justice system. The survey also indicated the following preferences.

Prevention

39-Yes

37-No

Punishment

21-Yes

20-No

Enforcement

18-Yes

19-No

Rehabilitation

17-Yes

17-No

Source; Peter D. Hart Research Associates, Inc (2002): Changing Public Attitudes toward

the Criminal Justice System; Journal for Open Society Institute

Crime prevention deals with root causes

It should be noted that most of the time, there are cases in which people break the law because they have no where else to turn to. Such people normally come from deteriorating neighbourhoods. They feel that there is not much that can be done about their situation and they opt to choose crime as their only means for survival. Most of these criminals normally have very low educational backgrounds. Consequently, their options in the formal employment sector are quite limited. They need to earn a source of livelihood and still have to meet their daily needs. However, the public only offers them temporary jobs that do not pay as much. Some individuals may feel the need to deal with this lack of necessities through crime. Overly, the underlying problem is education, if the government was to invest in education of such criminals then there would be no need to commit crimes and all the other issues will fall into place. (Maguire, p 207-265, 2000)

Most criminals commit their crimes because their neighbourhoods make it easy for them to do so. In most Cities, there are certain localities that have been ignored by the governing authorities of the day to such an extent that their buildings and other infrastructural facilities are simply deplorable. It is therefore easier for criminals to break into such systems and take what they would want without to much struggle. If some investments had been made into those neighbourhoods, then there would be better facilities and better security for its residents thus discouraging crime.

Certain criminals do not have a sense of moral values. Their environment has served a fertile ground for moral deterioration. They see no benefit in caring about what other people around them may feel as a result of their actions. Consequently, most of these criminals end up committing their crimes because they do not know what is expected from them form society. Crime prevention as a strategy for crime prevention could deal with this by targeting youth offenders. Most of them could be placed in community prevention centres where they could go taught a number of societal norms. (Kenney, p23, 1998)

Many of the neighbourhoods that some of these youth come from are usually associated wit low levels of family support. Some offenders may be tempted to commit crimes because they feel that they have nothing to loose. They do not feel loved and cared for and consequently have low self esteem. According to them, crime is a way of letting out some of their pent up anger and frustrations. It should be possible to prevent crimes of this nature if youth were targeted. The reason why it is useful to target the youth is because they are not yet that far gone; they are still at a point when they can be moulded and transformed. At their age, they have not hardened already. Such youth can be taught fundamental truths in and their psychological problems can be addressed adequately in community centres.

Since the issue of employment contributes to many criminal cases, crime prevention strategies can deal with that issue and eliminate the need to commit crimes due to that reason. This can be achieved through the process of instilling potential offenders with job skills. Consequently, such people will have no need to result to crime as a means of earning a living since they have other alternatives available

Failure in past approaches

Crime prevention should take precedence within the criminal justice system because the punitive approach has failed. Most psychologists argue that when criminals are simply arrested and taken into prisons for a certain period of time, they may not feel the need to reform. They actually claim that this serves to reinforce certain criminal activities. This is because they get to interact with fellow criminal and even learn more tricks to the trade and by the time they leave their prison cells, they are worse of than when they came in. What this means is that the criminal justice system is just going around in circles; criminals commit crimes, stay in prison, then go back to where they started from. When criminals go back to their neighbourhood, the very reason why they committed their crimes in the first place still exists. They will still be faced with family problems, lack of employment and other social evils. These circumstances will propel them into crime and they will end up going back to prison. This is the reason why drug related cases still continue. Psychologists believe that criminals perform criminal behaviour because of these social pressures and they need to be addressed if the criminal justice system hopes to be effective in the future. The ultimate solution would therefore be crime prevention. (Austin, p 34, 2001)

Crime prevention would be quite favourable in drug related cases instead of punitive actions. For example, those caught should be placed in mandatory drug treatment centres. They could also be subjected to community service instead of locking them up in prison cells. There was some sort of disparity in the way the criminal justice system has been handling perpetrators. A person who has committed a burglary and another who has been caught using drugs are given more or less the same treatment through prison sentencing. This is not a fair or effective way of going about the crime problem.

It should also be noted that there may be certain individuals who lack the ability to move on with their lives because the way the criminal justice system has been in the past is that it condemns and segregates offenders. For expel, when one has been convicted to serve a prison term and they complete their term, they not allowed to drive a car even if they have a driving licence. Besides this, they are not allowed to own houses or get certain jobs. What this does is that it frustrates them the more. Such individuals have no room to have fresh start because most of them lack public goodwill. What this does is that it encourages them to continue with a life of crime because they feel that society is already biased towards them. One can therefore conclude that the criminal justice system has not been very effective in the process of dealing with future crime incidences. Crime prevention is the only alternative to this endless cycle of crime. (Oxford Handbook of Criminology, p13, 2003)

Nipping crime at the bud

Many experts have argued that crime prevention will be more successful since most hard core criminals started out as youthful vandals who were shown the right direction. Some people have argued that the countries that have implemented crime prevention strategies have been very effective in crime stoppage. A case in point is the battle against alcohol and drug abuse in Sweden. The campaign was started by psychologist and criminologist Nils Bejerot. He believed that the drug control system used in Sweden before his reforms was quite inadequate. He asserted that if the new carriers of the drug taking habit were dealt with before hand, then there would be chances of preventing them from becoming ambassadors for the drug taking problem. He conducted an experiment in the year 1965 at Stockholm.

This psychiatrist suggested that those who had been caught by police using small amounts of drugs should be placed in treatment program that is mandatory in nature. This would go along way in ensuring that all the future cases of drug dealing were taken care of. In line with the program, local authorities should conduct follow ups to ensure that those particular candidates stay committed to the prevention program. This has gone along way in eliminating drug abuse cases in Sweden. Statistics testify to the effectiveness of this strategy. In Sweden only one in 1,400 may be imprisoned for possession of illegal drugs. This is such an achievement given the fcat that other countries like the United States arrest about one in very 136 people or the possession of illegal drugs. It was also found that due to crime prevention in Sweden, there are much fewer chances of getting students with drugs in comparison to the seventies. Statistics have also shown that in Sweden there are less chances of drug abuse in the entire continent of Europe. This also applies to cases of drug abuse recently and five years ago. Their crime prevention strategy has received more enforcement from the criminal justice system over the past years ago and this corresponds to less cases. Sweden does not apply its drug policy to new offenders only, it also has a follow up program for convicted offenders.

Accidents that occur due to alcohol abuse or drunk driving are quite common in countries that have not implemented certain crime prevention strategies. Local authorities should go out of their way to ensure that crimes resulting from alcohol intake are eliminated. This can be achieved by introduction of breath-testers. Drivers who exceed allowable limits should be prevented from driving by placing them into rehabilitation centres. Such a proactive approach will ensure that there will be limited cases in the future. (Cox & Wade, p 105, 1998)

Gang violence can also be prevented through the use of the overall community. The police can work hand in hand with local residents to monitor the activities of these gangs and these collaborative efforts will help police during the prevention of such kinds of offences.

There should be more emphasis on the youth in order to ensure that future crimes are not committed. Crime prevention efforts need to be directed to the youth because they account for about twenty percent of all the cases reported to the police. It was also found that those who happened to be caught once were less likely to get caught again. However, there are cases of persistent offenders that would be arrested more than once. A research conducted among these repeat offenders found that there were certain characteristics common to most of these offenders. They are as follows;

  • aggressiveness and anger
  • impulsiveness
  • alcohol and drug abuse
  • anti-social peer pressure
  • no vocational skills
  • lack of parental supervision(Sherman, p 54, 1997)

The research also identified the fact that these behavioural traits could be prevented by a strategy called early intervention. Most of these youth had potential o become worse but with the right approach more could be done to ensure that this did not continue again. Crime prevention among the youth can be made in such a way that there are coordinated efforts towards dealing with youth offenders. First of all, there can be creation of bodies to coordinate work done towards these efforts. On top of this, there should be greater involvement of other stakeholders. The police should cooperate with the departments of children and youth affairs.

Early intervention needs to be conducted in cases where families seem particularly vulnerable to future crimes. Such families are normally characterised by the traits that were listed above. These are efforts that can be conducted by the policing unit in conjunction with other local authorities. However, there may be instances when some youth are at higher risks than others. Those at higher risks need to be placed under closer and more severe programs.

Prevention of crime needs to be done through the involvement of families too. In case youth offenders have been caught, their family members need to be consulted on what they feel could be the best methods to use when tackling their child. This can be achieved through the conduction of conferences that involve law enforcement officers, social workers and the parents. This will help in unveiling some of the underlying problems and will also help in the customisation of solutions to suite specific cases. (Sherman, p 54, 1997)

Conclusion

Crime prevention should take the greatest precedence in the criminal justice system because it has overwhelming public support. A survey asking people what the law enforcement authorities need to prioritise indicated that there was a need to place more emphasis on crime prevention rather than other strategies. The second reason why crime prevention should take up priority in the criminal justice system is the fact that most crimes are committed as a result of certain social problems. Crime prevention identifies those problems and deals with them thereby eliminating future cases of crime. It should also be noted that past systems have not been effective in the criminal justice system. They have only enforced criminal behaviour; crime prevention is a better approach because it tackles the problem from the inside out. Lastly, countries that have prioritised crime prevention have shown statistically, that this is an effective method; their crime rates have reduced. With all this backing, crime prevention should be made top priority.

References

Austin, J. (2001): Sentencing Guidelines: A State Perspective; Ph.D., Executive Vice-President, journal for the National Council on Crime & Delinquency, Vol. 3, No. 8, p 34

Cox, S. & Wade, J. (1998): The Criminal Justice Network: An Introduction; New York: McGraw-Hill, p 105

Kenney, D. (1998): Crime in the Schools: A Problem-Solving Approach. Police Executive

Research Forum Journal, Vol. 8, No. 13, pp. 23

Maguire, E. (2000): Have Changes in Policing Reduced Violent Crime? Cambridge University Press, New York, 2000. pp. 207-265

Oxford Handbook of Criminology (2003); Oxford University Press, p 13

Pfeiffer, C. (2003): Trends in Juvenile Violence in European Countries; McMillan Publishers, p. 55

Sherman, L. et al (1997): Preventing Crime: What Works, What Doesn't, What's Promising; Routledge Publishers, p 54

About the Author

Author is associated with SuperiorPapers.Us which is a global Research Papers and Term Papers Writing Company. If you would like help in Research Papers and Term Paper Help you can visit www.SuperiorPapers.Us

House Session 2010-04-13 (14:00:20-15:00:46)

About Us Employment Law Discrimination Coupled With Other Analyses

Thursday, April 15th, 2010

us employment law discrimination

Employment Law – How to Make it Work for You in a Recession!

As every media outlet in the UK and beyond has been repeatedly telling us for the past couple of months, we are already in a period of economic recession. As you will also be aware, this means a tough time for businesses small and large. A topic that might not immediately spring to mind when you think of this, however, is that of Employment Law and in particular the risks you are taking if you your employment procedures are not compliant.

For both employees and employers alike, this is an area that needs to be closely inspected in case the recession reaches the low point that it is forecast to reach. Yet it’s not just the consequences of the credit crunch which might lead you to look at Employment Law a little more closely. Over the past 20 years there has been a steady rise in the amount of employees taking their employers to court over decisions that they felt, after seeking legal advice, were not in accordance with Employment Law. This has particularly been the case over the past five years since the introduction of a huge amount of protective employment law and regulations that companies now have to comply with. Although much if it is the codification of simple good practice, there are a number of areas where companies continue to trip up – indeed, it can be a minefield.

It can be a traumatic experience for all parties involved, not to mention for those connected to parties involved, which is why knowledge in this field of law is especially useful. Good advice will reduce any stress and worry involved, so that you can rest assured that your procedures are watertight and potential claims are limited.

There are various reasons as to why an employee might take legal action against his former (or sometimes current) employer. Three of the most frequent reasons include Harassment, Discrimination, and Unfair Dismissal.

Discrimination is a common complaint, particularly since the instigation of the Human Right Acts, and it can take a number of forms. The grounds on which people are discriminated against comprise of anything including:

1. Sex
2. Race
3. Disability
4. Religious Belief
5. Age
6. Sexual Orientation

Instances in which it is unlawful for an employer to discriminate against you on the grounds of these include:

• Refusing to employ or consider you for a job
• Offering you a job on less favourable terms than others
• Refusing to promote or transfer you to another job
• Giving you less favourable benefits than a colleague
• Shortening your working hours
• Dismissing you or making you redundant

There is a huge amount of legislation relating to the different types of discrimination and it is imperative that your company complies rather than facing the consequences of not doing so. If a disabled person was to take legal action against their employer then they would do so upon the basis of the Disability Discrimination Acts of 1995 and 2005, for example. Another illustration of this would be the 1976 Race Relations Act, which makes it unlawful for your employer to discriminate against you on the grounds of your colour, nationality, ethnic or national origins.

Harassment on the grounds of sex, including sexual harassment, is considered to be direct discrimination and is strictly prohibited by law. In broad terms, harassment can occur where: Unwanted conduct on any of the areas covered by the discrimination laws is apparent; an intimidating, hostile, degrading or offensive atmosphere is created; or the person is the recipient of embarrassing jokes, offensive jokes, pranks, or unwelcome physical or sexual advances.

In addition to Discrimination and Harassment, there is the matter of Unfair Dismissal. If you are an employee and feel your employer has dismissed you unfairly then you might be able to make an unfair dismissal claim to an Employment Tribunal. However, in most instances you will need to have been employed for at least a year to make a claim. The onus is on you as an employee to show you have been dismissed and your employer to show they have a valid reason for dismissing you and acted reasonably in the circumstances. An important thing to note here is that (again, in most instances) a claim must be made within 3 months of the effective date of termination. Nevertheless, this may be extended to 6 months in some situations.

Ultimately, it can only be beneficial to stay abreast of Employment Law to make sure you are treated fairly and treat your employees fairly, and it is important to get professional legal advice on any matter that might lead to legal action. This knowledge, in turn, will reduce any stress on your part, which any employee or employer will admit is a welcome consideration regardless of the economic climate.

This article is free to republish provided the authors resource box below remains intact.

About the Author

John Mehtam is an experienced UK Employment Law Solicitor and specialises in UK Employment Law Advice from Shropshire based Employee SOS. The Employment SOS help line telephone number is 0845 293 2729.

Anthony Haller on American Law Journal: Discrimination Cases

A New Quick Outline With Regards To » Law Firms Employment Law Arizona In Addition To Similar Research

Thursday, April 15th, 2010

law firms employment law arizona

Best Practices For Criminal Records Screening

Introduction - Navicus is a trusted and leading, pre-employment background screening and drug testing firm. At the core of Navicus is its' employees. Navicus employees have decades of experience in Human Capital, Legal Compliance, and Technology. Thousands of companies leverage Navicus core capabilities on a daily basis to assist in developing best-hiring practices. Navicus conducts an extensive audit of each client's hiring practices at the outset of each relationship. The review often uncovers areas that need improvement to limit catastrophic hiring mistakes. Exposures to catastrophic hiring are rarely deliberate or done with scienter. These hazards exist because there is no universal best-practice screening explanation that can be applied to an entity that is dynamic, fluid, and ever-changing. One of the most dynamic aspects of a hiring process is the applicant. The applicant has a life history that you, the hiring manager, must authenticate. In particular, the applicant's criminal history must be verified. Another dynamic aspect of a hiring process is the job position. Different job responsibilities require different skill sets. In turn, these skill sets can be screened with various types of background checks. Thus, the problem begins. The following document breaks down the who, what, where, when, and hows of criminal records.

Problem Statement - Several issues are presented when determining which criminal record search is the best for you to apply as a hiring manager. The first issue centers on the time to hire. This requires asking yourself whether the types of criminal searches requested are enabling you to receive information back in a time frame that affords the opportunity to hire an applicant before he or she goes to another employer. The second issue centers on the amount allocated to spend per applicant. We have yet to come across an HR department that was given unlimited access to funds. Even if an HR department is given carte blanche, spending more does not necessarily mean you are conducting the right type of search. The third issue centers on compliance. We frequently see hiring managers accessing criminal records that are ineligible for use with hiring decisions. For example, using arrest records, outdated, or simply discriminatory information, all present significant legal liability exposures. So how do you determine what is the best practice for your personnel? Before jumping into that question, you must have a general understanding of where criminal records come from. Yes, they come from people doing bad things in the eyes of the law.

Criminal Records Overview - When determining the best criminal search to screen applicants for hire, one must first have a general understanding of how the legal system works. Armed with that knowledge, one or many types of criminal searches should become evident to meet a best-practices criminal screening process. The following is the overview. Law enforcement is a function of the state, local officers and agencies. General police powers are reserved to the states. Federal offenses are crimes against the government and its employees, or that involve intrastate activities. Thus, there are 52 separate criminal jurisdictions in the United States: 1 for each state, 1 for the District of Columbia, and one for federal jurisdiction. While most are similar among the states, there are substantial differences in the penalties for like offenses. The easiest way to understand the criminal legal system is to walk through a crime scenario. The first step is the investigation of crimes and the arrest of persons suspected of a crime. The second step is the prosecution of those charged with a crime. The last step is the punishment or treatment of persons convicted of a crime.

State Department of Law Enforcement Records - The first step that we, as hiring managers, may be concerned with is the arrest. The arrest is the first step through the criminal legal system. The arrest is typically made by a sheriff's office. After a person is arrested and charged with a crime they will be booked. The person will be finger printed. The name and the crime that the person is charged with will be entered into the official police record. Depending on the charge and the circumstances of the case, the person may be released and ordered to appear for a hearing in court. The person may be released on their own recognizance or may have to put up a certain amount of bail to secure release. In other instances, the person may remain in police custody until there is a court hearing on their release. The sheriff's office maintains the arrest records in their local repositories. All the sheriff's offices in the state are linked to a central State repository. The central repository is referred to as a State Department of Law Enforcement or "SDLE" search. Also, it may be called a Statewide Criminal search in the background screening industry. Each State's SDLE is different and there are limitations and advantages to the search. The SDLE limitations are the quality of the records that are housed in the repository. The records in the SDLE are not wrong, however, they are not necessarily complete for the purposes a hiring manager needs to conduct a best-practice screening process. SDLE criminal records are coming from the arresting State agency. The SDLE records are primarily going to contain arrest records. Depending on what jurisdiction a company is located and where the actual arrest was made, the records may not be usable to make a hiring decision. Although not every state has specific employment laws as to the type of information being used to screen applicants, using arrest records may: 1) be illegal under some State Statutes and; 2) at the very least, discriminatory from a Federal and State perspective. For example, if the ultimate outcome of an arrest for murder is acquittal, then the applicant should not have the arrest record held against them, since they are not guilty of a crime. A survey published by BRB analyzed the quality of information contained in each States' SDLE repository. (See State Criminal Records Survey, BRB Publications, 11/2004). The results were fairly shocking. The majority of State SDLE repositories do not contain final disposition information. Disposition information is essentially the final outcome from the court system. The court records are the second step where we would look to find criminal records. This will be discussed in detail in the County Court Search section below. For example, in Alabama, Arizona, Colorado, DC, Indiana, and Kansas, just to name a few states, less than 50% of the SDLE records contain final dispositions. Furthermore, almost all State's SDLE repositories do not contain a complete list of arrests made in the last 5 years. What does all this mean? All in all, you are dealing with a source of information that is extremely incomplete and unreliable. Not every State's SDLE search is bad however. Several SDLE repositories do contain a high percentage of disposition information and records within the last seven years. For those states, the SDLE search may be a good alternative in putting together a best-practices screening program. The next issues that SDLE records present are turnaround times and cost. Some SDLE records require additional paperwork to be filled out in order to process the requests through the State's repository system. Other SDLE's may take several weeks or months to process the requests. Then there is the problem in a few states, like California, where the SDLE is not available to the public. Lastly, almost all SDLE's charge a significant fee to process the records. In sum, SDLE records prove to be inconsistent when developing a best practices program. In developing a best practices screening program you want it to be uniformly applied across your company to all applicants. SDLE searches are inconsistent with respect to time, cost, and uniformity of records. In employment law terms and EEOC compliance, hiring managers are potentially creating a disparate practice if they only use the SDLE as a source for criminal records searches. If you have an applicant that has lived in a state that does not enable you to do a SDLE search, then you may have to defer to not doing the search or using another source of information not uniform to your screening program. The risk of liability for discrimination arising from systemic employment practices is perhaps one of the most significant HR compliance-related challenges facing large companies today. With both the OFCCP and the EEOC increasingly applying sophisticated statistical and analytical models to company data to look for statistical evidence of discrimination in company hiring, promoting, and discharging practices, using arrest records (SDLE) from one state you do business in and the final disposition (county criminal search) of records in another state you do business in, may lead you into trouble. Processing SDLE on some of your applicants, but not all because of availability, time restraints in getting records, or internal cost control measures, may also be creating a disparity on the type and quality of search you are performing throughout your overall criminal screening program.

County Courthouse Records - At this time you are probably asking "what source does a hiring manager use to keep a uniform criminal search program?" The answer is the next step in the criminal process example we started with. After being arrested, the person will be asked to enter a plea. The person can enter a plea of "not guilty", "no contest", or "guilty". If the person enters a not guilty plea the judge will decide on the terms of their release or if they will be released pending their trial. If the person enters a plea of no contest or of guilty, there will not be a trial. In this situation, the person will either be sentenced immediately or sentenced at a later time. If the person is to be sentenced at some point in the future, the judge will determine whether they should be held in custody until sentencing or whether they should be released and ordered to appear for sentencing. If the person entered a not guilty plea they will have a trial. At the end of their trial, if they are found not guilty, they will be free to go, and, for that person, the criminal process will end at that point. If they are found guilty, they will go through the sentencing process as described above. A trial will take place typically at a County Courthouse. There are more than 3,300 jurisdictions each with their own unique County Courthouse. The County Criminal Courts are part of the State's court system. _Most of the States' trial courts are courts of general jurisdiction, which means they have the authority to hear all kinds of civil and criminal cases. Criminal cases are those in which a defendant is accused of a serious crime, such as robbery, theft, drug possession or murder. Not every criminal case is decided by a trial. Many cases are resolved through a plea bargain. In a plea bargain, the defendant agrees to plead guilty by admitting that he or she committed a crime. In return, the prosecutor asks the judge to impose a sentence that is less severe than if the defendant had gone to trial and been convicted. The judge, however, is not required to agree to the recommendation and may choose to ignore it. A plea bargain ensures that a guilty defendant is punished. Plea bargains can be entered either before or even during the trial. About 91% of the people charged with a crime or who enter a plea bargain are adjudicated via a state court. The County Courthouse has both the arresting information that a SDLE search would contain and, more importantly, the disposition of the charges. This is where you want to be receiving your criminal records. The disposition is the critical piece of information that you need to uniformly and efficiently make hiring decisions. Scope of Search: A County Criminal Court Search will include a minimum of seven years for both felony and misdemeanor court convictions. Where available, charges may also be included. In comparison, the SDLE search varies state by state and may onlycontain a portion of criminal records dating back between 3 - 7 years. Furthermore, SDLE's are not available in all states, whereas, county criminal searches are available in all jurisdictions. Turn-around Time: The County Criminal Court Searches are conducted on-site at the local courthouse or records locations. Despite this labor intensive process, efficient research networks complete 97% of county searches within 2 days. In comparison, the SDLE search can take several days to weeks. Search Result: In the event that a criminal conviction or "hit" is found, the report will contain the case number, full case name, date of birth, file date, disposition date and number of years searched for each criminal case that is found. Also, detail of the method(s) used to match the applicant to the defendant, such as Name and Date of Birth; or Name, Date of Birth and SSN. County Searches also provide details for each charge included in the case, including description of each count, disposition, type of crime, any fines assessed by the court, any court fees assessed, and probation or prison time ordered. In comparison, the SDLE may only contain arrest information with no final disposition and limited or no detail on the methods used to match the applicant to the person listed in the records.

Federal Court Records - Federal courts disproportionately handle white collar crimes, immigration related crimes and drug offenses (these crimes make up about 70% of the federal docket, but just 19% of the state court criminal docket). Often times the criminal records will start at the State Court level and be removed to the Federal Court level. Therefore, there is a good chance that the county criminal search would pick up on the initial records filed at the state level before being removed to the Federal court level. In that situation, you can follow up a county criminal search revealing trials removed to a Federal court by appending that particular search to a Federal Court search. Notwithstanding, Federal Court searches are a good criminal search to incorporate into your best practices hiring program. The Federal Court Search is performed through a national repository called PACER. The PACER system can be ordered on a national basis and review possible criminal and bankruptcy proceedings. The most common downside to a Federal criminal search is the lack of identifiers the PACER system contains to match your applicant to the defendant listed in a case. Therefore, you should expect some rate of false-positive records or a need for additional information from your applicants to positively identify them when performing a Federal Criminal Search.

Criminal Database Products - County criminal searches go "a mile deep but an inch wide" to reveal the most current and detailed data in specific counties where an applicant has lived and worked. Expanding the scope of a background check to include multi-jurisdictional databases (often called multi-state criminal databases or a national criminal file) benefits employers with another layer of due diligence in the screening process. Database products are used to uncover additional criminal convictions in locations not covered by past address information. You have to choose wisely when being offered a criminal database product. Many background screening companies have compiled their own records and conduct the criminal database search differently. The result is that not all criminal database products are the same. In fact, many of the criminal database products offered in the market can expose your company to additional risks. Some criminal database products do not update their records on a consistent basis. Relying on records that are several months or years old can lead to you receiving records that have recently been cleared, un-adjudicated, or expunged records. Additionally, many criminal databases use phonetic search technology in their database products that can create information overload due to unconfirmed results of common names. Other companies do not incorporate a quality assurance process to carefully review the content of each positively matching record before reporting it to the employer. By not following the abovementioned protocols, the final background check is, legally speaking, not fully compliant with Section 613 of the Fair Credit Reporting Act (FCRA). Thus, hiring managers can not use the information with confidence to make well-informed hiring decisions.

§ 613. Public record information for employment purposes [15 U.S.C. § 1681k] - (a) In general. A consumer reporting agency which furnishes a consumer report for employment purposes and which for that purpose compiles and reports items of information on consumers which are matters of public record and are likely to have an adverse effect upon a consumer's ability to obtain employment shall 1. at the time such public record information is reported to the user of such consumer report, notify the consumer of the fact that public record information is being reported by the consumer reporting agency, together with the name and address of the person to whom such information is being reported; or 2. maintain strict procedures designed to insure that whenever public record information which is likely to have an adverse effect on a consumer's ability to obtain employment is reported it is complete and up to date. For purposes of this paragraph, items of public record relating to arrests, indictments, convictions, suits, tax liens, and outstanding judgments shall be considered up to date if the current public record status of the item at the time of the report is reported. The bottom line with criminal records database products is to choose wisely the product and company offering it. Confirm the data integrity, and when and how the records are updated. Also, confirm how the records are matched to the applicant's identifiers. Moreover, you should use a database product that only produces records when there are at least two identifiers, instead of products that only use one identifier or a phonetic matching of names. Lastly, make sure the company you are working with has all records reviewed prior to being sent to you. This puts the onus on the background company to insure they are providing you with the correct information. Otherwise, you are going to have to do your own follow up to insure records are valid. Employers have in recent years become increasingly concerned about knowing whether an applicant has a criminal record. Part of this concern stems from large jury verdicts rendered against employers for negligently hiring a person with a criminal record who ultimately harms others, and the employer is held responsible. As a result, some companies conduct pre-employment background checks for criminal records and choose not to hire former convicts. Employers have a legal duty to exercise due diligence in the hiring process, and that duty is breached if an employer hires someone that it knows or should have known was dangerous. On the other hand, society has a vested interest in helping people with a past criminal record obtain meaningful employment. Nonetheless, nearly every employment application asks if the applicant has a criminal record. If the applicant lies, he or she is at risk of being terminated if the falsity is uncovered. On the other hand, unfortunately, if the applicant tells the truth, he or she risks not getting the job at all. There are, however, legal limits on the employers' conduct. Courts have found that a policy of automatically denying employment can result in discrimination against certain groups. To avoid potential discrimination, employers must examine whether there is a sound business reason not to hire an individual with a criminal record, taking into account the nature of the offense, whether it is job-related, when it occurred, and what the person has done with his or her life since the time of the conviction. Employers should also take into context the law enforcement principles for specific jurisdictions as well. To assess criminality and law enforcement responses from jurisdiction to jurisdiction, one must consider many variables, some of which, while having a significant impact on crime, are not readily measurable or applicable pervasively among all locales. Geographic and demographic factors specific to each jurisdiction must be considered and applied if one is going to make an accurate and complete assessment of crime in that jurisdiction. Several sources of information are available that may assist you in exploring the variables that affect crime in a particular locale. For example, the transience of the population, its racial and ethnic makeup, its composition by age, gender, educational levels, and prevalent family structures are all key factors in assessing and comprehending the rate of crime in an applicant pool. Additionally, understanding a jurisdiction's industrial/economic base; its dependence upon neighboring jurisdictions; its transportation system; its economic dependence on nonresidents (such as tourists and convention attendees); and its proximity to military installations, and correctional facilities, etc., all contribute to accurately gauging and interpreting the crime known to and reported by law enforcement. Local chambers of commerce, planning offices, or similar entities provide information regarding the economic and cultural makeup of cities and counties. In some circumstances, an applicant may not have to reveal all potentially damaging information, such as arrests not resulting in a conviction or that are not currently pending. There are also limitations on reporting pre-trial adjudications where the conduct by statute is not considered a criminal offense, and there may be restrictions relating to minor drug offenses. Some states also have procedures to judicially "erase" a criminal offense. The average award in a workplace violence lawsuit exceeds $1 million per case, according to the Workplace Violence Research Institute. So what is the best screening solution to avoid that million dollar law suit? The answer is not, as we have discussed, fixed. Given this author's experiences, however,we will provide what we believe to be a flexible foundation from which to work from.

Summary The Navicus Solution - Given the lack of reliability with the SDLE and Federal criminal searches, it is our opinion that most best-practice criminal screening solutions should incorporate a combination of both a reputable national criminal database search and a historic residential county criminal search. The county criminal search should be run at the most recent county of the applicant's residence and, if financially amenable to the company, run for the last seven years. Navicus offers a National Criminal Database search that matches applicant identifiers by name and date of birth. This substantially avoids the possibility of a false positive records being provided in the end report. Additionally, Alliant's National Criminal Database incorporates proprietary technology that searches the name given by the applicant and any aliases associated with the applicant's social security number. Searching criminal records under aliases is particularly important. Public records are subject to the same human and technological errors as any other system. People change names, misspell names, and courts do not always record the name your applicant gives you on your application. In conjunction with the National Criminal Database, we recommend searching the criminal records in the county courthouses for the counties of residence where the applicant has lived. Although no convincing data exists that applicants commit crimes where they live or work, it is commonly accepted as a norm in society and many criminal justice agencies. (See also, http://www.ojp.usdoj.gov/bjs/pubalp2. htm#cvus.) If possible, we recommend searching the last seven years as to cover as much of the applicants possible history. The combination of the National Criminal Database and multiple County Criminal Searches' aim to search an applicant's possible records both "deep and wide." The county criminal search for the last several years of residence, whilenarrow in geographic scope, statistically provides a high rate of return, findingcriminal records with the most determinable hiring information available. The National Criminal Database essentially fills in the gaps of the other possiblecriminal activity that may have occurred outside of the applicants county ofresidences. Although further follow up may be required on some records in the National Criminal Database, the foundation of these two types of searches provides the best solution for developing a best-practicing criminal search.
About the Author

For more information on background checks or employment screening contact Navicus - Integrated Hiring Solutions.

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An Important Short Overview Pertaining To » Employment Law Basics California

Saturday, March 20th, 2010

[mage lang="" source="flickr"]employment law basics california[/mage]

Important Employment and Labor Law Provisions in Los Angeles

In the United States, the Department of Labor takes charge in implementing above 180 laws that are related to employment. Hence, if you are working in Los Angeles, California, you might as well be covered by these provisions, which possibly give you rights and privileges as well as set rules in various aspects of labor and employment.

This is the main reason why it is indeed important for all the employers and employees to understand some basic principles of the Employment and Labor Laws. By having knowledge about it, you will be more familiar with the procedures on how to handle any violation. Yet, you may still depend on the expertise of Los Angeles Employment and Labor Law attorneys if, still, you find it hard to handle your situation.

Major Laws Intended for Labor and Employment

The following law provisions commonly apply to employers, employees, retirees, job seekers and other individuals or parties who play a part in the employment sector. This summary is intended to lay down some important information regarding labor law compliance and privileges. For a detailed knowledge about these laws, better read the whole provisions or have a consultation with your employment attorney in Los Angeles.

Workplace Safety and Health

Under the Occupational Safety and Health Act, employers have the general obligation to provide their workers with jobs and workplaces, which are free from any identifiable and serious risks. Any violation regarding this provision may be brought up to the Occupational Safety and Health Administration, which is the agency tasked to implement injunctions for such non-compliances among the public sector employees.

Worker’s Compensation

Federal employees may take the advantage of benefits payments due to loss of wages caused by their total or partial disability. This also includes payments to cover other related medical expenses and vocational rehabilitation. The Federal Employees’ Compensation Act applies to those workers who have obtained disability or died in performing their duties.

Among other statutes related to Worker’s Compensation are:

• Longshore and Harbor Workers’ Compensation Act – maritime employees

• Energy Employees Illness Compensation Program Act – Department of Energy employees

• Black Lung Benefits Act – coal miners

Wages and Hours

The Fair Labor Standards Act covers both private and public employers. This particular law sets the standard of paying wages as well as overtime hours for covered workers. Added details about this statute may be obtained from the Wage and Hour Division of the Employment Standards Administration, which administers the act.

Employee Benefits Security

Another useful law that regulates pension and welfare benefit plans offered by employers to their workers is the Employee Retirement Income Security Act or commonly known as ERISA Law. This requires various conditions regarding employees’ pension and welfare benefit plans and other related issues. The agency regulating this act is the Employee Benefits Security Administration.

Family and Medical Leave Act

This Labor Law provision compel all employers with at least 50 workers to provide up to 12 weeks of unpaid leave to qualified employees without the threat of reassignment to other job position. Employees may take their unpaid leave for these causes:

• Giving birth

• Taking care of a newborn or adopted child

• Caring for spouse, children or parents having serious illness

These are just some of the important Employment and Labor Laws. If you feel that your employer has violated any of these provisions, act immediately and seek the aid of your Los Angeles Employment and Labor Law attorneys. You may be entitled of compensatory damages or recoveries.

To help you with issues such labor law violations, you can consult with our skilled Los Angeles labor employment attorneys. You can visit our website and avail of our free case evaluation.

About the Author

Rainier used to work in a publishing company as a writer and eventually became an associate editor. He dealt in writing instructional materials for secondary and tertiary students. His passion in writing inspired him to read a lot and subsequently enabled him to gain more knowledge and skills.

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A Simple Conclusion About » Employment Law Rochester Mn

Tuesday, March 9th, 2010

[mage lang="" source="flickr"]employment law rochester mn[/mage]

List of All Uscis (formerly Ins) Offices Nationwide

US Citizenship and Immigration Services (USCIS) is a part of the Department of Homeland Security, and performs some of the functions formerly carried out by the Immigration and Naturalization Service (INS), which was part of the Department of Justice. USCIS was created on March 1, 2003 from what was formerly the Immigration Services Division (ISD) of the INS, which is now abolished.


USCIS does processing of immigrant visa petitions, naturalization petitions and asylum and refugee applications. It also issues employment authorization documents (EAD) and grants lawful permanent resident status (green card), and citizenship to foreigners. It was created by the government to process applications more efficiently and effectively. Besides, improvement efforts have included reducing the backlog of applications, as well as providing customer service through different channels.


Following is the list of 83 USCIS District Offices and Sub-offices nationwide.


Agana, GU; Albany, NY; Albuquerque, NM; Anchorage, AK; Atlanta, GA; Baltimore, MD; Boise, ID; Boston, MA; Buffalo, NY; Casper, WY; Charleston, SC; Charleston,WV; Charlotte Amalie Charlotte, NC; Cherry Hill, NJ; Chicago, IL; Christiansted, VI; Chula Vista, CA; Cincinnati, OH; Cleveland, OH; Columbus, OH; Dallas, TX; Denver, CO; Des Moines, IA; Detroit, MI; Dover, DE; El Paso, TX; Fort Smith, AR; Fresno, CA; Greer, SC; Harlington, TX; Hartford, CN Helena, MT Honolulu, HW Houston, TX; Indianapolis, IN Jacksonville, FL Kansas City, MO Las Vegas, NV Los Angeles, CA; Louisville, KY Manchester, NH Memphis, TN Miami, FL Milwaukee, WI


New Orleans, LO New York City, NY Newark, NJ Norfolk, VA Oklahoma City, OK; Omaha, NE; Orlando, FL Philadelphia, PA Phoenix, AZ Pittsburgh, PA; Portland, ME Portland, OR; Providence, RI Reno, NV Rochester, NY; Sacramento, CA Saint Albans, VT Saint Louis, MO Saint Paul, MN Salt Lake City, UT; San Antonio, TX San Bernardino, CA San Diego, CA San Francisco, CA San Jose, CA; San Juan, PR Santa Ana, CA Seattle, WA Spokane, WA Syracuse, NY; Tampa, FL Tucson, AZ Washington, DC West Palm Beach, FL; Witchita, KS and Yakima, WA.

About the Author

Manu Goel site http://www.myusgreencard.com, which specializes in filling in the forms of US green card lottery in a complete and accurate manner, presents to you the list of American embassies and consulates given by the State Department at its website.

The Truth Of The Matter As It Applies To » Employment Law Arkansas

Friday, February 26th, 2010

employment law arkansas
CLEET exams?

do you have to be employed by a law enforcement agency to take the cleet exam? are there some training courses that would allow me to do this to better my chances of employment? my region is arkansas.

As far as I can tell, the Council on Law Enforcement Education and Training (CLEET) is in Oklahoma, not Arkansas. It administers a variety of examinations for many different areas of expertise in police training, including the test following the completion of the 13-week police basic training academy.

CLEET offers the training and the test certifying that the student is competent.

If you want to join a police force, contact them to find out when they plan to administer the tests for recruits.

You will have a written exam that tests basic knowledge and logic, including how to read a map.

In addition to a written exam, the application process consists of a physical agility exam, medical exam, psychological exam, a background investigation, and finally an interview.

Your chances of employment will hinge upon passing the recruitment process. If you pass and get hired by the department, the training and education go with it.

Fayetteville Arkansas car wreck attorneys

A Complete Simple Synopsis Relating To » Texas Employment Law Basics And Comparable Analyses

Thursday, February 25th, 2010

[mage lang="" source="flickr"]texas employment law basics[/mage]

Special Education, Public School Law & Educational Laws and Policies, Dr. William Allan Kritsonis

 

William Alan Kritsonis, PhD

Professor

 

Public School Law & Educational Laws and Policies

 

 

 

 

FAPE

 

                                               

 

 

INTRODUCTION

 

The Individuals with Disabilities Education Act (IDEA) is the law that provides your child with the right to a free, appropriate public education (FAPE). The purpose of the IDEA is "to ensure that all children with disabilities have available to them a free appropriate public education that emphasizes special education and related services designed to meet their unique needs and prepare them for further education, employment, and independent living..." 20 U.S.C. 1400(d) (Wrightslaw: Special Education Law, 2nd Edition, page 20). The Board of Education v. Rowley case is significant because it established the principle that school districts are not required to maximize the potential of a child but provide some educational benefit to the child and how courts would examine future disputes under IDEA (Walsh, Kemerer, and Maniotis, 2005). 

 

 

 

Case One

 

United States Supreme Court

 

BOARD OF EDUCATION OF THE HENDRICK HUDSON CENTRAL SCHOOL DISTRICT, WESTCHESTER COUNTY,

v.

AMY ROWLEY, by her parents, ROWLEY et al.

No. 80 – 1002

 

LITIGANTS

 

Plaintiffs – Petitioners: Board of Education of the Hendrick Hudson Central School District, Westchester County, et al.

 

Defendant – Respondent: Amy Rowley, by her parents, Rowley, et., al.

 

BACKGROUND

 

The Education for All Handicapped Children Act of 1975 (IDEA), provides federal money to assist state and local agencies in educating handicapped children, and federally fund States in compliance with extensive goals and procedures. The Act represents an ambitious federal effort to promote the education of handicapped children, and was passed in response to Congress' perception that a majority of handicapped in the United States "were either totally excluded from schools or [were] sitting idly in regular classrooms awaiting the time when they were old enough to 'drop out.'" The Acts evolution and major provisions shed light on the question of statutory interpretation which is at the heart of this case.

                                                                                               

Congress first addressed the problem of education the handicapped in 1966 when it amended the Elementary and Secondary Education Act of 1965 to establish a grant program "for the purpose of assisting the States in the initiation, expansion, and improvement of programs and projects for the education of handicapped children. That program was repealed in 1970 by the Education for the Handicapped Act, Pub. L. No. 91-230, 84 Star, 175, Part B of which established a grant program similar in purpose to the repealed legislation. Neither the 1966 nor 1970 legislation contained specific guidelines for state use of the grant money; both were aimed primarily at stimulating the States to develop educational resources and to train personnel for educating the handicapped.

Dissatisfied with the progress being made under these earlier enactments, and spurred by two district court decisions holding that handicapped children should be given access to a public education, Congress in 1974 greatly increased federal funding for education of the handicapped and for the first time required recipient States to adopt "a goal of providing full educational opportunities to all handicapped children." Pub. L. 93-380, 88 Stat. 579, 583 (1974) (the 1974 statue). The 1974 statute was recognized as an interim measure only, adopted "in order to give the Congress an additional year in which to study what if any additional Federal assistance [was] required to enable the States to meet the needs of handicapped children." H.R. Rep. No. 94-332, supra, p.4. The ensuing year of study produced the Education for All Handicapped Children Act of 1975.

 

In order to qualify for federal financial assistance under the Act, a State must demonstrate that it "has in effect a policy that assures all handicapped children the right to a free appropriate public education." 20 U.S.C. 1412(1). The "free appropriate public education" required by the Act is tailored to the unique needs of the handicapped child by means of an 'individualized educational program" (IEP). In addition to the state plan and the IEP already described, the Act imposes extensive procedural requirements upon State receiving federal funds under its provisions. Parents or guardians of handicapped children must be notified of any proposed change in "the identification, evaluation, or educational placement of the child or the provision of a free appropriate public education to the child," and must be permitted to being a complaint about "any matter relating to" such evaluation and education. 1415(b)(1)(D) and (E).6 Complaints brought by parents or guardians must be resolved at "an impartial due process hearing," and appeal to the State educational agency must be provided if the initial hearing is held at the local or regional level. Thus, although the Act leaves to the States the primary responsibility for developing and executing educational programs for handicapped children, it imposes significant requirements to be followed in the discharge of that responsibility. Compliance is assured by provisions permitting the withholding of federal funds upon determination that a participating state or local agency has failed to satisfy the requirements of the Act, 1414(b)(A), 1416, and by the provision for judicial review. At present, all States except New Mexico receive federal funds under the portions of the Act at issue today.

FACTS

                                                                                   

Amy Rowley is a deaf student in New York.  Amy has minimal residual hearing and is an excellent lipreader.  During the year before she started attending Furnace Woods School, Amy’s parents and school administrators met and decided to place her in a regular kindergarten classroom to determine what supplemental services would be necessary to her education.  Several members of the administration took a course in sign-language interpretation, and a teletype machine was installed in the principal’s office to facilitate communication with her parents who are also deaf.  After Amy was placed temporarily in the regular classroom, it was determined that she should stay in that class, but be provided with an FM hearing aid to amplify words.  Amy successfully finished her kindergarten year.

 

Before Amy entered first grade, an Individualized Education Plan (IEP) was prepared, which provided that Amy should continue to receive her education in the regular classroom and use the FM hearing aid, she should also receive instruction from a tutor for the deaf for one hour each day and from a speech therapist for three hours each week.  The Rowleys agreed with parts of this plan, but insisted that Amy also be provided a qualified sign-language interpreter in all of her academic classes instead of the assistance proposed in other parts of the IEP.

 

An interpreter had been placed in Amy’s kindergarten class for a 2-week experimental period, but the interpreter had reported that Amy did not need his services at that time.  The same conclusion was reached by the school for Amy’s first grade year.  An independent examiner also agreed with the administrators’ determination that an interpreter was not necessary because Amy was achieving educationally, academically, and socially without such assistance.  Amy performs better than the average child in her class and is advancing easily from grade to grade.  However, she understands less of what goes on in the class than she could if she were not deaf and so she is not learning as much, or performing as well academically, as she would without her handicap.

 

DECISION

 

The Court stated that a “free appropriate public education” is one which consists of educational instruction specially designed to meet the unique needs of the handicapped child, supported by such services as are necessary to permit the child “to benefit” from the instruction.  If personalized instruction is being provided with sufficient supportive services to allow the child to benefit from the instruction, and the other items on the definitional checklist are satisfied, the child is receiving a “free public education.”  Absent in the statute is any substantive standard prescribing the level of education to be accorded handicapped children.

 

“By passing the Act, Congress sought primarily to make public education available to handicapped children.  But in seeking to provide such access to public education, Congress did not impose upon the States any greater substantive educational standard than would be necessary to make such access meaningful.”  Board of Education v. Rowley, 458 U.S. 176 at 192.  The Court says the intent of the act was more to open the

                                                                                                Higgins, Green, Reece

 

door of pubic education than to guarantee the level of education once inside.  The Court further states that whatever Congress meant by an “appropriate” education, it did not mean a potential-maximizing education.  It did not mean the State had to provide specialized services to maximize each child’s potential “commensurate with the opportunity provided other children.”  The basic floor of opportunity provided by the Act is access to specialized instruction and related services which are individually designed to provide educational benefit to the handicapped child.

 

DICTA

 

Implicit in the congressional purpose of providing access to a "free appropriate public education" is the requirement that the education to which access is provided be sufficient to confer some educational benefit upon the handicapped child. It would do little good for Congress to spend millions of dollars in providing access to public education only to have the handicapped child receive no benefit from that education. The statutory definition of "free appropriate public education," in addition to requiring that States provide each child with "specially designed instruction," expressly requires the provision of "such . . . supportive services . . . as may be required to assist a handicapped child to benefit from special education." 1401(17) (emphasis added). We therefore conclude that the "basic floor of opportunity" provided by the Act consists of access to specialized instruction and related services which are individually designed to provide educational benefit to the handicapped child.

 

IMPLICATIONS

 

The determination of when handicapped children are receiving sufficient educational benefits to satisfy the requirements of the Act presents a more difficult problem. The Act requires participating States to educate a wide spectrum of handicapped children, from the marginally hearing-impaired to the profoundly retarded palsied. It is clear that the benefits obtainable by children at one end of the spectrum will differ dramatically form those obtainable by children at the other end, with infinite variations in between. One child may have little difficulty competing successfully in an academic setting with nonhandicapped children while another child may encounter great difficulty in acquiring even the most basic of self-maintenance skills. We do not attempt today to establish any one test for determining the adequacy of educational benefits conferred upon all children covered by the Act. Because in this case we are presented with a handicapped child who is receiving substantial specialized instruction and related services, and who is performing above average in the regular classrooms of a public school system, we confine our analysis to the situation.

 

 

 

 

PUBLICE SCHOOL LAW

 

William Allan Kritsonis, PhD

 

                                               

 

LEAST RESTRICTIVE ENVIRONMENT

 

INTRODUCTION

 

An important provision of Public Law 94-142 (IDEA) is that all handicapped students be educated in the least restrictive environment (LRE) (Heron & Skinner, 1981).  Federal law expresses a strong preference for placing the child with disabilities in the setting in which that child would be served if there were no disability (Walsh, Kemerer, and Maniotis, 2005). However, these requirements continue to generate complex and interesting questions from the field. In particular, this report focuses on questions that have been raised about the relationship of IDEA's LRE requirements to "inclusion."  If the goal of IDEA is to mainstream students with disabilities, despite efforts made from administrators, specialists, and staff, how can this be achievable if the child has not made academic progress in the regular classroom? 

 

 

Case One

 

United States Court of Appeals,

Fourth Circuit.

950 F.2d. 156

18 IDELR 350

 

Shannon CARTER, a minor, by and through her father, and next friend, Emory D. Carter, et al., Plaintiffs-Appellee,

v.

FLORENCE COUNTY SCHOOL DISTRICT FOUR: Ernest K. NICHOLSON, Superintendent, in his official capacity; SCHOOL BOARD MEMBERS; Bennie ANDERSON, Chairman; Monroe FRIDAY, Jack ODOM; Elrita BACOTE; T.R. GREEN; James W. HICKS, in their official capacity

No. 91 – 1047

 

LITIGANTS

 

Plaintiffs – Appellees:    Mark Hartmann, et al.

 

Defendant – Appellant: Florence County School District Four, et., al.

 

BACKGROUND

 

Mark Hartmann is an eleven year old child with autism.  Autism is a developmental disorder characterized by significant deficiencies in communication skills, social interaction, and motor control.  Mark is not able to speak and has severed problems with fine motor coordination.  Mark’s ability to write is limited.  He types on a keyboard but can only consistently type a few words such as “is” and “at”.  Mark has had episodes of

                                                                       

 

Loud screeching and other disruptive conduct; including, hitting, pinching, kicking, biting, and removing his clothing.  The school district proposed removing Mark from the regular classroom and place him in a class structured for children with autism.  However, he would be integrated for art, music, physical education, library, and recess.  Mark would be allowed to rejoin the regular education setting as he demonstrated an improved ability to handle it.  The Hartmanns refused to approve the IEP, claiming that it failed to comply with the mainstreaming provision of the IDEA, which states that "to the maximum extent appropriate," disabled children should be educated with children who are not handicapped. 20 U.S.C. § 1412(5)(B). The county initiated due process proceedings, 20 U.S.C. § 1415(b), and on December 14, 1994, the local hearing officer upheld the May 1994 IEP. She found that Mark’s behavior was disruptive and that despite the "enthusiastic" efforts of the county, he had obtained no academic benefit from the regular education classroom. On May 3, 1995, the state review officer affirmed the decision, adopting both the hearing officer’s findings and her legal analysis. The Hartmanns then challenged the hearing officer’s decision in federal court.

While the administrative process continued, Mark entered third grade in the regular education classroom at Ashburn. In December of that year, the Hartmanns withdrew Mark from Ashburn. Mark and his mother moved to Montgomery County, Virginia, to permit the Hartmanns to enroll Mark in public school there. Mark was placed in the regular third-grade classroom for the remainder of that year as well as the next.

The district court reversed the hearing officer’s decision. The court rejected the administrative findings and concluded that Mark could receive significant educational benefit in a regular classroom and that "the Board simply did not take enough appropriate steps to try to include Mark in a regular class." The court made little of the testimony of Mark’s Loudoun County instructors, and instead relied heavily on its reading of Mark’s experience in Illinois and Montgomery County. While the hearing officer had addressed Mark’s conduct in detail, the court stated that "given the strong presumption for inclusion under the IDEA, disruptive behavior should not be a significant factor in determining the appropriate educational placement for a disabled child."

 

FACTS

 

Mark spent his pre-school years in various programs for disabled children. In kindergarten, he spent half his time in a self-contained program for autistic children and half in a regular education classroom at Butterfield Elementary in Lombard, Illinois. Upon entering first grade, Mark received speech and occupational therapy one-on-one, but was otherwise included in the regular classroom at Butterfield full-time with an aide to assist him.

After Mark’s first-grade year, the Hartmanns moved to Loudoun County, Virginia, where they enrolled Mark at Ashburn Elementary for the 1993-1994 school year. Based on Mark’s individualized education program (IEP) from Illinois, the school placed Mark in a regular education classroom. To facilitate Mark’s inclusion, Loudoun officials carefully selected his teacher, hired a full-time aide to assist him, and put him in a smaller class with more independent children. Mark’s teacher, Diane Johnson, read extensively about

                                                                                   

 

  1. autism, and both Johnson and Mark’s aide, Suz Leitner, received training in facilitated communication, a special communication technique used with autistic children. Mark received five hours per week of speech and language therapy with a qualified specialist,   Carolyn Clement. Halfway through the year, Virginia McCullough, a special education teacher, was assigned to provide Mark with three hours of instruction a week and to advise Mark’s teacher and aide.

Mary Kearney, the Loudoun County Director of Special Education, personally worked with Mark’s IEP team, which consisted of Johnson, Leitner, Clement, and Laurie McDonald, the principal of Ashburn. Kearney provided in-service training for the Ashburn staff on autism and inclusion of disabled children in the regular classroom. Johnson, Leitner, Clement, and McDonald also attended a seminar on inclusion held by the Virginia Council for Administrators of Special Education. Mark’s IEP team also received assistance from educational consultants Jamie Ruppmann and Gail Mayfield, and Johnson conferred with additional specialists whose names were provided to her by the Hartmanns and the school. Mark’s curriculum was continually modified to ensure that it was properly adapted to his needs and abilities.

Frank Johnson, supervisor of the county’s program for autistic children, formally joined the IEP team in January, but provided assistance throughout the year in managing Mark’s behavior. Mark engaged in daily episodes of loud screeching and other disruptive conduct such as hitting, pinching, kicking, biting, and removing his clothing. These outbursts not only required Diane Johnson and Leitner to calm Mark and redirect him, but also consumed the additional time necessary to get the rest of the children back on task after the distraction.

Despite these efforts, by the end of the year Mark’s IEP team concluded that he was making no academic progress in the regular classroom. In Mark’s May 1994 IEP, the team therefore proposed to place Mark in a class specifically structured for autistic children at Leesburg Elementary. Leesburg is a regular elementary school which houses the autism class in order to facilitate interaction between the autistic children and students who are not handicapped. The Leesburg class would have included five autistic students working with a special education teacher and at least one full-time aide. Under the May IEP, Mark would have received only academic instruction and speech in the self-contained classroom, while joining a regular class for art, music, physical education, library, and recess. The Leesburg program also would have permitted Mark to increase the portion of his instruction received in a regular education setting as he demonstrated an improved ability to handle it.

 

DECISION

 

To demand more than this from regular education personnel would essentially require them to become special education teachers trained in the full panoply of disabilities that their students might have. Virginia law does not require this, nor does the IDEA. First, such a requirement would fall afoul of Rowley’s admonition that the IDEA does not guarantee the ideal educational opportunity for every disabled child. Furthermore, when the IDEA was passed, Congress’ intention was not that the Act displace the primacy of

                                                                                   

 

States in the field of education, but that States receive funds to assist them in extending their educational systems to the handicapped." Rowley, 458 U.S. at 208. The IDEA "expressly incorporates State educational standards." Schimmel v. Spillane, 819 F.2d 477, 484 (4th Cir. 1987). We can think of few steps that would do more to usurp state educational standards and policy than to have federal courts re-write state teaching certification requirements in the guise of applying the IDEA.  In sum, we conclude that Loudoun County’s efforts on behalf of Mark were sufficient to satisfy the IDEA’s mainstreaming directive.

 

DICTA

 

The IDEA embodies important principles governing the relationship between local school authorities and a reviewing district court. Although section 1415(e)(2) provides district courts with authority to grant "appropriate" relief based on a preponderance of the evidence, 20 U.S.C. § 1415(e)(2), that section "is by no means an invitation to the courts to substitute their own notions of sound educational policy for those of the school authorities which they review." Board of Education of Hendrick Hudson Central Sch. Dist. v. Rowley, 458 U.S. 176, 206 (1982).  These principles reflect the IDEA’s recognition that federal courts cannot run local schools. Local educators deserve latitude in determining the individualized education program most appropriate for a disabled child. The IDEA does not deprive these educators of the right to apply their professional judgment. Rather it establishes a "basic floor of opportunity" for every handicapped child. Rowley, 458 U.S. at 201. States must provide specialized instruction and related services "sufficient to confer some educational benefit upon the handicapped child," id. at 200, but the Act does not require "the furnishing of every special service necessary to maximize each handicapped child’s potential," id. at 199.

 

IMPLICATIONS

 

The IDEA encourages mainstreaming, but only to the extent that it does not prevent a child from receiving educational benefit. The evidence in this case demonstrates that Mark Hartmann was not making academic progress in a regular education classroom despite the provision of adequate supplementary aids and services. Loudoun County properly proposed to place Mark in a partially mainstreamed program which would have addressed the academic deficiencies of his full inclusion program while permitting him to interact with nonhandicapped students to the greatest extent possible. This professional judgment by local educators was deserving of respect. The approval of this educational approach by the local and state administrative officers likewise deserved a deference from the district court which it failed to receive. In rejecting reasonable pedagogical choices and disregarding well-supported administrative findings, the district court assumed an educational mantle which the IDEA did not confer. Accordingly, the judgment must be reversed, and the case remanded with directions to dismiss it.

 

 

 

 

William Allan Kritsonis, PhD

 

 

SPECIAL EDUCATION

 

 

SPECIAL EDUCATION

 

INTRODUCTION

 

“Appropriate” education is one that goes beyond the normal school year. If a child will experience severe or substantial regression during the summer months in the absence of a summer program, the handicapped child may be entitled to year round services. The Education for All Handicapped Children Act (EAHCA) passed in 1975, this act provided support to state special education programs to provide free appropriate public education to disabled children. National precedent establishing the tests for determining the need for an extended school year for special needs children.

            For the purpose of this case we will determine if there is sufficient enough evidence of regression to justify requiring the district to provide summer services to the student.

Case One

 

United States Court of Appeals,

Fifth Circuit

 

 

Alamo Heights Independent School District-Plaintiff-Appellants

v.

State Board Of Education, et al., Defendants-Apelles

790 F .d 1153

 

 

LITIGANTS

Plaintiff –Appellant: Alamo Heights Independent School District

 

Defendants – Apelles: State Board of Education

 

Background

 

In the summer  1979, when Steven was seven, his mother moved into the Alamo Heights Independent School District. That school year Steven attended a special education program at Cambridge Elementary School. In the late spring of 1980, Mrs. G.

 

requested that the Alamo Heights Independent School District provide summer services for Steven.

For seven years prior to 1980 the Alamo Heights School District had offered a summer program to all special education students who were moderately or severely handicapped. The decision to offer the program was made on the administrative level, as a matter of district policy, and any moderate to severely handicapped child was eligible to

 

attend. In the summer of 1980, when Steven would have been eligible for this program, however, the School District changed its policy and offered only a half-day one-month program, without providing transportation. The decision to curtail the summer program was based on its cost and the apparent lack of interest on the part of teachers and eligible students in previous years.

No students from Steven's multiply handicapped class took advantage of the 1980 summer program, nor did Steven. It is not clear, however, whether Mrs. G. was not told of the program or whether the lack of transportation and the hours made it impossible for Steven to attend. During that summer, Steven stayed with a baby-sitter who had no training in special education. There was testimony that Steven's behavior deteriorated that summer and that he suffered regression in his ability to stand, point, and feed himself.

The next year Mrs. G.'s request for summer services and transportation was refused by school officials, without consultation with Steven's Admission, Review and Dismissal (ARD) Committee or with his teacher. The only caretaker Mrs. G. could find for Steven lived a mile outside of the district boundary, and even during the school year, the School District would not provide out-of-district transportation.

Mrs. G. then employed legal counsel and appealed the denial of services to the Texas Education Agency. The administrative hearing officer issued an interim order requesting a meeting of Steven's ARD Committee to consider the issue of summer services. The ARD Committee met and agreed only to provide some adaptive equipment for Steven and to request consultative services from the state during the summer of 1981. On August 21, 1981, the hearing officer issued a "proposal for decision" in which he found that the School District was required to provide summer services and related

transportation services during 1981, and also required the School District to make a decision regarding summer services for 1982 by March of 1982.

Facts

 

Without some kind of continuous, structured educational program during the evidence to conclude that Steven G. would definitely suffer severe regression after a summer without such a program, neither can it conclude that he would not and there is evidence that shows that Steven G. has suffered more than the loss of skills in isolated instances, and that he has required recoupment time of more than several weeks after summers without continuous, structured programming. A summer without continuous, structured programming would result in substantial regression of knowledge gained and skills learned, and, given the severity of Steven G.'s handicaps, this regression would be significant.

Decision

 

Mrs. G.'s efforts to obtain the appropriate provision of free educational services for her son were pursued within the administrative framework set up by the State of Texas pursuant to EAHCA guidelines. The success she achieved in requiring the School District to provide Steven with an appropriate individualized educational placement, including summer services, was obtained through and within the "elaborate, precisely

defined administrative and judicial enforcement system. Because we find that, whether or  denominated due process, the claims upon which Mrs. G. has prevailed are rights granted by the EAHCA, and because the EAHCA contains no provision for attorney's fees, we agree with the district court that no attorney's fees are to be awarded under Sec. 1988.

We also find that Mrs. G. is not entitled to attorney's fees under the Rehabilitation Act. In Smith, the Court stated, "Of course, if a State provided services beyond those required by the [EAHCA], but discriminatorily denied those services to a handicapped child, Section 504 [of the Rehabilitation Act] would remain available as an avenue of relief."

Mrs. G. asserts that the fact that the School District provided a summer remedial reading program, free of charge, to nonhandicapped children without providing an

analogous free summer program to handicapped children is a clear instance of discrimination on the basis of handicap in violation of Sec. 504.

 We do not agree. Under the EAHCA, the School District is required to provide handicapped children with a free, appropriate education geared towards their individual needs. If a handicapped child's IEP requires summer services under the EAHCA, he is entitled to summer services. The fact that the School District affords some nonhandicapped children remedial help during the summer does not mean that it is required to offer similar remedial summer guidance to handicapped children, irrespective of whether their individual IEP's provide for structured summer services. The school district's action in Steven's case has not been shown to constitute discrimination on the basis of his handicap distinct from the protection afforded under the EAHCA. Hence, Mrs. G. is not entitled to attorney's fees under 29 U.S.C. Sec. 794a(b), the attorney's fees provision of the Rehabilitation Act.

Finally, the School District argues that it was denied due process by the procedures employed by the State Board of Education during the administrative stage of this action. It contends that under Helms v. McDaniel, the hearing officer's initial proposed decision of August 24, 1981 should have been considered the final decision of the case and that the hearing officer's later adoption of the Commissioner of Education's decision was a direct violation of Helms. It contends that the failure of the hearing officer to adopt his initial proposed decision as the final decision of the case denied them due process. The School District does not favor us with any authority for the proposition that an adjudicative officer is prohibited by the due process clause from changing his opinion in the course of an orderly procedure. We find the district court did not err in dismissing the School District's due process claims against the state defendants.

 

Dicta

 

The district court carefully phrased its conclusion and, while it did not explicitly state that the educational program offered by the School District did not meet the "some

 

educational benefit" standard of Rowley, the district court showed that it was aware of that decision and its judgment is therefore tantamount to such a conclusion. Hence, we

 

hold that the district court applied the appropriate standard to the factual determinations supported by the record. The general injunctive relief granted by the court was

appropriate to ensure that Steven receives the summer programming to which he is entitled under the Act.

With respect to out-of-district transportation for Steven G., the district court found that transportation is included in the definition of "related service" under 20 U.S.C. Sec. 1401(a)(17) and that such transportation does not cease to be a related service simply because a parent requests transportation to a site a short distance beyond the district boundaries.

Implications

 

The evidence indicates that Todd was receiving benefit from the TISD special education program, and hence, the TISD special education program was an appropriate placement under IDEA. Equally important, the TISD special education program provided Todd with an opportunity to interact with nondisabled peers, and was a less restrictive environment than The Oaks. Thus, regardless of whether Todd extracted any academic benefit from the educational program at The Oaks, Todd's parents' unilateral decision to place him there remains their financial responsibility. For these reasons, the decision of the district court is AFFIRMED.

 

 

 

 

 

SPECIAL EDUCATION

 

 

Professor William Allan Kritsonis, PhD Program in Educational Leadership, PVAMU, The Texas A&M University System

 

 

SPECIAL EDUCATION

 

INTRODUCTION

 

In order to assure that all children are given a meaningful opportunity to

benefit from public education, the education of children with disabilities is

required to be tailored to the unique needs of the handicapped child by means of an individualized education plan (IEP). As a condition of federal funding, IDEA requires states to provide all children with a "free appropriate public education," with the statutory term "appropriate" designating education from which the schoolchild obtains some degree of benefit.

            This report focuses on parents rights to place their son in a unilateral placement despite the public school program and IEP. The parents by law have the right to request reimbursement for private placement.

 

Case One

 

United States Courts of Appeals,

Fifth Circuit

 

TODD L., Mr. and Mrs. L., Defendant-Appellants,

v.
TEAGUE INDEPENDENT SCHOOL DISTRICT, et al., Plaintiff-Appellee,

Docket No. No. 92-8427.

 

LITIGANTS

 

Plaintiffs-Appellant: Todd L., Mr. and Mrs. L., et.al

 

Defendant-Appellee: TEAGUE INDEPENDENT SCHOOL DISTRICT

 

 

BACKGROUND

 

As a condition of federal funding, IDEA requires states to provide all children with a "free appropriate public education," with the statutory term "appropriate" designating education from which the schoolchild obtains some degree of benefit. IDEA requires that children with disabilities be educated to the maximum extent possible with nondisabled children in the least restrictive environment consistent with their needs, a concept referred to as "mainstreaming." In order to assure that all children are given a meaningful opportunity to benefit from public education, the education of children with disabilities is required to be tailored to the unique needs of the handicapped child by means of an individualized education plan (IEP).

Complying with IDEA, Todd's local public school district (the Teague Independent School District, "TISD"), in collaboration with Todd and his parents, developed an IEP for Todd. Consistent with IDEA's requirement that special education services be tailored to the unique needs of the child, the IEP emphasized one-on-one instruction in specially equipped classrooms, and reduced the length of Todd's school day from seven hours to two hours. Todd's school day was reduced not for the convenience of school staff, but in response to Todd's inability to tolerate a longer school day without becoming unduly frustrated and discouraged, leading to regression rather than academic progress.

The school psychologist specifically found that a shortened school day would be necessary, at least temporarily, to assure that Todd's inability to tolerate frustration did not lead to his giving up on academics altogether and dropping out of school. Though Todd was educated separately from his nondisabled peers for part of the school day, the school arranged for Todd to have contact with nondisabled peers. The goal of Todd's four-year IEP was to provide him with a nonthreatening environment in which he could continue to make academic progress while gradually learning to tolerate a lengthened school day and increased stress. The record indicates that the authors of Todd's IEP fully expected that ultimately Todd would be reintegrated into "the mainstream" of regular classes at the TISD school, and would graduate.

 

Facts

 

             When Todd's parents sought reimbursement for the costs of Todd's institutionalization, the TISD refused on the grounds that Todd had been able to benefit from the TISD program and that The Oaks placement was more restrictive than necessary to provide Todd with educational benefit. Todd's parents appealed to a special education

hearing officer, who found that Todd's parents should be reimbursed. The special education hearing officer found that Todd's parents had established that Todd's local

public school was an inappropriate placement while The Oaks was an appropriate placement. According to the hearing officer, there was no evidence that Todd had obtained any benefit from special education at the TISD School. Contending that this factual conclusion was clearly erroneous, and that the hearing officer did not take into account the relative restrictiveness of The Oaks and the TISD School’s special education program, the school district appealed the hearing officer's decision to federal district court.

            Although the district court indicated that it gave "due weight" to the decision of the hearing officer, the district court concluded, after reviewing all the evidence from the administrative proceeding and hearing additional evidence, that the TISD public school placement was appropriate, and that The Oaks placement was inappropriate. Therefore, the district court reversed the hearing officer's decision to grant Todd's parents reimbursement for the cost of Todd's institutionalization at The Oaks. Todd's parents appeal the district court's decision. We affirm.

Decision

          Having decided that the district court did not err in subjecting the hearing officer's decision to a searching review, it remains only to decide whether the conclusions drawn by the district court were proper. We review de novo, as a mixed question of law and fact, the district court's decision that the local school's IEP was appropriate and that the alternative placement was inappropriate under IDEA. Christopher M. v. Corpus Christi Independent Sch. Dist., 933 F.2d 1285, 1289 (5th Cir.1991). We review the district court's findings of "underlying fact" for clear error. Id. See also Sherri A.D., 975 F.2d at 207. Findings of "underlying fact" include findings that the schoolchild obtained

any benefit from special education services or would be threatened by a longer school day. Christopher M., 933 F.2d at 1289.  If a parent or guardian unilaterally removes a child from the local public school system, the parent or guardian may obtain reimbursement for an alternative placement only if able to demonstrate that the regular school placement was inappropriate, and that the alternative placement was appropriate. School Comm. of Burlington v. Department of Educ., 471 U.S. 359, 373-74, 105 S.Ct. 1996, 2004, 85 L.Ed.2d 385 (1985). If Todd's IEP in the local public school district was appropriate, then there is no need to inquire further as to the appropriateness of The Oaks' program.

          Under IDEA, an "appropriate" placement is that which enables a child to obtain "some benefit" from the public education he is receiving; not necessarily maximization of his potential. See Rowley, 458 U.S. at 198-200, 102 S.Ct. at 3047. In addition to requiring that the child's placement be appropriate in the sense of providing some benefit, IDEA mandates that to the fullest extent possible, disabled children be educated with non-disabled children in the least restrictive environment. See 20 U.S.C. § 1412(5); Rowley, 458 U.S. at 202, 102 S.Ct. at 3048; Sherri A.D., 975 F.2d at 206 ("Even in cases in which mainstreaming is not a feasible alternative, there is a statutory preference for serving disabled individuals in the setting which is least restrictive of their liberty and which is near the community in which their families live"). A presumption exists in favor of the local public school district's plan for educating the child, provided it comports with IDEA. See Tatro v. State of Texas, 703 F.2d 823, 830 (5th Cir.1983). See generally Rowley, 458 U.S. at 207-08, 102 S.Ct. at 3051.

          There is ample evidence that Todd received significant benefit from his public school placement. Todd's teacher and school psychologist both testified that Todd made significant progress academically and behaviorally while in the TISD special education program. Not only did Todd advance in terms of grade level, he also became steadily more able to focus on particular tasks for longer periods without experiencing debilitating frustration. At the same time, the TISD special education program provided Todd with

some opportunity to interact with nondisabled peers, and the opportunity to participate in the affairs of the community in which he lived.

          Todd's one-on-one instruction at TISD was no more restrictive than necessary to assure that he would receive some academic benefit from special education at TISD. The school psychologist testified that while she would have recommended some sort of residential placement had the district not been able to provide Todd with one-on-one

instruction, she would never consider placing a child like Todd at a residential facility as restrictive as The Oaks without first exhausting the full range of less restrictive alternatives. She testified that even though Todd had serious behavior problems, she did not consider him so unruly as to require twenty-four hour supervision in a locked unit. In the school psychologist's opinion, The Oaks was a placement of last resort.

          By contrast to the unambiguous evidence that Todd benefitted from special education at the TISD school, the evidence that Todd benefitted from educational services at The Oaks is equivocal. The evidence Todd's parents produced to support their claim that Todd benefitted academically from educational programming at The Oaks compares Todd's performance before he received special education services at the TISD school with Todd's performance after he was institutionalized. Hence, it is difficult, if not impossible, to ascertain whether the source of the benefit Todd obtained was provided primarily by the TISD school, or by The Oaks. It is uncontroverted that The Oaks' focus was on behavior management, and that The Oaks devoted only the same or a little more time to Todd's educational programming than did the TISD school.

        Finally, Todd's placement at The Oaks involved more restrictions on Todd's liberty than any other potential placement, removed Todd from his home community, and completely precluded him from having any contact with nondisabled peers. There is exceedingly little evidence, other than the hospital's willingness to admit Todd, that he required such a restrictive environment. Although we can assume, based on Todd's admission to The Oaks, that a physician

ratified Todd's parents' decision to hospitalize their son, the great weight of the evidence indicated that he could not only cope, but thrive, in a less restrictive setting.

Dicta

  The evidence indicates that Todd was receiving benefit from the TISD special education program, and hence, the TISD special education program was an appropriate placement under IDEA. Equally important, the TISD special education program provided

Todd with an opportunity to interact with nondisabled peers, and was a less restrictive environment than The Oaks. Thus, regardless of whether Todd extracted any academic benefit from the educational program at The Oaks, Todd's parents' unilateral decision to place him there remains their financial responsibility. For these reasons, the decision of the district court is AFFIRMED.

Implications

 

The district court carefully phrased its conclusion and, while it did not explicitly state that the educational program offered by the School District did not meet the "some educational benefit" standard of Rowley, the district court showed that it was aware of that decision and its judgment is therefore tantamount to such a conclusion. Hence, we hold that the district court applied the appropriate standard to the factual determinations supported by the record. The general injunctive relief granted by the court was appropriate to ensure that Steven receives the summer programming to which he is entitled under the Act.

Dr. William Allan Kritsonis Inducted into the William H. Parker Leadership Academy Hall of Honor (HBCU)

 

Remarks by Angela Stevens McNeil

July 26th 2008

 

Good Morning. My name is Angela Stevens McNeil and I have the privilege of introducing the next Hall of Honor Inductee, Dr. William Allan Kritsonis. Dr. Kritsonis was chosen because of his dedication to the educational advancement of Prairie View A&M University students. He earned a Bachelor’s degree in 1969 from Central Washington University in Ellensburg, Washington.  In 1971, he earned his Master’s in Education from Seattle Pacific University.  In 1976, he earned his PhD from the University of Iowa. 

Dr. Kritsonis has served and blessed the field of education as a teacher, principal, superintendent of schools, director of student teaching and field experiences, invited guest professor, author, consultant, editor-in-chief, and publisher.  He has also earned tenure as a professor at the highest academic rank at two major universities.

In 2005, Dr. Kritsonis was an Invited Visiting Lecturer at the Oxford Round Table at Oriel College in the University of Oxford, Oxford, England.  His lecture was entitled the Ways of Knowing through the Realms of Meaning.

In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. 

Dr. William Kritsonis is a well respected author of more than 500 articles in professional journals and several books.  In 1983, Dr. Kritsonis founded the NATIONAL FORUM JOURNALS. These publications represent a group of highly respected scholarly academic periodicals. In 2004, he established the DOCTORAL FORUM – National Journal for Publishing and Mentoring Doctoral Student Research. The DOCTORAL FORUM is the only refereed journal in America committed to publishing doctoral students while they are enrolled in course work in their doctoral programs. Over 300 articles have been published by doctorate and master’s degree students and most are indexed in ERIC.

Currently, Dr. Kritsonis is a Professor in the PhD Program in Educational Leadership here at Prairie View A&M University.

            Dr. William Kritsonis has dedicated himself to the advancement of educational leadership and to the education of students at all levels.  It is my honor to bring him to the stage at this time as a William H. Parker Leadership Academy Hall of Honor Inductee.

About the Author

Dr. Kritsonis Recognized as Distinguished Alumnus

In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”

A Brief Synopsis About » Employment Law Key Terms

Friday, February 19th, 2010

employment law key terms

Collective Bargaining Agreements: Key Provisions

Also known as a Bargaining Agreement, Union Contract, or Employer-Union Contract, A Collective Bargaining Agreement is an explicit employment contract negotiated by a labor union and employers who employ the union members. Collective bargaining agreements are typically renegotiated periodically.


Collective bargaining is the process whereby workers organize collectively and bargain with employers regarding the workplace. In various national labor and employment law contexts collective bargaining takes on a more specific legal meaning. In a broad sense, however, it is the coming together of workers to negotiate their employment. Collective bargaining consists of the process of negotiation between representatives of a union and employers (represented by management, in some countries by employers' organization) in respect of the terms and conditions of employment of employees, such as wages, hours of work, working conditions and grievance-procedures, and about the rights and responsibilities of trade unions. The parties often refer to the result of the negotiation as a Collective Bargaining Agreement (CBA) or as a Collective Employment Agreement (CEA).


A typical Collective Bargaining Agreement ("CBA") will contain a preamble that acknowledges the existence of the union as the exclusive bargaining agent for the employees, the date of the agreement, and any employees that are excluded from the bargaining unit. The following provisions are also usually included:


1. Management Rights. The rights of management should be spelled out here, rights which have been negotiated and agreed upon. Typically, management will want to reserve the right to direct the work of its employees; hire, promote, demote, transfer, assign and retain employees; suspend, discipline, or discharge employees from proper cause; maintain the efficiency of governmental operations; relieve employees from duties because of lack of work or for other legitimate reasons; and take such actions as may be necessary to carry out the mission of the company. The employer may also want to reserve the right to take all other actions "permitted by law" to the extent they are not prohibited in the agreement.

2. Grievance Procedure. This section should lay the groundwork for the grievance procedure. It should first define what a grievance is; typically, a complaint that the employer has violated one or more of the terms of the CBA. The section should then describe in detail the grievance procedure: what a grievance shall contain, which sections of the agreement were allegedly violated, the "statute of limitations" on any grievance, and the steps that will be taken once a valid grievance has been filed. Each CBA is different, but the negotiations between management and the union will usually lead to the creation of a grievance board, a procedure for appeal, which may include a binding arbitration provision, and a promise that the employee will be allowed union representation during the grievance process.

About the Author

Mark Warner is a Legal Research Analyst for RealDealDocs.com. RealDealDocs gives you insider access to millions of legal documents drafted by the top law firms in the US. Search over 10 million Documents, Clauses, and Legal Agreements for Free at http://www.RealDealDocs.com

Disability Discrimination in Employment

A Brief World-Wide-Web Compendium Of Washington Employment Law Letter Together With Other Studies

Sunday, February 14th, 2010

washington employment law letter

"The Letter"

This is reprint of a letter from a most disgrunteled American. This reprint is being transmitted with approval of the author, Mrs Contraes and Glenn Beck. The author has succintly encapulsated my views and frustrations, and from the forced crashing of FNS/Glenn Beck web site, the views of millions of other Americans as well.

Take a few moments out of your busy day and carefully read her words. I've read few essays as powerful.

GLENN: I got a letter from a woman in Arizona. She writes an open letter to our nation's leadership: I'm a home grown American citizen, 53, registered Democrat all my life. Before the last presidential election I registered as a Republican because I no longer felt the Democratic Party represents my views or works to pursue issues important to me. Now I no longer feel the Republican Party represents my views or works to pursue issues important to me. The fact is I no longer feel any political party or representative in Washington represents my views or works to pursue the issues important to me. There must be someone. Please tell me who you are. Please stand up and tell me that you are there and that you're willing to fight for our Constitution as it was written. Please stand up now. You might ask yourself what my views and issues are that I would horribly feel so disenfranchised by both major political parties. What kind of nut job am I? Will you please tell me?

Well, these are briefly my views and issues for which I seek representation:

One, illegal immigration. I want you to stop coddling illegal immigrants and secure our borders. Close the underground tunnels. Stop the violence and the trafficking in drugs and people. No amnesty, not again. Been there, done that, no resolution. P.S., I'm not a racist. This isn't to be confused with legal immigration.

Glenn Beck's Common Sense
Now available in book stores nationwide...

Two, the TARP bill, I want it repealed and I want no further funding supplied to it. We told you no, but you did it anyway. I want the remaining unfunded 95% repealed. Freeze, repeal.

Three: Czars, I want the circumvention of our checks and balances stopped immediately. Fire the czars. No more czars. Government officials answer to the process, not to the president. Stop trampling on our Constitution and honor it.

Four, cap and trade. The debate on global warming is not over. There is more to say.

Five, universal healthcare. I will not be rushed into another expensive decision. Don't you dare try to pass this in the middle of the night and then go on break. Slow down!

Six, growing government control. I want states rights and sovereignty fully restored. I want less government in my life, not more. Shrink it down. Mind your own business. You have enough to take care of with your real obligations. Why don't you start there.

Seven, ACORN. I do not want ACORN and its affiliates in charge of our 2010 census. I want them investigated. I also do not want mandatory escrow fees contributed to them every time on every real estate deal that closes. Stop the funding to ACORN and its affiliates pending impartial audits and investigations. I do not trust them with taking the census over with our taxpayer money. I don't trust them with our taxpayer money. Face up to the allegations against them and get it resolved before taxpayers get any more involved with them. If it walks like a duck and talks like a duck, hello. Stop protecting your political buddies. You work for us, the people. Investigate.

Eight, redistribution of wealth. No, no, no. I work for my money. It is mine. I have always worked for people with more money than I have because they gave me jobs. That is the only redistribution of wealth that I will support. I never got a job from a poor person. Why do you want me to hate my employers? Why ?? what do you have against shareholders making a profit?

Nine, charitable contributions. Although I never got a job from a poor person, I have helped many in need. Charity belongs in our local communities, where we know our needs best and can use our local talent and our local resources. Butt out, please. We want to do it ourselves.

Ten, corporate bailouts. Knock it off. Sink or swim like the rest of us. If there are hard times ahead, we'll be better off just getting into it and letting the strong survive. Quick and painful. Have you ever ripped off a Band?Aid? We will pull together. Great things happen in America under great hardship. Give us the chance to innovate. We cannot disappoint you more than you have disappointed us.

Eleven, transparency and accountability. How about it? No, really, how about it? Let's have it. Let's say we give the buzzwords a rest and have some straight honest talk. Please try ?? please stop manipulating and trying to appease me with clever wording. I am not the idiot you obviously take me for. Stop sneaking around and meeting in back rooms making deals with your friends. It will only be a prelude to your criminal investigation. Stop hiding things from me.

Twelve, unprecedented quick spending. Stop it now.

Take a breath. Listen to the people. Let's just slow down and get some input from some nonpoliticians on the subject. Stop making everything an emergency. Stop speed reading our bills into law. I am not an activist. I am not a community organizer. Nor am I a terrorist, a militant or a violent person. I am a parent and a grandparent. I work. I'm busy. I'm busy. I am busy, and I am tired. I thought we elected competent people to take care of the business of government so that we could work, raise our families, pay our bills, have a little recreation, complain about taxes, endure our hardships, pursue our personal goals, cut our lawn, wash our cars on the weekends and be responsible contributing members of society and teach our children to be the same all while living in the home of the free and land of the brave.

I entrusted you with upholding the Constitution. I believed in the checks and balances to keep from getting far off course. What happened? You are very far off course. Do you really think I find humor in the hiring of a speed reader to unintelligently ramble all through a bill that you signed into law without knowing what it contained? I do not. It is a mockery of the responsibility I have entrusted to you. It is a slap in the face. I am not laughing at your arrogance. Why is it that I feel as if you would not trust me to make a single decision about my own life and how I would live it but you should expect that I should trust you with the debt that you have laid on all of us and our children. We did not want the TARP bill. We said no. We would repeal it if we could. I am sure that we still cannot. There is such urgency and recklessness in all of the recent spending.

From my perspective, it seems that all of you have gone insane. I also know that I am far from alone in these feelings. Do you honestly feel that your current pursuits have merit to patriotic Americans? We want it to stop. We want to put the brakes on everything that is being rushed by us and forced upon us. We want our voice back. You have forced us to put our lives on hold to straighten out the mess that you are making. We will have to give up our vacations, our time spent with our children, any relaxation time we may have had and money we cannot afford to spend on you to bring our concerns to Washington. Our president often knows all the right buzzword is unsustainable. Well, no kidding. How many tens of thousands of dollars did the focus group cost to come up with that word? We don't want your overpriced words. Stop treating us like we're morons.

We want all of you to stop focusing on your reelection and do the job we want done, not the job you want done or the job your party wants done. You work for us and at this rate I guarantee you not for long because we are coming. We will be heard and we will be represented. You think we're so busy with our lives that we will never come for you? We are the formerly silent majority, all of us who quietly work , pay taxes, obey the law, vote, save money, keep our noses to the grindstone and we are now looking up at you. You have awakened us, the patriotic spirit so strong and so powerful that it had been sleeping too long. You have pushed us too far. Our numbers are great. They may surprise you. For every one of us who will be there, there will be hundreds more that could not come. Unlike you, we have their trust. We will represent them honestly, rest assured. They will be at the polls on voting day to usher you out of office. We have cancelled vacations. We will use our last few dollars saved. We will find the representation among us and a grassroots campaign will flourish. We didn't ask for this fight. But the gloves are coming off. We do not come in violence, but we are angry. You will represent us or you will be replaced with someone who will. There are candidates among us when hewill rise like a Phoenix from the ashes that you have made of our constitution.

Democrat, Republican, independent, libertarian. Understand this. We don't care. Political parties are meaningless to us. Patriotic Americans are willing to do right by us and our Constitution and that is all that matters to us now. We are going to fire all of you who abuse power and seek more. It is not your power. It is ours and we want it back. We entrusted you with it and you abused it. You are dishonorable. You are dishonest. As Americans we are ashamed of you. You have brought shame to us. If you are not representing the wants and needs of your constituency loudly and consistently, in spite of the objections of your party, you will be fired. Did you hear? We no longer care about your political parties. You need to be loyal to us, not to them. Because we will get you fired and they will not save you. If you do or can represent me, my issues, my views, please stand up. Make your identity known. You need to make some noise about it. Speak up. I need to know who you are. If you do not speak up, you will be herded out with the rest of the sheep and we will replace the whole damn congress if need be one by one. We are coming. Are we coming for you? Who do you represent? What do you represent? Listen. Because we are coming. We the people are coming.

About the Author

When I retired after 35 years as a mortgage banker, I thought my "working" days were finished. I was enjoying the"good" life traveling the country in my motorhome with my wife, Carolyn and Max, our Bichon. Throughout my life, I always was an MLM junkie becoming involved in at least 15 different programs achieving various levels of success. After retirement, I thought my addiction to MLM was in the past. But alas, I stumbled upon another program that really grabbed my attention, and once again I'm doing the "business". What I have this time is a unique and very marketable, non-competitive product, an upline to die for and Magnetic Sponsoring.
http://wallysweb.ws

LER100 - George Apaliski Introduction

An Exposing Discussion And Overview About » Employment Law Layoffs California

Saturday, February 6th, 2010

[mage lang="" source="flickr"]employment law layoffs california[/mage]

Central Coast Employment Lawyer Arsenal for Damages, Severance Pay and Employment in Central Coast for Job Discrimination or Retaliation

Never have there been so many tools for Central Coast employment lawyers to help people recently fired to win damages for discrimination, to seek a better severance package, including not only a longer period of pay benefits, but also other items, most important of which can be a longer period of health insurance benefits following the termination, or even to save the employee’s job.


If you’ve been fired from your job as a result of discrimination or retaliation, been harassed or the victim of a hostile work environment, or paid less than a person of the opposite sex for the same work for no other valid reason, visit our website at http://www.CaliforniaAttorneysLawyers.com and call us at any of the numbers easily found on our website.


In Central Coast and throughout California where private employers and government offices have laid off people in the hundreds and thousands, sometimes on a weekly basis there is substantial fear among those who have recently been terminated and those who are in fear that they could be next to be let go. In areas such as the Central Coast area where unemployment and foreclosures are at their highest in the state, many employees who have been discriminated against or fired in retaliation for complaints of harassment and who previously feared making any complaint, now feel they have nothing to lose.


Some employees are filing class action lawsuits based on everything from age and sex discrimination to discrimination against veterans. Individual claims are being made for overtime pay that the employees never received and retaliation for whistle blowing or reporting harassment.


One of the best tools for Central Coast employment lawyers is often the employee’s company manual and other memos of the company which often lay out glowing descriptions of how fair the company will be in their employment practices. Such manuals often describe all of the types of actions which the company claims they will not tolerate including the various forms of harassment and how the company will never take a retaliatory action against anyone blowing the whistle on harassment at the company.


Such manuals provide a powerful tool to the employee and the employment lawyer to show the company exactly how they violated not only the law, but also the company’s own employment guidelines. Faced with such violations of the principles the company itself laid down and promised to their employees, it is difficult for such companies to argue that they didn’t realize how they were supposed to respond to an employee’s reports of harassment or that they didn’t know they couldn’t fire someone for making such reports.


Employees must keep in mind that under California law, complaints alleging discrimination or retaliation must be filed with the Division of Labor Standards Enforcement in California within six months of the alleged discriminatory or retaliatory action by an employer, except in certain circumstances.


Some of the laws enforced by the Labor Commissioner in the State of California which prohibit discrimination and retaliation include discrimination or retaliation for threatening to file a complaint with the Labor Commissioner, for taking time off to serve as a juror, be a witness in court or to attend judicial proceedings related to being a victim of a crime or related to a victim, for discharging victims of domestic violence, for taking time off to seek medical or psychological treatment related to domestic violence or a sexual assault, for taking time off to go to a child’s school at the request of a teacher, for disclosing his or her wages, for engaging in political activity, for being a whistle blower (not the real whistles), for being paid less than employees of a different sex for the same work unless based on a bona fide factor other than sex, or for complaining about safety or health conditions.


For Central Coast Employment Lawyers such as myself who are also Women’s Rights Lawyers, when President Obama signed the Lilly Ledbetter Fair Pay Act of 2009 in late January, he remedied a great injustice and provided employment and women’s rights attorneys with yet another tool in our arsenal to fight for employee’s and women’s rights.


Now women in California and the rest of the nation have a law that gives them the ability to redress the wrong suffered upon them by society in allowing men to receive more money for the same work from an employer and limiting the rights of women to bring a claim for pay discrimination.


In the past, women were required to file suit within 180 days after first being paid unfairly, even if the discrimination of being paid less than male workers in the same jobs continued. And if a woman failed to discover that male workers were being paid more for the same work, a woman still could not hold her employer accountable if she didn’t learn of the unfairness and take action within 180 days of first being paid the lesser rate.


Under the Fair Pay Act of 2009 signed into law by President Obama, the statute of limitations of 180 days starts with each discriminatory paycheck, rather than when the employer starts to discriminate. So long as a woman in CA files her claim within 180 days of receiving any discriminatory paycheck, not just the first one, she is considered timely in bringing her claim.


An important aspect of the Act is that the effective date of the Act is retroactively set at May 28, 2007, which will allow it to apply to all compensation discrimination claims that have been filed on or after that date.


Women can sue for back pay awards for up to two years before she files her employment discrimination claim under Title VII of the Civil Rights Act of 1964. The Fair Pay Act of 2009 does not change the two-year back pay limit.


Under the Act, an unlawful practice occurs when a discriminatory compensation decision or other practice is adopted, when a person becomes subject to the decision or practice, or when a person is affected by the decision or practice, including each time wages, benefits or other compensation is paid.


California also has it’s own version of the Federal WARN Act which in certain circumstances requires 60 days warning before laying off workers. Under the 2003 California version of the Act, the requirement of 60 days warning applies to establishments with 75 or more employees who have been employed for at least 6 of the previous 12 months, who layoff or relocated 50 or more employees within a 30-day period. There are also various exceptions to the rule.


For the elderly employee laid off, an important ruling by the U.S. Supreme Court has given added protection to older workers. Elderly persons who file employment discrimination lawsuits no longer need to prove that an employer acted intentionally. It is enough that the employee can prove that the layoffs had a disparate effect on the elderly workers.


Layoffs of caregivers providing care to sick family members may also violate federal law.


And all of these tools are still in addition to the tools Central Coast employment lawyers have against employers who practice discrimination based on sex, religion, race, age, or sexual orientation, or who subject their workers to a workplace that constitutes a hostile environment.


Visit our website at http://www.CaliforniaAttorneysLawyers.com and call us if you have been discriminated against or are the victim of retaliation by an employer in Central Coast or if you have been receiving less pay than a person of the opposite sex for the same work by your employer for no other valid reason.


It is thus imperative that an employee being laid off who is provided with a separation agreement and release of all claims against his employer consult with an employment attorney to determine if there weren’t violations of any of these laws and others that can assist the employee and his or her attorney to negotiate a larger severance package.


If you have recently been fired, are in fear of losing your job or if you have been presented with a separation agreement or severance package and have been discriminated against, harassed or are the victim of retaliation in Central Coast by your employer, we invite you to call our office.

About the Author

Visit our website at http://www.CaliforniaAttorneysLawyers.com if you are the victim of employment discrimination, retaliation or of discriminatory compensation in California. We have the knowledge and resources to be your Central Coast Employment Lawyer and Central Coast Employment Attorney anywhere in Southern California from Central Coast to Orange County, and Los Angeles to Palm Springs and all points in between, including Irvine, Huntington Beach, Anaheim, Santa Barbara, Oceanside, Newport Beach, San Diego, Santa Ana, Riverside, Ontario and Palm Desert.

With Regards To » Employment Law Rockford Illinois

Thursday, January 28th, 2010

[mage lang="" source="flickr"]employment law rockford illinois[/mage]

Illinois Primary Election Tuesday

There are several local candidates seeking nomination in the 2010 Illinois primary election.

The primary, which also features races to select nominees for governor and U.S. Senate, will be held Feb. 2. Locally, races are shaping up for the general election in November, but some face challenges for their party’s nomination in the primary election first.

District 68
Incumbent Dave Winters, is facing off against John Cabello in the Republican primary.

Winters, of Shirland, is serving his seventh term in the Illinois House for the 68th district, in Winnebago County. The district includes all or part of Rockton, Roscoe, Loves Park, Machesney Park, South Beloit, Shirland and the northern portion of Rockford.

*
Earlier in the election year, Winters indicated he was going to run for lieutenant governor of Illinois. At that point Cabello decided to enter the race. Since then Winters has reconsidered and is running for re-election after all.

John Cabello is a 15-year veteran on the Rockford police force. He worked his way up from patrolman, now serving as a detective since 2000. He also serves as a traffic safety instructor at Rock Valley College.

Democrats Marla Jean Wilson and Paul Williams are the Democratic contenders.

Williams is currently employed as a journeyman electrician with Ballard Co. and presently serves as an elected Rockton Township trustee.

Wilson owns Advertising Specialty Creations. She began her public service by volunteering at WAVE, a domestic violence shelter, and donates her time serving on numerous boards at Rockford organizations.

District 34
State Sen. Dave Syverson, R-Rockford, is running unopposed in the Republican primary. Democrat Jennifer Cacciapaglia is running unopposed, and is a shoo-in to face him.

Syverson was elected to the Illinois State Senate in 1992. He has sponsored property tax caps, historic welfare reform and the State of Illinois’ children’s health insurance program. A new law co-sponsored by Syverson will help courtrooms in Winnebago and Boone counties cope with their burgeoning caseloads. Senate Bill 1938, which took effect on July 30, creates an additional associate judge for Winnebago County, as well as a new circuit judge for Boone County,

Jennifer Cacciapaglia, is a city attorney for Rockford focusing on code enforcement. She is responsible for implementation of the Weed and Seed Project in the City of Rockford and advises the Rockford Police Department and Neighborhood Standards Division in regard to problem properties,

District 16
Republican Congressman Don Manzullo was first elected in 1992 to serve the people of the 16th Congressional District of Illinois, which includes the counties of Winnebago, Boone, Stephenson, JoDavies, Ogle, Carroll, the majority of McHenry County and parts of DeKalb and Whiteside counties.

About the Author

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Illinois Health Insurance
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A Quick Summation About » Massachusetts Employment Law Layoffs

Saturday, December 26th, 2009

[mage lang="" source="flickr"]massachusetts employment law layoffs[/mage]

Lyons & Wolivar, Inc. (l&w Investigations) Puts Up the Numbers, Posts Record Third Quarter Results

WESTBOROUGH, MASSACHUSETTS...

 

The strong third quarter results were buoyed by another “best ever” record month for L&W in September with an increase in cases billed up 73 percent over September of 2007. In fact, September 2008 marked the ninth straight month in which L&W has recorded its best month ever. Overall in 2008, L&W is up 44 percent over its 2007 billings through three quarters of last year.

 

“L&W has continued to grow its case billings month after month, showing that even in the midst of stock market turmoil and company layoffs, our business couldn’t be stronger,” said Neal Lyons, chairman and CEO of L&W Investigations.

 

L&W Investigations works exclusively on workers compensation, disability, liability, auto and property claims. With its network of investigations territories across the U.S. and Canada, Puerto Rico and the Hawaiian Islands, L&W boasts a client roster of more than 135 clients, ranging from insurance companies to third-party administrators, self-insured companies to law firms and municipalities. This list includes:

 

?        USAir

?        Ameriprise Home and Auto

?        Pep Boys Automotive

?        Cummins Diesel

?        Gallagher Bassett

?        AIG

?        Travelers

?        Esurance

?        CMI

?        Hanover

?        Aflac

 

L&W employs seasoned investigators who specialize in investigating insurance cases (or claims). All L&W investigators go through extensive training and have access to the most state-of-the-art surveillance equipment. L&W’s service offerings include: surveillance; statements; activity/disability checks; asset/background investigations; and medical audits/clinic inspections.

 

For more information on L&W Investigations, Inc, you can call their corporate offices at (508) 616-9370 or visit the Web site at www.lwinvestigations.com.

 

Not your everyday investigations firm

L&W Investigations, Inc. specializes in insurance claims. In addition to nationwide coverage, L&W investigators are highly trained specialists equipped with state-of-the-art surveillance technologies and other advanced systems to provide second-to-none results and service. That includes online case status reports, video delivery by digital download or CD, DVD or VHS tape, rush services at no extra charge and much more.

 

L&W Investigations territories are located across the U.S. and the Hawaiian Islands as well as in Canada and Puerto Rico.

 

For additional information, visit the Web site at www.lwinvestigations.com or contact L&W’s corporate headquarters located in Westborough, Massachusetts, at (508) 616-9370.

 

About the Author

A Simple Synopsis Related To » Employment Law Louisiana

Tuesday, December 22nd, 2009

[mage lang="" source="flickr"]employment law louisiana[/mage]
what is the Louisiana Employment Security Law?

The "Louisiana Employment Security Law" provides for unemployment compensation. All employers who paid $1,500 in wages during any quarter in the current or preceding year or employed at least one person, full time or part time, during twenty calendar weeks are covered. Covered employers must make contributions to the Louisiana Unemployment Trust Fund, from which eligible persons' benefits are drawn.

To qualify for unemployment benefits, a claimant must not be unemployed due to his or her "misconduct." Misconduct is based on the specific facts of each case, but has been found to include:
1. Refusing to follow a supervisor's direct orders;
2. Repeated tardiness;
3. Directing profane language at a supervisor;
4. Repeated absenteeism without notice or without good reason;
5. Leaving one's area of responsibility without first obtaining permission;
6. Deliverately violating an employer's reasonable rules of employment;
7. Refusing to submit to a drug test in accordance with company policy;
8. Working while under the influence of drugs or alcohol;
9. sleeping on the job; and
10. Theft of company property.

Additionally, a claimant must be able to work, available to work, conducting an active search for work, and unemployed for a waiting period of one week. In addition to misconduct, other reasons for disqualification from receiving unemployment compensation benefits include, but are not limited to:
1. Leaving a job without "good cause";
2. Failing to apply for or accept suitable work;
3. Failing to report to work because of involvement in a labor dispute;
4. Receiving or seeking unemployment benefits in another state;
5. Receiving vacation pay, holiday pay, severance pay, bonuses, wages in lieu of notice, payments under Workers' Compensation, or payment under a retirement or pension plan;
6. Fraudulently seeking or receiving benefits to which the employee is not entitled;
7. Being discharged for using illegal drugs. To use drug test results as evidence, employers must maintain a written drug testing policy, and the guidelines outlined in the section of this information dealing with drug testing must be followed.

While an employuer is not charged directly for the unemployment compensation benefits paid to its employees, the employer must contribute to the Unemployment Trust Fund at a predetermined rate based on experience. In other words, an employer with a high number of employees who are awarded unemployment benefits will finds its "experience rating" and consequently its contribution to the trust fund, increased the following year.

It is therefore in your best interest to ensure that employees who were terminated for misconduct are denied unemployment compensation benefits. This includes contesting an initial determination of benefits and appearing before an appeals referee to present the facts concerning the termination of employment.

Whoever knowingly makes a false statement to the unemployment agency in order to obtain or increase payments, or to avoid to reduce any contributions will be fined up to $1,000 or imprisoned up to ninety days, or both. Further, officers and directors having the responsibility of remitting contributions can be held personally liable for the total amount of the contributions not collected together with any interest, penalties, and fees accruing theron.

Tulane: Rebuilding After Katrina - Human Rights, Labor & Law

A Small Summary About » Employment Law Articles 2005 In Addition To Comparable Studies

Saturday, December 19th, 2009

employment law articles 2005

The Development Of Peterborough Law Firm Hegarty LLP From 1974 To Date

In February 1968 the Peterborough Development Corporation was established with a task to provide homes, work and a full range of urban facilities and services for an extra 70,000 people drawn mainly at that time from the Greater London Area. Richard Hegarty was born in nearby Stamford and went to Stamford School and even as a sixth-former saw the potential for legal work in the greater Peterborough area. Whilst at Leicester University studying law he saw the beginnings of the new Peterborough being built with new roads and houses and industrial developments beginning to make an impact on the Peterborough skyline.


Richard Hegarty graduated from Leicester University in 1972 and commenced his articles with a firm of solicitors in Leicester, Harding & Barnett, and then subsequently Gardner & Millhouse. He firmed up an intention to set up in practice in Peterborough in the early part of 1973. Richard's father was the managing clerk of a firm of solicitors in Stamford, Kelham & Sons, and had vast experience in conveyancing and probate matters over a 40 year period. He was due to retire at the end of 1974 and Richard and his father agreed to set up in practice in Peterborough. Mr Hegarty senior brought not only a vast experience but also many very useful contacts in the Peterborough area. The firm opened its doors on 15th October 1974 in premises at 16 Lincoln Road, Peterborough. Richard's mother was the receptionist and typist. The offices consisted of two rooms and a cubby-hole which was a makeshift reception. Peterborough had not seen a new firm of solicitors for some time, but the timing could not have been better with a substantial increase in the number of new homes being built in Peterborough and an influx of new residents. In the early days Richard would do criminal, family and conveyancing work, but it soon became apparent that the firm would have to expand to cope with the substantial volume of work that was coming to the firm. Mr Hegarty senior retired from Kelham & Sons in December 1974 and initially was going to work part-time in Peterborough. The work load was such that it was immediately obvious that he would need to work on a full-time basis and this he did until he died in harness in August 1983.


The firm continued to thrive on the back of the expansion of Peterborough, and in October 1977 Tim Thompson joined and became a partner shortly after qualifying in 1979.


Hegarty & Co opened a branch office in Stamford in December 1979 in Maiden Lane. These premises soon proved to be too small for the volume of work that came into the Stamford office and in 1984 the firm purchased premises at 10 Ironmonger Street and redeveloped them into modern offices. The Stamford office continues to practice to this day from those premises.


The expansion of the Peterborough office continued at a pace and in 1984 the whole of 16 Lincoln Road was purchased and redeveloped into offices. Martin Bloom joined the firm as in 1980 and the practice continued to expand the areas of law which it was involved in.


In the mid-1980's it was decided that each solicitor would no longer handle a broad range of legal matters but should specialize, and so separate departments for property, crime, litigation and family were created. Although such specialization in firms of solicitors is now taken for granted, at this time it was very much a new phenomena for provincial firms.


Towards the end of the 1980's it became apparent that the firm would have to move into new offices to be able to cope with the increase in the numbers of staff and the onset of new technology. A site in Broadway was earmarked for development and the partners purchased the site and built offices which they still own today.


Richard Hegarty was elected to the Council of the Law Society in 1989 to represent solicitors in Cambridgeshire and Bedfordshire. He spent a total of 16 years on the Law Society Council during which time he held a number of senior posts. In the early 1990's he lectured extensively in practice development and was instrumental in a number of projects at the Law Society which were designed to improve the quality of legal services provided by solicitors. The most notable of these were the creation of the "practice management standards" which Richard helped to write in the early 1990's. Richard saw the importance of improving the quality of legal services that solicitors provided and how important the use of systems was going to be in the 1990's and beyond. Practice management standards developed into the accreditation mark Lexel which is now the accepted standard for quality firms in England and Wales. Hegarty & Co were one of the first firms to obtain accreditation to BS5750 which is now the ISO 9001 standard. This accreditation they retain today together with the Law Society Lexel standard.


Although he retired from the Law Society Council in 2005 Richard still serves on the Compliance Committee of the Solicitors Regulation Authority and is a member of the Law Society's Lexel assessment panel.


As the firm developed, the partnership increased and Matthew Sidebottom was made a partner in 1990 four years after joining the firm.


In 2003 Kally Singh, who had completed his training with the firm, became a partner and Hugh Nicholls, who had been at a major City of London practice for 17 years joined as a partner.


On 1st May 2006 the firm became a limited liability partnership with the name of Hegarty LLP. The same year saw the appointment of three new partners Andrew Heeler, Greg Baker and Sean Rowcliffe increasing the number of partners to it's current total of nine.


Richard Hegarty says, "Today Hegarty LLP is recognised a major regional firm employing almost 70 staff, and provides a broad range of legal expertise.It is pleasing to have helped with that vision of Peterborough back in 1968 and help in a small way acheive is goals"

About the Author


Richard Hegarty
  founded the firm of Hegarty LLP in Peterborough 1974. He is the Senior and Administrative Partner and deals with company commercial matters. Visit his site at www.hegarty.co.uk

Countering Hate Speech with Social Responsibility, Asma T. Uddin-Rumi Forum

The Truth Of The Matter As It Relates To » Employment Law Qatar

Monday, December 14th, 2009

[mage lang="" source="flickr"]employment law qatar[/mage]
How highly would an Oxford Law degree be seen with regards to employment prospects in the Middle East?

I will soon complete a law degree at Oxford and then have plans to seek employment in the Middle East. I already have much family in the region as i am half Lebanese...many of whom work in Qatar and dubai and other small emirates. What employment prospects would i get in such gulf countries with my degree and would it be regarded very hgihly? I have heard that degrees speak volumes in the middle east, and was wondering if anybody had any insights to add. Are the salaries much greater for jobs such as lawyer or investment bankers? I do understand that much of the finaical benefit is felt due to the absence of income tax but what are the differentials in salary? I am just curious about whether to remain in England and search for a job or move out.. I also love the culture and feel it would be a great experience. If it helps, my potential career will almost certainly be either lawyer or investment banker. Thoughts/experiences would be appreciated. Many thanks, Steve

Have a look on www.emiratesvillage.com
You can talk directly to employers and also list your details so the employers can contact you.
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A Quick World-Wide-Web Conclusion Of » Latest Employment Law Legislation Together With Similar Studies

Thursday, December 10th, 2009

latest employment law legislation

VPI - Quality Monitoring Solutions: Managing The New Compliance Laws With The Latest Technologies

Quality monitoring solutions are essential for recording agent-customer interactions and associated telephony and screen data. However, in this new age of cyber crime and identity theft, the inevitable emergence of strict regulations to help protect sensitive customer data has resulted in many organizations being forced to scramble to update or replace their existing quality monitoring solutions in order to adhere to the latest legislative guidelines.

The Payment Card Industry (PCI) DSS is a set of comprehensive requirements for enhancing payment account data security developed to help facilitate the broad adoption of consistent data security measures on a global basis. VPI, an active PCI Security Alliance member, supports PCI Compliance guidelines by employing advanced desktop screen analytics monitoring technology. PCI compliance guidelines state that organizations must protect customer sensitive data from unauthorized users. As long as this protection is guaranteed, recording of customer interactions via quality monitoring solutions – even those that contain sensitive data – is permitted. VPI gives organizations the ability to continue to record all calls (audio and screen if desired) while providing management of security at a user-level, with limitation of access to sensitive PCI data - enhanced by roles-based security using end-to-end data encryption, file watermarking and detailed audit trail reporting. VPI employs an intelligent screen analytics tool that monitors the events when agents enter specific screens, or specific data fields within their screens. These events automatically trigger VPI to mark the area in the interaction where customer-sensitive data is being discussed, and categorizes the call accordingly.

During call playback, the VPI quality monitoring solution has the ability to prevent any non-authorized users from accessing sensitive PCI data. This way, managers and supervisors with rights to access the sensitive information, can listen to and assess the calls. This advanced method allows for the protection of both, the customer, and the organization that deals with the customer. For example, if a case arises where authorized users need to play the recorded interaction in its entirety, that option remains. Consider the case of where a customer claim is made that a company billed the wrong credit card number. In a dispute, how would the company defend that the credit card transaction was indeed processed based on the number provided and authorized by the customer and was not mistaken by the agent? By keeping the recording of the entire interaction and making sensitive portions accessible only to authorized personnel (i.e. in house counsel), a company can now comply with PCI rules and still have access to important interaction information for prompt dispute resolution to ensure liability protection.

In addition offering highly advanced screen analytics capabilities, VPI quality monitoring solutions provide built-in end-to-end data encryption and key management, file watermarking, and detailed audit log reporting. Cost-effective and very affordable, VPI solutions enable organizations to gain a lasting advantage – with open standards and service oriented architecture, the VPI quality monitoring solution has the flexibility to grow and evolve in order to adapt to your changing environment. VPI customers benefit from unsurpassed versatility and ROI as the unified platform supports virtually any PBX – digital or analog, TDM or VoIP, individually or blended – with a unified interface and industry standard file formats.

About the Author

VPI is a leading provider and innovator of interactions recording, quality monitoring and management, workforce optimization solutions for businesses and government organizations worldwide. For more information, please visit www.VPI-corp.com.

Chris Buttars and Christine Johnson to Co-Sponsor Utah Gay Rights Bill?

Regarding » California Employment Law Applicants

Saturday, December 5th, 2009

[mage lang="" source="flickr"]california employment law applicants[/mage]
Can I deny employment to someone with violent misdemeanors?

Our application only asks if the applicant has been convicted of a felony. I ran a check on an applicant and a bunch of misdemeanors popped up. The most serious was in 2005 but was dismissed and charged with a lesser crime and found guilty. Does anyone know the law? Would it be considered discrimination since we don't ask the question about misdemeanors? Is there a time frame we have to consider? California specific.

Thanks.

Are there other applicants that are better suited for the position? I think that would solve the problem. As for the law - check with your state's labor board - you should have all that information on hand anyway so you know your rights as well as your employees rights. Don't you have a Human Resources Dept? If not then you are it and you better educate yourself.

Sherry E. Grant "America's Premier Lawyer"

A Brief Summation With Regards To » Employment Law Disciplinary Hearings Together With Comparable Analyses

Thursday, December 3rd, 2009

[mage lang="" source="flickr"]employment law disciplinary hearings[/mage]
New Laws Effective January 1, 2010
The following legislation will take effect beginning Jan. 1, 2010.
CBS NEWS - 2010, H1N1 FORCED VACINE MANDATED ON AMERCIANS

A Quick Summation Relating To » Employment Law Arbitrator As Well As Other Research

Sunday, November 15th, 2009

[mage lang="" source="flickr"]employment law arbitrator[/mage]

Knowing more information about Employment Law Sacramento

consumers should know that Sacramento is a name of place and deals with the area clients having employment issues known as Employment Law Sacramento. In Sacramento, like anywhere else, employment plays a major role in consumer’s lives. Consumers should know that employment is a vital part of society and Sacramento labor laws equalize the bargaining power between employer and employees in order to maintain a balance and satisfying environment for society, which is the main base of Employment Law Sacramento. By the prescence of Employment Law Sacramento, now California business owners should not have to worry about employee claims or lawsuits, as the law will see the both aspects of the cases.  Now consumers are quite aware of their rights and Employment Law Sacramento plays an important role in dealing with employees cases arising in day to day life.

Today many lawyers dealing with many rights such as Employment Law Sacramento, Civil Rights Violations, Elder Abuse related to working professionals. While dealing with employment law sacramento it is important to have right legal representation. Not only this  attorney should be filled with the knowledge, experience and resources in order to help to achieve a favorable settlement or verdict related to Employment Law Sacramento . Experienced attorney has been representing clients throughout the Sacramento area for more than 35 years, focussing on clients affected by employment law issues, civil rights violations and elder abuse which are all parts of Employment Law Sacramento.  The  Employment Law Sacramento helps the employees of varied professionals especially residing in  Sacramento indirectly protecting their rights.

Whether the employee is from business start-ups, mergers and acquisitions to complex litigation, the main goal of Employment Law Sacramento  is to reduce the client’s stress and to resolve disputes as quickly and economically as possible. The Employment Law Sacramento  has provided quality service in a variety of legal areas throughout Northern and Central California from Eureka to Santa Barbara. Whether consumer faces a jury trial, arbitration or administrative proceedings, the team of highly-skilled attorneys of Employment Law Sacramento will be beside cosnumer's every step of the way. Not only this the Employment Law Sacramento also provide full service Winery and Vineyard Law, Hospitality Industry, Intellectual Property and Entertainment Law. Consumers can visit various sites to more in detail about the Employment Law Sacramento in order to know their issues more deeply and come out with resolutions.

The Employment Law Sacramento  has provided quality service in a variety of legal areas throughout Northern and Central California from Eureka to Santa Barbara. Whether consumer faces a jury trial, arbitration or administrative proceedings, the team of highly-skilled attorneys of Employment Law Sacramento will be beside cosnumer's every step of the way. Not only this the Employment Law Sacramento also provide full service Winery and Vineyard Law, Hospitality Industry, Intellectual Property and Entertainment Law. Consumers can visit various sites to more in detail about the Employment Law Sacramento in order to know their issues more deeply and come out with resolutions.Today many lawyers dealing with many rights such as Employment Law Sacramento, Civil Rights Violations, Elder Abuse related to working professionals. While dealing with employment law sacramento it is important to have right legal representation. Not only this  attorney should be filled with the knowledge, experience and resources in order to help to achieve a favorable settlement or verdict related to Employment Law Sacramento . Experienced attorney has been representing clients throughout the Sacramento area for more than 35 years, focussing on clients affected by employment law issues, civil rights violations and elder abuse which are all parts of Employment Law Sacramento.  The  Employment Law Sacramento helps the employees of varied professionals especially residing in  Sacramento indirectly protecting their rights.Consumers should know that employment is a vital part of society and Sacramento labor laws equalize the bargaining power between employer and employees in order to maintain a balance and satisfying environment for society, which is the main base of Employment Law Sacramento. By the prescence of Employment Law Sacramento, now California business owners should not have to worry about employee claims or lawsuits, as the law will see the both aspects of the cases.  Now consumers are quite aware of their rights and Employment Law Sacramento plays an important role in dealing with employees cases arising in day to day life.

About the Author

To read about Business Litigation Sacramento and other information, visit the Employment Law Sacramento site.

Employment Law: 2009, 2010 and Beyond! (Part 3: Arbitration)

A Quick Synopsis About » Best Employment Law Law Schools

Tuesday, October 27th, 2009

best employment law law schools

The United States Constitutional Requirements Of Due Process Applied To The Public Employment Relationship Of School Personnel In Texas

The United States Constitutional Requirements of Due Process Applied to the Public Employment Relationship of School Personnel in Texas

 

Barbara A. Thompson, M.S.

PhD Student in Educational Leadership

College of Education

Prairie View A&M University

Administrative Assistant

College of Engineering Graduate Affairs and Research

 

William Allan Kritsonis, Ph.D.

Professor and Faculty Mentor

PhD Program in Educational Leadership

Prairie View A&M University

Member of the Texas A&M University System

Visiting Lecturer (2005)

Oxford Round Table

University of Oxford, Oxford England

Distinguished Alumnus (2004)

Central Washington University

College of Education and Professional 

ABSTRACT

 Most of the legal disputes arise out of the employment of public school personnel.  Laws that affect the employment relationship, the constitutional concept of due process of law, different employment arrangements available to public schools in Texas, the hiring and firing process, and the legal issues that arise in these contexts are examined.

  

 

Introduction

The United States (U.S.) Constitution applies to the public employment relationship (Walsh, Kemerer & Maniotis, 2005).  This fact distinguishes public employment from private employment.  The due process of the Fourteenth Amendment is not invoked in the private sector and it is not a guarantee against incorrect or poor advisement.  According to the U.S. Constitutional requirement of the due process clause, states must afford certain procedures before depriving individuals of certain interests.   Laws and legal proceedings must be fair.  When a person is treated unfairly by the government, including the courts, he is said to have been deprived of or denied due process.  (The Lectric Law Library's Lexicon on Due Process, n.d.).  The focus is on deprivation of liberty or property.  Certain procedures are considered due process and certain interests are life, liberty, or property.  The Supreme Court requires individuals to show that the interest in question is either their life, their liberty, or their property.  If the interests are not in either of these categories, life, liberty or property, no matter how important it is, it doesn't qualify for constitutional protection.  The U.S. Constitution only restricts governmental action.

Rights can be regulated or taken away altogether if due process of law is provided (Walsh, Kemerer & Maniotis, 2005).  The due process clause serves to the use of fair procedures, more accurate results that would prevent the wrongful deprivation of interests.  Due process provides individuals the opportunity to be heard from their point of view.  This allows the individual to feel that the government has treated them fairly.  The due process clause is essentially a guarantee of basic fairness by giving proper notice, providing an opportunity to be heard at a meaningful time in a meaningful way or a decision supported by substantial evidence.  The more important the individual right in question is, the more process that must be afforded (Exploring Constitutional Conflicts, 2009).

 


The Purpose of the Article

The purpose of this article is to focus on the constitutional concept of due process of law, different employment arrangements available to public schools in Texas, the hiring and firing process and the legal issues that arise in these areas.

The Constitutional Concept of Due Process

            In any personnel decision, the question is whether the employee was deprived of any property or liberty with the constitutional guarantee of due process of law.  The 1972 U.S. Supreme Court case of Board of Regents v. Roth, ruled that teachers are protected under the 14th amendment property right of continued employment if the state law gives them a legitimate claim of entitlement to it (Walsh, Kemerer & Maniotis, 2005).  Before any process is due, there must be state action and a significant, more sudden and dramatic deprivation of life, liberty or property.  For example,

            The federal court is not the appropriate forum in which to review the multitude of

personnel decisions that are made daily by public agencies.  We must accept the harsh fact that numerous individual mistakes are inevitable in the day to day administration of our affairs.  The United States Constitution cannot feasibly be construed to require federal judicial review for every such error.  In the absence of any claim that the public employer was motivated by a desire to curtail or to penalize the exercise of an employee's constitutionally protected rights we presume that official action was regular and, if erroneous, can best be corrected in other ways.  The Due Process Clause of the Fourteenth Amendment is not a guarantee against incorrect or ill-advised personnel decisions.  (Russell v. El Paso I.S.D., 1976, p. 565.)

When the government deprives an individual of life, liberty or property, the due process clause is invoked.  A property right protected by the Fourteenth Amendment may not be taken away without providing a person with due process (Walsh, Kemerer & Maniotis, 2005).  Governmental action is restricted by the U.S. Constitution.  In the private section, the due process clause is not invoked.  Due process is not an absolute.  It varies according to the deprivation of property.

            When a person accepts a position with a school district on an at-will basis, he or she has no property right in the job (Walsh, Kemerer & Maniotis, 2005).  There is an at-will employee contract that incorporates an at-will relationship.  If the at-will employee points to the employee's policies and procedures manual as reasons not to be fired, no process is due.  The at-will employee has a contact where the at-will relationship is stated and each party is free to end the employment relationship without notice, hearing or good cause (Walsh, Kemerer & Maniotis, 2005).  There is no property right in the job, therefore no process is due.  If the employee's contract is not renewed and the contract has run its full course, there is no process due.  If the contract is not renewed and there is another year on the contract, then due process is invoked.  The employee who has a contract is entitled to due process.  

Due process for a terminated employee includes giving timely notice of why the termination is occurring, a fair hearing so that the employee can defend himself, names and the nature of the testimony of witnesses against the employee must be available, and sufficient evidence to establish a good cause for dismissal must be presented (Walsh, Kemerer & Maniotis, 2005).  The employee can be on the job for thirty years or the employee can be a one year probationary teacher.  If the contract was terminated before the stated expiration date, the property right of the individual is in question and due process is invoked.  Texas employees are allowed an independent hearing.  Any decision to terminate a contract comes back to the school Board before it is final.  The employee must produce clear evidence if they charge the Board with partiality.

            The liberty right of the individual addressed in the Fourteenth Amendment suggests that the parent has a right to select a non-public school, the right to privacy and the right to a good reputation.  In the 1972 Supreme Court case Wisconsin v. Constantineau (p.437), the employee stated the government put his name, honor and reputation at state, therefore a notice and an opportunity to be heard was essential.  Stigmatizing statements create a right to a name clearing hearing only if they arise in conjunction with termination or non-renewal of employment as in the Siegert v. Gilley, 1991 court case.  If the employee publicized the defamatory remarks, due process is not invoked.  There is no right to a name clearing hearing.  In Burris v. Willis I.S.D., 1983, a teacher claimed that when a board official read a letter about him at an open board meeting and in so doing, it violated his constitutional rights by depriving him of a liberty right to a good reputation.  The teacher's claim was rejected because the file was kept confidential. 

Employment Arrangements, Contracts and Legal Recourse

            There are six types of employees within the public school (Walsh, Kemerer & Maniotis, 2005).  They are at-will employees, non-chapter 21 contract employees, probationary contract employees, term contract employees, continuing contract employees and third-party independent contract employees.  Legal issues arise within each area when the relationship is ended. 

At Will Contracts

The at-will employee has a contact where the at-will relationship is stated and each party is free to end the employment relationship without notice, hearing or good cause.  This employee can be terminated for good reasons, bad reasons, or ‘no reason at all'.  ‘No reason at all' refers to a reason based on a bad reason that violates state or federal law.  If the decision is a wrongful discharge and the employer violated state or federal law, the employee can sue (Walsh, Kemerer & Maniotis, 2005).  The at-will relationship is the norm in the private sector.  For example, an employee in at at-will relationship in the private sector can be described as an employee working for 30 years and quit his or her job tomorrow.  Also, an employee can go into work the next day and be fired (Walsh, Kemerer & Maniotis, 2005).   The terminated at-will employee can file suit alleging his discharge was due to retaliation for his exercise of his constitutional rights when he or she blew the whistle on wrongdoing.  The terminated employee can also file discrimination based on race, sex, religion, age, national origin, or disability if it can be proven.

Chapter 21 and Non Chapter 21 Contracts

Teachers certified under chapter 21 of the Education code must have a contract.  Chapter 21 employees include the classroom teacher, librarian, nurse or counselor, which means a probationary, term or continuing contract.  Section 21:201 describes a teacher under term contract law as a supervisor, classroom teacher, counselor or other full-time professional who must be certified under Subchapter B or a nurse.  Non-chapter 21 employees do not need a contract and do not require certification.  They are not subject to an independent hearing system or statutory non-renewal process.  Positions such as business manager, director of transportation, director of construction and facilities or director of maintenance do not require certification.   If there is a written employment contract, and the employee alleges the district violated the contract and meant him monetary harm, the employee can appeal to the commissioner pursuant to TEC § 7.107.

Probationary Contracts

            Probationary contracts are for those teachers who have never taught before or who have not been employed for two consecutive years subsequent to August 28, 1967. (TEC § 21.102.  The probationary period can be as long as 3 years except for experienced educators with previous employment in public school for 5 of the 8 preceding years.  The probationary teacher will serve under a 3 consecutive one-year probationary contracts.  Probationary periods can be for a semester when the school year falls in the middle of the year.  A probationary teacher can resign without penalty up to forty-five days before the first day of instruction.  If school starts in mid-August, the teacher must resign before July 1 or suffer sanctions imposed by the State Board of Educator Certification.  A probationary contract can be non-renewed by the board even if the superintendent recommended that it be renewed (Berry v. Kemp I.S.D.).

Term Contracts

            After the probationary period, the teacher must receive either a continuing or a term contract (Walsh, Kemerer & Maniotis, 2005).  The length of the contract and the process for renewal, nonrenewal, or termination determines which contract to offer.   A classroom teacher, superintendent, principal, supervisor, counselor or other full-time professional employee who holds a certification or a nurse may be offered a term contract.  A term contract has a beginning date and an end date and is any probationary Chapter 21 contract for a fixed term that can be as long as 5 school years.  As the end date approaches, some action must be taken.  The resignation date for a term employee is 45 days prior to the first day of instruction which is the same for probationary employees (Walsh, Kemerer & Maniotis, 2005).  A term teacher contract can be renewed by the school, non-renewed or terminated.  Termination refers to the action of the district to end the contract prior to its normal expiration date.  The teacher is deprived of property interest and good cause, thus due process is required. 

A non-renewal of contract refers to the school district letting the contract expire.  The employee is permitted to fulfill the terms of the contract and no new contract is offered.  If there is a multi-year contract, the district extends the contract each year or if the contract is not extended in the 2nd year, it is still valid for that year.  The contract is non-renewed.  A term contract teacher is entitled to a hearing prior to nonrenewal.  Once the teacher receives notice, a hearing can be scheduled within 15 days with the board or an independent hearing system that is closed to the public, unless the teacher requests an open hearing.  A term contract teacher can be suspended, but not beyond the school year, without pay for good cause as determined by the school board.  The teacher is entitled to request an independent hearing or the district can suspend the teacher with pay and non-renew the contract at the end of its term.  The district must give notice of a proposed non-renewal to the teacher 45 calendar days before the last day of instruction.  If the 45 days are not adhered to, the contract is automatically renewed.  Complaints of procedural irregularities in the appraisal process cannot be resurrected at the contract non-renewal process (Walsh, Kemerer & Maniotis, 2005).

When the superintendent contract is up for non-renewal, reasonable notice of the reason for the proposed non-renewal must be given before the 30th day of the last day of the contract term.   In contrast, the teacher term contract does not require reasonable notice of the reason for the proposed non-renewal.

Continuing Contracts

            A continuing contract is issued to a classroom teacher, superintendent, principal, supervisor, counselor or other full-time professional employee who was eligible for a continuing contract.  The contract rolls over form one year to the next year without the necessity of board action.  Non-renewal does not apply to continuing contracts.  A former administrator, who moves into a teaching position and teaches children, can be issued a continuing contract.  There is no specific length of time for continuing contract.  The contract remains in effect until the teacher resigns, retires, is terminated, or is returned to probationary status.   The continuing contract teacher can be terminated according to the independent hearing system, at any time for good cause (failure to meet the standards of conduct for the profession as generally recognized and applied in similarly situated school districts in the state) as determined by the board of trustees (TEC §21.156).   Instead of discharge, a school can suspend a continuing teacher contract with notice, entitlement to an independent hearing, and without pay for a period of time not to exceed the current school year.  The continuing teacher contract can return to a probationary status, provided the teacher consents to the move (Walsh, Kemerer & Maniotis, 2005).


Third-Party Independent Contracts

            Full vested educators in the Texas Teacher Retirement system (TRS) could retire, begin drawing benefits, and them go to work at a salary equivalent to or better than what they had been making.  School Boards could begin hiring teachers and not be burdened with having to treat them as employees.   The teachers would keep their benefits under TRS (Att'y Gen. Op. GA-0018, 2003).  If a school principal was dissatisfied with a teacher, he would call and ask for a different teacher.  The school district did not employ the teacher and there was no contract and no legal requirements to end the relationship.

The Hiring and Firing Process

            In 1992, the legislature created State Board for Educator Certification (SBEC), a 14 member board, as the key entity to oversee and regulate all aspects of the certification, continuing education, and standards of conduct of public school educators.   SBEC has power to adopt rules for out of state educators, certification, requirements for renewal of certificates, and disciplinary procedures for suspension and revoking a certificate as well as approval and continuing accountability of such programs (Walsh, Kemerer & Maniotis, 2005).  The board must annually review the accreditation status of each educator preparation program.  An advisory committee has to be appointed by SBEC for each class of educator certificates.  These rules must be submitted and reviewed by the State Board of Education and can be rejected by SBOE by a 2/3 vote.  A public school district can hire certified and licensed employees.  Certified employees are teachers, teacher interns, teacher trainees, librarians, educational aids, administrators, and counselors.  Licensed employees are audiologists, occupational therapists, physical therapists, physicians, nurses, school psychologists, associate school psychologists, social workers, and speech pathologists (Walsh, Kemerer & Maniotis, 2005).

            Texas public school districts are governed by the same laws that prohibit discrimination laws based on race, sex, religion, age, national origin, sexual harassment, and disabilities.  Nondiscrimination laws apply to all employees regardless of the contract and have implications for the hiring process.  Those involved in the hiring process need specific training (Walsh, Kemerer & Maniotis, 2005). 

            School districts are not required to advertise or post vacancies in their school.  Advertising is a choice the school makes so that they can defend themselves against discrimination.  The school board adopts policies regarding the employment and duties of personnel.  The superintendent has sole authority to make recommendations to the board regarding the selection of all personnel and must be in the loop in hiring people.  The principal does not hire staff, but must approve each teacher, reassignment, or staff appointment to the principal's campus except for necessary teacher transfers due to enrollment shifts (11.202; Att'y Gen. Op. DM-27, 1991).  In this regard, the superintendent has final placement authority for a teacher.   SBEC must obtain criminal history on all certified educators.  Background checks are not required by each school district except on contracted bus drivers of transportation services.  If the bus driver has been convicted of a felony or misdemeanor involving moral turpitude, the bus drive may drive the bus only with the school's permission.  If an applicant lies on an application about the felony or misdemeanor involving moral turpitude, the applicant must be terminated (TEC 22.085).  "Moral turpitude is a legal concept in the United States that refers to "conduct that is considered contrary to community standards of justice, honesty or good morals" (Moral turpitude, 2009).  If an applicant has a clean record when hired, and is convicted of an offense while working for the district, a report must be made within seven calendar days by the superintendent or chief executive (19 TAC 249.14)

Concluding Remarks

In conclusion, school districts employ many people and must comply with many federal and state mandates.  The relationship between employees in the public schools is determined by constitutional restrictions and statutory provisions in the Education Code and other legislation.  Regardless of the type of contract used by a school district, contract with teachers must be in writing.  Verbal commitments from school administrators may not be legally binding.  Terms of the contract must be approved by the school board.  According to Walsh, Kemerer & Maniotis (2008), the knowledge of the basics of the law should move from the central office to each campus.   The director of personnel for the district should be an expert and have full of the United States constitutional requirements of due process applied to the public employment relationship of school personnel in Texas.

 

 

References

Att'y Gen Op DM-27, 1991

Berry v Kemp I.S.D., Dkt. No. 103-R10-600 Comm'r Educ. 2001):  158-159

Burris v Willis I.S.D., 713 F.2d 1087 (5th Cir. 1983):  131, 236

Linder, D. (2009).  Exploring constitutional conflicts.  Retrieved November 1, 2009 from

http://www.law.umkc.edu/faculty/projects/ftrials/conlaw/home.html

19 TAC 249.14

Russell v El Pas I.S.D., 539 F.2d 563 (5th Cir. 1976):  128

Siegert v Gilley, 500 U.S. 226 (1991):  131

TEC 21:201

TEC 7.107

TEC 21.102

TEC 11.202

TEC 22.085

The Letric Law (2009).  Moral turpitude.  Retrieved November 18, 2009 from

http://www.lectlaw.com/def/d080.htm

Walsh, J, Kemerer, F., & Maniotis, L. (2008).  The educator's guide to Texas school law. 

6th ed.  University of Texas Press:  Austin, Texas.

Wisconsin v Constantineau, 400 U.S. 433 (1971):  130, 327

About the Author

Dr. Kritsonis Recognized as Distinguished Alumnus In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of "America's Best Colleges."

Albany Law School, Law School Albany NY - Launch Your Law Career

About » Employment Law Application

Tuesday, September 29th, 2009

employment law application
Help required for an appeal under rule 3(10) APPLICATION at the employment appeal tribunal?

solisitor ,lawyer,union rep,I have tryed the phone book ,and law society enquirey line,and was unable to find any one to help .

have you looked at the gov website. that should help

BSL: Your rights at work - Getting a job - 11 - The law: application forms

A Simple Online Synopsis Of » Employment Law Disciplinary Meeting

Tuesday, September 29th, 2009

[mage lang="" source="flickr"]employment law disciplinary meeting[/mage]
What are the employment laws when signed off sick?

My boyfriend has been signed off from work ill for nearly two months now. At first his employers left it, but after a couple of weeks kept calling him, just to "see how he was". He ignored the calls, so they kept leaving voice-mails, telling him he faced disciplinary action when he returned to work.

His current sick note doesn't run out for another 2 weeks, but today a letter arrived special delivery, saying that they want him to attend a meeting at his work place to discuss his position there.

So where does he stand legally? I didn't think he could enter the building, but is that only if he's going there to work?

Answers from the UK only please.
His employers have been recieving his sick notes as the doctor has been giving them, and he called them after his appointments, so they do know the whole situation.

as long as there is a sick note there is nothing the employer can do, they might just want to know how long it will be before he goes back to work because they can employ someone as a temp until he goes back.

We are going to have to conduct a formal grievance procedure. What do we have to do?

An Important Short Synopsis Related To Employment Law Lawyers In Texas

Tuesday, September 22nd, 2009

employment law lawyers in texas
Employment Law and Disability Law?

Last year in June I was pulled off from work by my doctors and due to the many operations my previous job terminated my position in November because I was out for more than six months under doctor's orders. I recently applied to return to my position in May of this year and wasn't hired. I am concern, do I need to take them to court to regain my position and if so what type of lawyer should I contact or does this not apply in Texas being that we are an At-Will State, what can or should I do?

they don't have to hire you or anyone else....................
FMLA (if you were covered) protects the job for 12 weeks
you were out for almost a year, why, how would they hold a job for that length of time. you can retain whatever kind of attorney you like it won't make a difference the employer has done nothing wrong. being in Texas or any "at-will" state is not relevant and has no bearing in this situation.

Employment Lawyers Austin Texas | Howard and Kobelan | Derek Howard

An Important Quick Overview Related To » Texas Employment Law Discrimination

Friday, September 18th, 2009

[mage lang="" source="flickr"]texas employment law discrimination[/mage]
Ogletree Deakins Welcomes John Brown as Shareholder
Dallas - Ogletree, Deakins, Nash, Smoak & Stewart, P.C. (Ogletree Deakins), one of the nation’s largest labor and employment law firms, is pleased to announce John Brown as the newest shareholder to join the firm’s Dallas office.
Monty Partners Houston TX Law Firm Labor Immigration Injury

A Quick World Wide Web Summary Of » Employment Law Lawyers Los Angeles Together With Other Analyses

Thursday, September 10th, 2009

employment law lawyers los angeles
where can i find a good lawyer in los angeles ca.?

i need to find a lawyer (in employment law) for wongful termination, that is top ranked or similar

Check out a publication called Martindale-Hubbell. You will find what you need there

Los Angeles Personal Injury Lawyers | Mesriani Law Group

A Short World Wide Web Overview Of » Texas Employment Law Arbitration Coupled With Other Analyses

Saturday, September 5th, 2009

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HBA Builder Training

CEU-HQ.com and You: Achieving your Educational Goals Together
In today's fast-paced environment, it may seem you don't have the time to further your educational goals or update your knowledge in your chosen career. Night classes are too time-consuming, and you can't put your career on hold in order to go back to school full-time. Fortunately, there are online courses designed to improve your knowledge in fields vital to your career without taking too much of your valuable time.

The ever changing fields of architecture, engineering, general contracting, surveying, interior design and landscape design require the latest information on legal developments and emerging techniques and methods. Continuing education courses can keep you on top of your game and in the driver's seat in your chosen career. At CEU-HQ.com, you can select the courses you need most urgently, and study them in the comfort of your own home. When you are ready, simply take the online examinations, and you'll be awarded a certificate of completion, certifying that you've completed the training in that course. Your employer will appreciate your commitment to improving your work skills, and you will reap the benefits, all at a lower cost than you may have imagined.

Courses at CEU-HQ.com range from general topics, including Construction Law and Team Building, to specific classes in each topic, like Arbitration and Conflict Management. Take one class, or combine classes to create your own unique curriculum. CEU-HQ.com gives you the flexibility and convenience to set up your own class schedule. Best of all, each one hour course gives one hour of continuing education credit that can be applied to any requirements for certification.

Architects can pursue their continuing education credits in such diverse areas as Defective Specification Claims or Elemental Earth. Defective Specification Claims deals with the responsibility of property owners in determining specifications that will both meet their own needs and be feasible for their contractors to follow, including an overview of legal cases and decisions of recent note. Elemental Earth is a basic course in understanding the elements and chemical components of plaster production, giving a better understanding of what goes into the products architects use every day.

Conflict Management and other Team Building courses are designed to help supervisors manage their teams more efficiently and smoothly. Managers will learn, step by step, the techniques useful in motivating and eliciting the best possible performance from their employees, while earning continuing education credits into the bargain. Emphasis in these courses is placed on collaborative efforts, in-depth analysis of problems, and working together as a team to ensure a successful result.

CEU-HQ.com offers the courses you need to further your career while allowing you to pursue your education from the privacy and convenience of your own home. Their prices are among the lowest in the business, and their classes can help you reach your career goals. Explore http://ceu-hq.com/ today, and kick start your career into high gear.

 

About the Author

For more information visit:http://obama-healthcare-issues.blogspot.com/

EEP100 - Lecture 19

A Good Quick Synopsis With Regards To » California Employment Law Discrimination

Tuesday, September 1st, 2009

california employment law discrimination
Isn't it considered discrimination when waitresses at Hooters are employed by their looks?

Not that I'm complaining, I think their waitresses are awesome!! But I was just wondering how do they get away with California laws, policies, and procedures regarding Equal Opportunity Employment when they do not hire girls who are not that sexy.

Well, the fact is, if you have more applicants than positions, you are going to take the more qualified persons. The qualifications at Hooters are sexy looks. Its kinda stupid, but thats how it is. I mean look, if you have a smart man and a dumb man, are you going to take the dumb man 'cause all are supposed to have equal opportunities? No, of course not, you will take the smart man. Are we then supposed to protest against discrimination against dumb people? I don't think so.

Now if there was a very hot black lady, and Hooters took a less good looking white lady 'cause she was white, that might be considered discrimination. But even then, if the employer thinks that his customers will come more because he has a white waitress, then I think he is justified for taking the white lady over the black.

In companies where the employees deal directly with the general public, the employer has to take into account the prejudices of his customers. You have to make a good impression. Customers might think that a black guy may be able to help them out more with some 'hip' rap clothes, then a 'more regular' white guy. So if the black guy will be able to sell more merchandise, then he is better for the job.

So you have to take into account the qualifications of the job, and the prejudices of your customers. And the fact is that not all men are created exactly equal on all fronts. They all have different talents, personalities, etc. So that is how you determine who you pick for the job.

Sorry for the long answer, but I think your question deserves a little more attention than a simple 'yes' or 'no'. Cheers!

Sherman Oaks Employment Law Attorneys Discrimination Lawyer

The Reality As It Applies To » State Employment Law Applications

Thursday, August 27th, 2009

[mage lang="" source="flickr"]state employment law applications[/mage]
Can anyone give me a review of the Resume Place resume writing services?

I am seeking to find a federal resume writing service to help with my employment application for a program analyst position. I have used a few other services and was disappointed. Curious if anyone has used the Resume Place and would or would not recommend them? Is it worth the money or should I just buckle down with the Federal Resume Guidebook and write my own?

Note: I will soon graduate from law school but am not looking strictly at legal jobs. I have very high achievement academically and used to work in state government. My resume is currently styled for private practice.

I am also open to suggestion for other resume writing services so long as they are certified for federal government writing.
I AM NOT INTERESTED IN LEARNING ABOUT SERVICES THAT DO NOT SPECIALIZE IN FEDERAL RESUME WRITING. THERE'S PLENTY OF RUN-OF-THE-MILL RESUME COMPANIES OUT THERE; I WANT FEDERAL JOB RECOMMENDATIONS AND ONLY IF YOU HAVE USED THEIR SERVICE WITH SUCCESS.

I actually use Pongo Resume services on the web. Thay are GREAT!!

Dean McAdams - Intro to Law Office Applications

An Exposing Debate And Summary Related To » Federal Employment Law Disability

Sunday, August 23rd, 2009

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Corporate Employment Law

The application of Unlawful Harassment and Wrongful Termination laws to At Will Employment

employment laws are complicated affairs, spread over a lot of subsets. They govern the relationship between the employer and the employee. They also empower the respective agencies to address all kinds of disputes arising at the workplace and administer the system enforcing responsibilities of the employer towards the employee.

While there are federal regulations in the US governing employment and related affairs, each state has also passed its own laws to regulate employment. An ?at will? employment scheme is also present in many states, where in neither the employer, nor the employee are bound to any liability in the absence of an express contract. If an individual is hired ?at will?, then the employer can freely relieve that individual under valid or invalid causes, or no cause at all. Similarly, the employee can also desist work at will without having to adhere to any rule.

However, exceptions of some complexity are applicable to this arrangement. Some states decree it illegal for an employer to discharge an employee even when just an 'implied' contract is present. Also an individual can file a law suit against an employer if he or she has been discriminated in the name of sex, colour, religion, nationality, age or disability. An employer can not discharge an employee for availing medical or family leave as explained by the state employment laws. The establishment has to follow the protocol they themselves have formulated for discharging an employee. Otherwise the termination would be null and void and the employer is liable to law suits.

About the Author

Jackson Pollock is an avid blogger and has written various articles on Employee Leave Laws Corporate Employment Law

NAD Participates in Federal Disability Employment Policy Meeting

A Short World-Wide-Web Summation Of » Salaried Employment Law Arizona

Sunday, August 9th, 2009

[mage lang="" source="flickr"]salaried employment law arizona[/mage]

How to get over career roadblocks

Are you ready to move to the next level in your career?  Have you had trouble getting that big promotion?  Is your annual raise just not cutting it?  Yes is the answer most people will come up with for all three of these questions.  There are things you can do to jumpstart your career and get it back on track.  I will discuss ways for you to get that promotion you have been seeking and the best way to increase your salary.  Most people get stuck in a career black hole through no fault of themselves.  It is important to know that so your faith in your self does not diminish over time.  The longer someone goes without job satisfaction the harder it is for them to take the steps necessary to get their career back on the right track.

The biggest reason why someone will reach a point in there career and be unable to reach the next level is that there may not be a next level with there current employer.  If you reached the highest position you can reach in your company in the field of expertise you were hired for there is not next step for you with that company.  Sometimes an employee finds that a supervisor is holding them back.  This could be because the superior is jealous of you or that they do not want to lose you because you make their life much easier.  Either way your job growth is stunted so you end up paying for being good at your job.  Once you hit a wall and cannot get promoted anymore you start to notice how small raises actually are.  Companies have figured out how much they need to give employees each year to keep them around.  Surprisingly it is not that much a company has to dish out to keep employees.  Companies found out most workers are happy just having their work recognized and to be given some sort of plack telling them how good of a job they did.  As nice as that is a plack saying “good job” is not going to make your savings account any bigger.

What ever reason why you have hit a road block in your career there are plenty of things you can do to get it moving again.  Going back to school part time can be a big step in moving forwards in your career.  If you have gone as far as you can in your current skill set it is time to add another skill set to your arsenal.  If you are a technician and have reached the highest level you can as a technician i yoru field you may want to look to expand your technical knowledge or take some management courses so you can start working your way up the management latter.  Sometimes companies just do not promote from within and if they do you will not get as much money as you are worth.  I have found the best way to get your promotion and receive a huge jump in salary is to change companies.  Just simply moving to a new company can be the thing you need to get your career moving again.  You will get a fresh start and a bigger paycheck.

The days were you stay with the same company for your entire career is over.  With layoffs happening all the time and companies going under or getting bought out it is hard for anyone to be able to stay with the same company for over five to ten years little lone an entire career.  If the chances are you are going to find yourself looking for a job at some point down the road why not start while you already have one.  By having a job already you have great leverage in any negotiations you have with companies out there interested in hiring you.  You can walk away from a job offer and not be hurt because you are already employed.  Most companies will not even think about caving to any demands unless you walk away from the negotiations first.  When you walk away though you have to be ready to take the very likely chance that they will not call you back.  If your current company gives you an annual raise of three to six percent you should know by changing jobs you could be looking at any were from a fifteen to fifty percent increase in salary.  All four times I have changed companies I have received an increase of twenty percent or more each time.  The last time I made a change I was able to negotiate for over a fifty percent increase in my annual salary.

Remember the wider of an area your job search covers the better your chances are of landing a higher paying job.  Instead of relying on a local search broaden your search area to a whole country or the whole world.  The bigger your search area is the more jobs you will find and the better chance you will have of finding what you are looking for.  If you are doing a global search make sure you annotate that you require sponsorship in the countries that require it.  You will also want to know the cost of living in areas you get job offers in before you accept them.  $80,000 is much more in a place like Arizona than it is in California.  Also look into travel warning in areas you may think of working outside of the country.  You will want to also find out about tax laws in any country you are thinking about working in.  Some countries may offer you a lot of money but because of their high taxes you may end up saving less than you did at your old job where you made less money.

Remember the world is a big place and there are opportunities all over the place.  Someone is not going to knock on your door and give you a better job.  You have to look for the opportunities yourself and take advantage of any that present them selves to you.  You have to know when your career with a company is going no ware so you can prepare yourself to move on.  Sometimes a fresh start is all someone needs to get their career moving again.

About the Author

Joseph M. Jones has worked in the aerospace and defense industry for about ten years now. He started out as a Microwave Technician in the United States Marine Corps. After the military he started his overseas career with Raytheon at the Ronald Reagan Ballistic Missile Test Range as a communications technician and later moved to their Telemetry department. He later transferred to the Eastern Test range where he worked under the 45th Space Wing as a Telemetry Technician with Raytheon. After five years with Raytheon he transferred to ITT where he now works as a Global Broadcast System technician in Asia. He started the website Expat Water Cooler in November of 2008. The site is is a place you can find overseas jobs as well as advice on living and working overseas.

President Obama Holds a Health Care Town Hall in Colorado

The Truth As It Pertains To Employment Law Audio Conference Along With Other Analyses

Friday, August 7th, 2009

employment law audio conference
Pembina Pipeline first quarter boosts earnings and cash flow
Pembina Pipeline Income Fund announced today that it generated increased revenue, net operating income, net earnings and cash flow from operating activities during the first quarter of 2010 compared to the first quarter of 2009, primarily the result of expanding operations to include natural gas gathering and processing and reduced operating expenses.
JCCC Board of Trustees Meeting 3-26-09

The Latest Quick Overview Related To » Employment Law Appointment Coupled With Comparable Research

Monday, August 3rd, 2009

employment law appointment
a guy i was seeing 2wks put complaint on me saying i viewed his medical record work suspended me privacyact?

found out he was on drugs and asked for money i said no he put in complaint. I did view his record he had appointment and left i had already viewed file to register him for appointment he is nowhere to be found im suspended pending termination after 15yrs of employment. he ruined my life i dont even remember what he looks like.

but hospital stated i violated hippa privacy act law. viewing his record and patient not seen he left before being seen

what can i do??? help

If it was required for you to read his medical record to register him for his appointment then you should first discuss that with your supervisor. However based on the fact they suspended you for reading the record it sounds to me like you are not supposed to read the record when setting up appointments.

I really can't see why you would have a need to read the record to setup an appointment.

You may want to see a lawyer if your supervisor is not helpful and you believe you followed policy and HIPPA.

Andrew Isaacs Solicitors Doncaster 01302 349480

A Good Simple Synopsis On The Topic Of » Employment Law Distance Learning And Similar Studies

Monday, July 27th, 2009

employment law distance learning

Distance Learning - Post Graduate Online Education Degrees

Distance Learning - Post Graduate Online Education Degrees

According to the Survey of Earned Doctorates, Visit Here http://special-online-education.blogspot.com

as of 2004 there was a 3.4 percent increase in doctorate degrees awarded in the United States. In June, 2004, a total of 41,155 research doctorate degrees were earned by postgraduate students. The recent increase in doctorate degrees awarded after a decade of decline can be partially attributed to the convenience of distance learning postgraduate online education degrees.

Postgraduate degree programs offer students an opportunity to explore a subject to attain the highest levels of proficiency in that area of study. Courses can be based upon a curriculum or independent study and research. A recent study released by both Penn State University Outreach Marketing and Communications and University Continuing Education Association revealed that distance learning is anticipated to grow ten times quicker than on-campus education over the next ten years. Further, about 45 percent of college enrollment are adult students who frequently prefer distance learning opportunities to classes on campus. Sun Chairman Scott McNealy states, "Technology has to play a huge role in education. (It's) changed commerce...publishing...banking. It's got to change education big time."

Distance learning postgraduate online education degrees afford busy students the opportunity to earn doctorate degrees at their convenience, without having travel to and attend traditional classes. By the time students intend to pursue distance learning postgraduate online education degrees, they are usually computer literate, self-motivated and able to manage their time properly. These are all essential elements to success in virtual classrooms. The two basic types of postgraduate degrees students may earn are professional doctorates or research doctorates.

Professional doctorates. The United States requires terminal professional doctorate degrees to perform in certain fields, such as dentistry, medicine, law, chiropractics, occupational therapy and psychology. Prior to entering these professional doctorate programs, students are required to complete a bachelors degree, preferably in a related field. Professional doctorate degrees, such as J.D. and M.D., usually do not require students to complete a thesis, although some do require an original research paper to be submitted. Doctorate degrees usually take three years to complete after postsecondary education, although distance learning postgraduate online education degrees may be earned more quickly. Because online education courses are often geared for the busy adult learner, students can progress at their own pace.

Research doctorates. The research doctorate that is most commonly earned is a Ph.D. The time is takes to complete research doctorate degree programs can vary quite a bit, depending on course pursued. It is common for students to take two to three years to complete coursework and three or more years to conduct pertinent research. The benefit of a Ph.D. is that a holder is qualified to pursue an academic career as an expert in their field. Distance learning research doctorate degrees are conveniently pursued online and can be easily worked around professional schedules.

Honorary doctorates. These degrees may be awarded for substantial contributions to a field and are not necessarily academic.

Financial Aid. Federal financial aid and loan programs may be applied to distance learning postgraduate online education degrees. Employers may offer tuition reimbursement for coursework. Private loans may also be secured to pay for higher education. Students have several options available that can help them finance their doctorates.

Thesis. Some postgraduate doctorate degrees require students to write a thesis. The learner defines their own area of research and takes years to write a detailed paper, which may be made available as pertinent information to other students in the field.

Coursework. Distance learning postgraduate online education degree programs offer students ongoing guidance through coursework, email, virtual lectures and online discussions. Students are, however, expected to work independently and use a variety of research resources to complete their course requirements.

Online Students. A recent national study entitled Degrees of Opportunity revealed some interesting facts about online students. Eighty-nine percent of those surveyed felt that the benefits derived from higher education are equal to or even greater than the money, time and effort involved. Lyungai Mbilinyi, Ph.D and author of this report, stated, "Eighty-one percent associated higher education with a sense of personal accomplishment and seventy-eight percent believed education would better develop their talents or pursue their interests. Despite the assortment of obstacles many adults face when considering a return to school, the overwhelming majority believe the resulting benefits have made it worthwhile." Finally, eighty-four percent of enrollments in higher education programs are non-traditional students such as distance learners and adults with jobs. Students who participate in distance learning postgraduate online degree programs are not only seeking better positions, but the increased knowledge and self-esteem that comes with an advanced education.Visit Here http://special-online-education.blogspot.com

About the Author

Visit Here http://special-online-education.blogspot.com

Melanie Williams - CSUN Distance Learning Master's Degree in KM

Regarding » Employment Law Application Federal State And Comparable Research

Tuesday, July 14th, 2009

employment law application federal state

Hawaii Employment Law Basics: Medical Examinations and Disability Law

Hawaii employers may require job applicants to undergo a physical examination as part of the hiring process.  Employers may also have medical examination requirements for current employees.  Whether imposed at the hiring stage or on the current workforce, employers’ physical or mental examination requirements are subject to significant restrictions under federal and state law.

Hawaii’s Employment Practices law and the Americans with Disabilities Act (“ADA”) prohibit employers from discriminating against employees and applicants for employment who have disabilities.  As a result, physical examinations cannot be administered or used in a way that unfairly or disproportionately screens out or adversely affects the employment opportunities of disabled individuals.  In the hopes of eliminating the unlawful consideration of disabilities in hiring, both Hawaii state and federal law stated that employers may not require medical examinations of job applicants until after conditional offers of employment are made.  Employment may be conditioned on the results of the examination only if all entering employees in the same job category are subject to the same examination. 

Medical examinations of current employees must be job related and consistent with business necessity.  Such examinations must be limited in scope to the employee’s ability to perform specific and essential job functions, or to evaluate an employee’s disability or need for reasonable accommodation.  The Hawaii Administrative Rules require the employer to provide the medical examiner with a written job description, including the essential job functions and the Hawaii state regulations defining “reasonable accommodation” and “direct threat.”

All information regarding the medical condition or history of an applicant or employee must be collected and maintained separately as confidential records.  If the Company requires an employee to complete a medical examination, the Company should first obtain an authorization form compliant with HIPAA, which prohibits health care providers from releasing protected health information to employers except in limited circumstances.

Moreover, Hawaii law prohibits the release of test results of sexually-transmitted diseases (such as HIV/AIDS) for employment, educational, or housing purposes without the voluntary consent of the tested individual.

Tests for use of illegal drugs are not considered medical examinations.

 

 

About the Author

Roman Amaguin, Esq. has sucessfully practiced law in Hawaii since 1995 and specializes in employment law, labor law, and civil litigation. Visit his website at www.amaguinlaw.com and www.virtualhawaiiemploymentlawyer.com

Federal Court Case Maricopa County Gas Tax $ EEOC Civil Rights Whistle Blowing Freedom of Speech Protected Activity ACLU - EQUAL RIGHTS & JUSTICE

A Short Conclusion Related To Employment Law Discipline

Saturday, July 4th, 2009

employment law discipline
Can anybody help me with employment law? ?

I have had alot of time off sick for which I have need hospital treatment on several occasions. Now my employer has called a discipline hearing. My union rep, said they had recently lost several disciplinary hearing for sickness. So i decided to hand in my notice, has my rep said the hearing would be cancelled if I did, and I thought it would look beter if I left, rather than be dismissed. But now my employer say they are still going ahead with the hearing. Does anybody know if I can still be dismissed after I have handed in my notice? Or can anyone give me any advice?

this hearing has more to do with the union then it does about you.
excessive absenteeism is grounds for termination with cause with or without union representation. the reasons for absenteeism are unimportant unless they fall under FMLA. as your rep noted the union has lost numerous cases involving absenteeism and the company must stick to their policy and equally enforce it with everyone. there really aren't any options for the employer but to go ahead with this. as far as how it effects you it could help in your ability to qualify for unemployment insurance, assuming you are able to work and are actively seeking employment.

for info concerning FMLA and how it relates to you:
http://www.dol.gov/compliance/laws/comp-fmla.htm

Discipline - Confident Supervisor

With Regards To » Employment Law Legislation 2005

Sunday, June 28th, 2009

[mage lang="" source="flickr"]employment law legislation 2005[/mage]
US climate change bill: Your reaction
Barack Obama's long-awaited climate bill has been unveiled. Is it good enough?
Medical Marijuna - Ohio Patient Network - SB 74

A Simple World-Wide-Web Compendium Of » Texas Employment Law Legislation And Other Studies

Monday, June 15th, 2009

texas employment law legislation

Tax Considerations Of Texas Health Savings Accounts

Since Health Savings Accounts (HSAs) were created by the Medicare bill signed into law in 2003 they are being considered by more and more Texans as a health insurance option. Anyone under age 65 who buys a qualified high-deductible health insurance policy can open an HSA. Here is a quick overview on the important tax considerations of HSAs.


How much can I contribute annually to an HSA?


For 2007, you can contribute up to $2,850 for individual coverage or $5,650 for families. If you're 55 and older, you can make a catch-up contribution of $800. Legislation approved at the end of last year allows you to contribute up to these limits, even if your insurance deductible is less.


Do I fund an HSA with pre- or post-tax dollars?


If your employer offers a high-deductible health insurance policy, you may be able to make pretax contributions, like a flexible-spending account. If you open an individual HSA, your contributions will be deductible when you file your taxes, even if you don't itemize.


Are there income restrictions on the tax benefits, similar to an IRA ?


Unlike a number of other tax breaks, there aren't any income limits associated with the tax-favored treatment of HSAs. Anyone under age 65 who buys a qualified high-deductible policy can benefit fully from the tax advantages of an HSA.


What's the difference between HSAs and flexible-spending accounts?


The tax benefits of both plans seem the same, but there are differences. The most important difference is that your HSA balances can roll over from year to year and continue to grow tax-free.


Legislation passed last December allows a one-time transfer of funds tax free from a flexible-spending account to an HSA. The newly revised law also allows individuals to make a one-time tax-free direct transfer of funds from an IRA to an HSA up to the HSA's annual contribution limit.


If my employer offers both an HSA and flex-spending account, can I have both?


Generally, no. You can't have an HSA if you have a flexible-spending account to pay health-care costs or if you have other medical coverage, such as a spouse's policy. However, if your flex plan restricts reimbursements to wellness care, such as annual physicals, and vision and dental care, you can also have an HSA.


If I set up HSA through my current employer, can I take it with me when I switch jobs?


You can keep your HSA account money even after you leave that job, similar to a 401(k). Another benefit of HSAs is that if you are unemployed or laid off and are collecting State or Federal unemployment insurance, you can use funds from your Health Savings Account to pay for your health insurance premiums and for your routine health expenses - all tax-free.


What happens if I want to use the money in my HSA account for non-medical expenses?


You'll incur a 10% penalty - plus an income-tax bill - if you use any of the money for non-medical expenses before you turn 65. After the age of 65, you can use the money in your HSA account for anything you please and you won't be hit with the 10% penalty, but you will have to pay income taxes on that money.


Can a couple that is planning to retire early open an HSA?


Yes. Anyone under age 65 can contribute to an HSA if he or she buys a qualified high-deductible health insurance policy, and he or she can contribute an extra $800 in 2007, if you're 55 or older. This catch-up contribution amount will increase by $100 per year until it reaches $1,000 in 2009.


Do my HSA contributions affect my IRA contributions?


No. Your HSA contributions won't affect your IRA limits of $4,000 per year or $4,500 for those over 50. It's just another tax-deferred retirement savings account.

About the Author

Pat Carpenter writes for Precedent Insurance Company. Precedent puts a new spin on health insurance. Learn more at Precedent.com

May Day 2010 *March* in Austin, TX - International Workers'

A Limited Internet Conclusion Of » Employment Law Lawyers

Sunday, June 14th, 2009

employment law lawyers
I'm a second year law student. This is my second summer not being able to find legal employment.?

This is a law student - lawyer question only. I'm not at the top of my class and my student involvement is mediocre. However, I have prior work history in a legally related field. I'm really asking for advice on what my next route should be. Should I continue applying for summer jobs or should I hang up using my JD in any way? What are employers really looking for? This law school and employment thing has become a conundrum for me.

Law is flooded wait until you try to find a practice when you graduate and pass the bar..........

Fern Trevino Chicago, Illinois Employment Law Attorney

The Truth As It Pertains To » Employment Law Armed Forces Along With Similar Analyses

Wednesday, June 3rd, 2009

employment law armed forces
I'm so not happy, my life has fallen apart so much. I give you a brief description of my life!?

I have been a dancer for 16 years, I went to college at 34 years old, to change my life dramatically, I always dreamed of being in the Law Enforcement field. I had a problem towards the A.T.S. Certicate you need to become a court officer, or any field of Police force. I'm still working hard towards that goal. However, I was seeking employment in the Security feild and I was offered employment in An Armed Security ( I have my gun Licence), but the pay was too little for me to live on, and survive. My boy friend I have been with for seven long years, can not support me at all, one with finacial, or mentally. Mistake I made in life being young and wanting to make lots of money, has only dramatically made me depressed, as the years of being trapped in that industry. I feel I have lost all my dreams, and respect for myself. I don't have a career in front of me, nor a man I feel that I waisted time with too. Sometimes I feel like running and running, but I have no place to go! :(

no sympathy for you...eveyone has their own problems. Just pick yourself up nad move on, that's life.

CALLTOACTION HQ

A Simple World-Wide-Web Synopsis Of » Employment Law Disciplinary Act And Other Research

Friday, May 29th, 2009

employment law disciplinary act

Employment Law – An Overview

Prior to employing personnel it is important that the basic legal requirements are understood, to avoid problems in the future. Strict adherence to employment and discrimination law is paramount, to avoid litigation, but also to be seen as a fair employer, which will ensure a content workforce and also prevent negative publicity for the company.

Common Law

This has long recognised that employer’s have implied obligations to their employees. It also gives the employer certain implied rights. Areas covered in clued:

  • Pay

  • Limited duty to provide work

  • Expenses

  • Duty of mutual trust

  • Contractual Rights

  • A duty to ensure safety

The major right of the employer is that the employee will act in god faith.

Employment Rights Act 1996

This has consolidated much of the previous legislation. Updated by the Employment Act 2002 with particular attention to parental leave.

Major provisions:

  • Employer must provide certain written terms and conditions of employment, including:

    • When employment started

    • Rates of Pay

    • Holiday entitlement and pay

    • Sick pay

    • Notice of Termination including period of notice to be given.

    • Unfair Dismissal

Contracts of Employment

A contract of employment must conform to the rules of any contract. A specific offer and an unequivocal acceptance must take place for it to be binding. It need not be written down although most are. Written particulars of their specific job must he given to employees who work in excess of 8 hours per week.

If a contract is issued, it must be done within 13 weeks of employment start date.

Particulars of the main terms must include:

  • Names of employer and employee

  • Job Title

  • Date employment commenced (this is needed to calculate holiday pay, redundancy pay etc)

  • Detail on pay.

  • When salary will be paid.

  • Normal working hours per week

  • Terms & Conditions relating to:

    • Holiday entitlement & pay

    • Sick pay and sickness policy and procedure

    • Pensions

    • Notice period

    • Disciplinary and grievance procedures

Other statutory rights for employees include:

  • Public Duties

  • Acting as an employee representative

  • Acting as a pension scheme trustee

  • Women attending Ante-Natal Care

2002 Employment Act

A woman is entitled to full maternity leave if she has been employed continuously for over 2 years. If she has been employed for less time her entitlement is reduced. The period of entitlement has been raised to 26 weeks. Her job must also be kept open.

Maastricht Treaty – The Social Chapter

The Social Chapter guarantees some basic rights for workers:

  • A minimum wage

  • Maximum working week of 48 hours

  • 4 weeks paid holiday per year minimum

  • freedom to join a Trades Union

  • Access to appropriate training

  • Right to be consulted about company plans

The Working Times Regulations 1998 and Young Workers Directive have added substance on how many hours of work and rest a worker should have. Rest periods and breaks are also covered. Employees can opt out of the maximum working hours by agreement, but always have the right to change their minds. Young Workers under 18 years old are entitled to longer rest periods and breaks

Health & Safety at Work Act 1974

Outlines the duties of the employer to ensure the welfare of employees, to ensure safe systems of work are in place, and to be responsible for the provision and maintenance of a safe working environment with adequate welfare facilities.

Sex Discrimination Act 1975

Discrimination to which Act applies

1.-(1) A person discriminates against a woman in any circumstances relevant for the purposes of any provision of this Act if-

(a) On the ground of her sex he treats her less favourably than he treats or would treat a man, or

(b) he applies to her a requirement or condition which he applies or would apply equally to a man but-

(i) Which is such that the proportion of women who can comply with it is considerably smaller than the proportion of men who can comply with it, and

(ii) Which he cannot show to be justifiable irrespective of the sex of the person to whom it is applied, and

(iii) Which is to her detriment because she cannot comply with it.

(2) If a person treats or would treat a man differently according to the man's marital status, his treatment of a woman is the purposes of subsection (1)(a) to be compared to his treatment of a man having the like marital status.

It is clear that Mandy Roscoe’s idea of only employing slim, attractive women under 25 years old could put the company into legal confrontation.

It is now an offence to discriminate against anyone based on their, sex, gender, sexual orientation, religion or faith, race etc. As of 2006 it will become an offence to discriminate against someone because of their age.

The company need to adopt a responsible attitude towards the staff they employ or wish to employ. As well as being morally and legally wrong to discriminate it doesn’t make business sense either, as bad press will certainly damage the company.

Conclusions

It can be seen that the wealth of protective legislation which has come onto the statute books has had a profound effect on business. It does however offer protection to those that need it and should be seen as a positive step towards a safer, fairer future, with less industrial unrest and more productivity.

Sources:

  • Sex Discrimination Act 1975

  • Needham D. et al 2003 Business for Higher Awards: 2nd Ed: Heinemann

  • Race Relations (Amendment) Act 2000

  • The Disability Discrimination Act 1995 (Amendment) Regulations 2003

About the Author

Visits Steve's website over at http://www.cheapvegashotelsonline.com/
which helps people find the best Cheap Vegas Hotels and information
they are looking for when planning a holiday or business trip.

HomelandSecurity #244 Public Law 107296 107th

An Important Quick Overview Involving » Employment Law Cds As Well As Other Research

Thursday, May 28th, 2009

[mage lang="" source="flickr"]employment law cds[/mage]

Parkinson's Law in I.T.

"As computer hardware capacity increases, software becomes more bloated."

- Bryce's Law

INTRODUCTION

Ever wonder why our computers typically last no more than three years? Many contend it is because of the fast pace of technological advancements. Maybe. But I tend to believe there is a little more to it than just that, namely "Parkinson's Law." For those of you who may have forgotten, "Parkinson's Law" was devised by C. Northcote Parkinson, noted British historian and author. His original book, "Parkinson's Law: The Pursuit of Progress," was introduced in 1958 and was a top-selling management book for a number of years (it is still sold today). The book was based on his experience with the British Civil Service. Among his key observation's was that "work expands so as to fill the time available for its completion." Basically, he suggests that people make work in order to rationalize their employment. Consequently, managers create bureaucracies and superfluous work to justify their existence, not because it is really needed.

As an aside, CEO's clearly understood Parkinson's Law, which became the driving force behind the flattening of corporations in the 1990's, such as General Electric under Jack Welch's reign.

AS APPLIED TO INFORMATION TECHNOLOGY

Whereas Parkinson was primarily concerned with people, his law is equally applicable to machines, particularly computers; for example, Parkinson's Law can be applied to computing in terms of "Data expands to fill the space available for storage." Years ago I had a Compaq Presario computer with 50mb of disk space, which I considered substantial at the time. I never dreamt I would be able to fill up the hard drive. But, of course, I did (as well as other PC's I have had over the years). My current PC has a hard drive with a capacity of 224gb and though I'm a long way from filling it up, inevitably I know I will for two reasons: I now feel more comfortable with downloading large multimedia files (MP3, AVI, WMV, etc.), PDF files, data base files, and other larger file formats, and; Second, because developers have become sloppy in programming.

Back when memory and disk space were at a premium, there was great concern over the efficient use of computer resources. Program code was written very tightly and consideration was given to file size. For example, establishing a simple file index was scrutinized carefully. But as the computer capacity grew and hardware prices declined, developers became less interested in efficient programming. To illustrate, not too long ago packaged software installation programs were delivered on 3.5" diskettes. Today, it is not uncommon to use multiple CD's to install the same products. This means that as computer hardware capacity increases, software becomes more bloated. This is but one example of Parkinson's Law as applied in computing.

An another example, let's consider data transmission lines as used in networking. It doesn't seem long ago we were using 14.4 baud modems over telephone lines. I remember when we doubled the speed to 28.8 and then 56.4. It seemed like the sky was the limit with every increase. But eventually performance seemed to slow to a crawl. Was it because the technology was aging or was it because our web pages were becoming bigger and more complicated requiring greater data volume over the lines? Frankly, it was the latter. Today, DSL and cable are commonplace in households as well as in business and "dial-up" is rapidly becoming a thing of the past. But as data volume increases with the number of subscribers, will we ever hit a wall in terms of capacity with DSL and cable? Undoubtedly. Again, more due to Parkinson's Law then anything else.

Make no mistake, computer hardware and software vendors are acutely aware of the role of Parkinson's Law. It is what allows them to build-in planned obsolescence into their products. As consumers reach capacity, they can either add additional capacity or, more likely, purchase new computers.

There is undoubtedly an incestuous relationship between hardware and software vendors. Hardware enhancements are primarily implemented to increase capacity in order to overcome software inefficiencies, and software vendors make their products more bloated as hardware enhancements are introduced. To illustrate the point, is it a coincidence that every major release of Windows requires additional hardware support? Hardly. This is done more by design than by accident.

CONCLUSION

Parkinson's Law is just as much a part of computer technology as it is in the corporate world. But what would happen if we decided to "flatten" computer technology in the same manner that Jack Welch flattened G.E.? Keep in mind, Welch did so to eliminate bureaucracy and force his workers to become more efficient and focus on the true problems at hand. By flattening the "bloatware" we would probably get a lot more mileage out of our computers. But I guess that wouldn't be good for selling computers (or the economy).

I guess Parkinson's Law and the viscous circle of computing will be with us for quite some time.

About the Author

Tim Bryce is the Managing Director of M. Bryce & Associates (MBA) of Palm Harbor, Florida, a management consulting firm specializing in Information Resource Management (IRM). Mr. Bryce has over 30 years of experience in the field. He is available for training and consulting on an international basis. His corporate web page is at:

http://www.phmainstreet.com/mba/

He can be contacted at: timb001@phmainstreet.com

Copyright © 2006 MBA. All rights reserved.

{Bank Cds} Bank Certificate Of Deposits

A New Simple Outline With Regards To » Employment Law Workplace

Thursday, April 2nd, 2009

employment law workplace
Eugene Volokh: Freedom of Speech vs. Workplace Harassment Law -- A Big Free Speech Win in the Ninth Circuit
I've long written about how workplace harassment law sometimes violates the First Amendment, so I was especially pleased to see today's Rodriguez v. Maricopa County...
Law Videos - Employment Law - Chapter 2

A Revealing Dialogue And Synopsis Related To » Sample Employment Law Letters

Wednesday, April 1st, 2009

[mage lang="" source="flickr"]sample employment law letters[/mage]
Out of bounds? When Palo Alto athletes and parents complain about coaches
What happens when Palo Alto's high school athletes and their parents complain that a coach's behavior has crossed the line? In Part 2 of "Out of bounds?" the Weekly examines the administrative challenges in overseeing nearly 100 teams and 150 coaches, explores how officials have investigated complaints, and identifies key areas that could use attention and improvement. ==B Related material:== ■ ...
Help for Homeowners in the Hardest Hit States

Concerning » Employment Law Discrimination Notes

Friday, March 27th, 2009

employment law discrimination notes
Defense lawyer is on the defensive
Boston criminal defense lawyer Stephen B. Hrones has a reputation as a feisty courtroom adversary who helped four wrongfully convicted men win their freedom, became a specialist in police misconduct cases, and gained national attention representing the man who called himself Clark Rockefeller. Clark Rockefeller - Boston - United States - Criminal defense lawyer - Law
Queerly Speaking - 3rd Week of December 2009

With Regards To » Employment Law Eeo

Wednesday, March 18th, 2009

employment law eeo
Are there any lawyers who work on contingency in Washington, DC or Maryla?

For Employment, EEO, and Privacy Law?

I have no idea what any of this means, but if you're looking for a good lawyer referral service you could try http://www.badproducts.com. They helped me find a lawyer in my area for a malpractice case. It seemed like they had a pretty long list of contacts, so maybe they could find one who can help you too.

EEO Complaint Processors

Regarding » Employment Law Legislation 2009

Monday, March 2nd, 2009

[mage lang="" source="flickr"]employment law legislation 2009[/mage]

What's The Point Of The Hse Health And Safety Law Poster?

Since the inception of the 1974 Health and Safety at Work Act and the creation in the same year, of the then Health and Safety Commission - education and communication have had key roles to play. The Health and Safety Executive (HSE) itself was created in 1975. The HSE's remit was to take the requirements of the Health and Safety Commission and to enforce health and safety legislation in all workplaces, except those regulated by Local Authorities. Over time the responsibilities of the 2 organisation shifted to include other spheres of influence and eventually they merged to form the HSE in it's current guise in 2008. Now the HSE is responsible for both the detail of health and safety regulations in almost every type of environment except the rail industry, and their enforcement across the whole of the UK.

Back in 1999 a universal communication tool was launched in the form of a poster, legally required to be displayed in all workplaces. This Health and Safety Law poster was aimed directly at employees. The purpose being to both inform workers of their rights under the Health and Safety at work act and to make sure they're aware of their obligations under this law.

In 2009 a new version of this poster was published. Employers and those responsible for health and safety signs in workplaces have until 2014 to update the poster on display in their facilities. Despite this allowable changeover period, some disreputable companies have tried to use 'elf and safety scare tactics to encourage sales of the new version. This revised poster has been designed to be more visually appealing than the old version - in the hope that more people will actually read it.
The poster is split into 4 main sections:

The first is about what employers must do for you as an employee. This section contains information about what employers are expected or required to do to make sure any risks to health and safety at work are properly controlled. It also informs workers about the type of measures that might be taken by an employer to reduce the risks - like using safety signs.

The second covers what you must do. In this section the responsibilities of an employee are explained. This includes doing things like following any training which has been given, taking reasonable care and helping to identify risks that are not adequately controlled.

In the third section the poster explains what to do if there's a problem. This part gives information of who should be informed and how to escalate, including directly to the HSE, this if the problem is not resolved.

The last section provides specific contact information - for Health and Safety Representatives in the workplace and externally.

If you're a UK business and you don't currently display an HSE Health and Safety Law poster - you almost certainly should. If you've got the old (1999 brown) version - don't let anyone tell you it needs to be changed until 2014. If you're unsure about whether you need to display a poster - contact the HSE directly. If you do need to buy one - they're available from a choice of safety sign and safety equipment suppliers or from the HSE direct.

About the Author

Brien write articles for safety signs supplies and for various sizes of fire safety signs recommends you to visit http://www.safetysignsupplies.co.uk/

Employment Law: 2009, 2010 and Beyond! (Part 5: Pending Legislation)

A Small Summary About » Illinois Employment Law Lawyers Coupled With Other Research

Sunday, February 8th, 2009

[mage lang="" source="flickr"]illinois employment law lawyers[/mage]
A employer ask you how old are you by phone first and then in the job interview ask again is discrimination?

Can I file for discrimination if I dont get hire, specially she kept asking me "how old are you?"and does this apply for the state of Chicago,Illinois

I did a little research and I just one someone to confirm me on this....thank you in advance

here is the link I did the search on
http://labor-employment-law.lawyers.com/Discrimination-in-a-Job-Interview.html

One of the main factors is how old you are. I know that seems like it defeats the purpose, but it matters a great deal. In order for you to be able to have a chance in... well... heck of winning an age discrimination case, you would have to be an older worker. If you're young and wanting to sue under this law, you won't win. Well, okay, you would be very very very unlikely to win. It's simple for prospective employers to say they were making sure you were old enough to work in the company, per company standards or legal standards.

If, on the other hand, you are obviously over, say, 25, then your case gets much better. The first thing you should do is ask, politely, either by letter or phone, what their reasons were for not hiring you. A good pretense is to say you'd like to know so that you can gain the company's preferred skills so that you can more successfully apply in the future. See what they say. If you're still not satisfied, go to an employment lawyer.

Good luck! :0)

Employment Attorney Jobs

The Latest Short Outline Related To » Employment Law Race Case

Friday, February 6th, 2009

employment law race case
employment discrimination?

With Christmas fast approaching, malls & department stores are beginning the process of hiring people to play Santa. Marjorie Nakamura, a Japanese-American woman applies, but is not hired, to be the Santa Claus at a mall in a major American city. She believes that the refusal to hire her was based on gender and race discrimination. Because of your acknowledged expertise in employment discrimination law, she consults with you about whether she has a legitimate case. Would Marjorie be successful in her case or not?

It depends on who they hired to fill the position and the reason that they gave her for not hiring her. If they hired a white male, then she has some grounds for winning her case. If her availability was limited or they hired someone with previous Santa experience she probably would not win.

Unfortunately damages in these types of situations are very difficult to determine. Did she really lose anything by not getting the job? Most attorneys don't pick up these cases unless they are class-action types or there are witnesses because they're very subjective. If I were Marjorie, I would consult the EEOC and have them investigate the company. If the EEOC finds the company at fault and the company does not offer a favorable settlement, then Marjorie could take their findings to a labor attorney who will use the findings to get her a settlement.

Muslim Police Race Row Lawyer is Convicted Conman

The Reality As It Pertains To » European Employment Law Armed Forces In Addition To Other Research

Wednesday, February 4th, 2009

[mage lang="" source="flickr"]european employment law armed forces[/mage]
AP News in Brief
GRAND ISLE, La. (AP) — Kneeling to pick up tar balls on an oil-fouled beach and listening to "heartbreaking stories" of loss, President Barack Obama personally confronted the spreading damage wrought by the crude gushing into the Gulf of Mexico — and the bitter anger that's rising onshore.
Zeitgeist Addendum

About » Colorado Employment Law Lunch Breaks As Well As Other Research

Tuesday, January 13th, 2009

[mage lang="" source="flickr"]colorado employment law lunch breaks[/mage]

State Law Faq

Why can't every law abiding citizen carry a concealed weapon to protect ourselves against human predators?
It seems to me humans are just animals with laws. It should be a human right to protect myself and my family with any means necessary regardless of state law. I can't carry a concealed weapon in liberal ** Rhode Island without being.

If a company sends me a package I did not request, am I obligated to return it?
I bought a laptop from Refurbdepot.com. It was delivered with hardware problems. I sent it back and clearly asked for a refund in my emails. If they send me a replacement, am I legally obligated to return it? Depends on state law.

If HIPAA rules are stricter than state law, which standard should you follow and why?
And what if the state law is stricter? You always follow the stricter of the two sets of laws; that way, you know both sets of laws are satisified. - XIV Amendment .. - I always went with the strictest regulation and the strictest.

IF I'M DRIVING A 20' BOX TRUCK, is it allowed by texas state law to pull a 20' trailer?
Yes. - 621.205. MAXIMUM LENGTH OF VEHICLE COMBINATIONS. (a) Except as provided by this section, a combination of not more than three vehicles, including a truck and semitrailer, truck and trailer, truck-tractor and semitrailer and trailer, or a.

In california is there a law against placing flyers on the windshield of vehicles?
Yeah you'd only really get in trouble if you distributed your flyers on Private Property. - Not a state law but there could be local governing laws about litter and stuff! - I do not know of a specific law that says flyers are.

In the state of Wisconsin, are there any laws that an employer has to give a lunch or a break in an 8 hour day
This is a state law issue or federal law, not sure and would appreciate a direct answer, not a guess. Thank you Per the Wisconsin Department of Worforce Development employers are required to give.

Is it an felony under state law in Virginia(commonweath) to trade/sell a registed handgun?If not a felony what
I traded my registed handgun. And was arrested for selling /tradeing to an felony. Like also an month atfer I traded it. An they didn't or haven't told me who I gave it to.But to my knowledge he's not an felony..

Is it legal to film a visitor on a cam corder in your own home without their consent?
See the Protection from Harrassment Act 1997 and Article 8 Right to Privacy - Human Rights Act 1998 - Yes, Unless some local or state law prohibits it. - with their clothes on or off?? On business premises you must.

Is weed really legal in Denver and are their any other states that is legal?
Also what are the rules, where do you buy it, where can you smoke it.. Denver did legalize marijuana, but Colorado did not. Since state law overrules city law, it is technically still illegal. And no there are no other states where it is.

law enforcement fails to uphold a state law?
'California state law. Any sworn law enforcement official who willingly chose and fails to uphold a state law a law is guilty of a misdemeanor. Any citizen can charge and file a complaint on any enforcement officer who does that The district attorney willfully and failing to bring charges and prosecute.

My neighbors are baiting my chickens onto thier property in order to kill them, where r the laws against that?
I live in Hawaii, so I need a Federal law or a state law, thank you :) I had them right here until old Foghorn went poo poo on it and I had to throw it away. So the.

Under the UCMJ and Air Force laws is it legal to date a person not 18 but legal by state law?
By the UCMJ a military person can date a person 16 years or older. Although also by military standards you must adhere to local/state laws. If the state age of consent is 18 the youngest you can.

What are the repossesion laws in Connecticut?
I need an answer asap please! Thanks! Check with the State Attorney General Office. Try them on the internet, under 'Consumer Protection Division'. Every state has one, and it is their job to enforce state law with regard to credit issues. They will cover your issue for free, if you can show.

Can a state judge review constitutionality of a state law, or can only federal courts/judges can do so?
I am particularly interested in NY State. Which constitution, state or federal? State court judges can review the constitutionality of a law under state or federal constitution. Federal judges can do similarly, although they may seek the opinion of the state.

What is an Initial Pretrial Conference?
What is an Initial Pretrial Conference? I am asking in reference to Arizona state law. An Initial pretrial conference is when you bring your calender and sets lots of dates and deadlines for status conference, mediation, and evidential trial. You should discuss a gameplan with your lawyer and already have goals for settlement..

what is New york state law on property concerning reverse possession?
we own property and are rebuilding a house on it. We had a recent survey showing that our neighbor has only 14 inches of property attached to his house. There is a plant box that extends 36 inches beyond the neighbors house. We need to cut the the.

What is the approximate jail time for armed robbery?
The penalties for armed robbery are determined by state law. The penalty in California may be different than the penalty in Texas. You need to specify where you are from to get the proper answer. Also, the sentence may depend on many factors in the discretion of the judge..

what is the power of federal over state laws?
The Constitution gives congress the power to make laws. States can also pass laws specific to there jurisdiction as long as the state law does not violate federal law. In cases where there is no federal law, states are free to come up with their own. An example that.

More State law questions please visit : LawFreeFAQ.com

About the Author

LawFreeFAQ.com

House Session 2010-04-15 (17:25:18-18:26:55)

An Exposing Discussion And Overview Regarding » Employment Law Workshops Along With Comparable Research

Monday, January 5th, 2009

[mage lang="" source="flickr"]employment law workshops[/mage]
Law of Agency?

Our car repairing company offers workers with a uniform. At off-duty and not acting during the course of his employment, a uniformed worker took charge of a client's car at the entrance of the repair workshop. The worker then stole it.
Advise the company
Because is is my homework, please only specify the main issue of the case and briefy explain. I wanna do it by myself.

In this case I would say the Company was liable ..

They should not have allowed an off-duty worker to take a uniform off the premises nor should they have allowed an off-duty employee onto their premises .. (I expect theses an implied 'Duty of Care' or some such towards customers coming onto their premises)

IF, on the other hand, they can produce paper-work showing that the worker had been fired the day before and that other workers had been warned to to allow him/her back onto the premises (and the car was taken from the public highway), I'm going to guess they are not liable ..

"The Sri Lanka Government must uphold the Rule of Law "

An Exposing Discussion And Overview About » Employment Law Los Angeles

Thursday, December 25th, 2008

employment law los angeles
Where can I find information regarding CALIFORNIA LABOR LAW?

Where can I get information about employee rights under California Labor Law and a good Employment Lawyer in Los Angeles? I have questions about wage and hour law, wrongful termination, class action and employment discrimination.

LAW OFFICES OF RAPHAEL A. KATRI
http://www.SoCalLaborLawyers.com
(310) 940-2034

They offer a FREE Initial Evaluation and take some cases on Contingency. They handle:

Class Actions
Overtime Claims
Misclassification
Wrongful Termination
Retaliation
Discrimination
Hostile Work Environment

Age Discrimination in Employment Act
ADA
Disability Discrmination
Discrimination Cases
Diversity in the Workplace
Drugs and Alcohol in the Workplace
Employee Benefits
Employee Privacy Rights
Employment Contracts
Equal Employment Opportunity
ERISA
Family and Medical Leave Act
Harassment Claims and Investigations
Non-Compete Agreements
Occupational Safety and Health Law
Personnel Policies
Plant Closings and Reductions in Force
Retaliation Claims
Sexual Harassment
Unfair Labor Practices
Unemployment Claims
Wage and Hour
WARN Compliance
Sexual Discrimination
Sexual Harassment
Pregnancy Discrimination
Race Discrimination
National Origin Discrimination
Age Discrimination
Religious Discrimination
Sexual Orientation
Family and Medical Leave
Employment and Severance Agreements

Los Angeles Employment Lawyer James (JJ) Johnston

A Brief Summary Related To » Employment Law Audio Books Coupled With Comparable Studies

Wednesday, December 17th, 2008

employment law audio books

The Science of Getting Rich

By thought, the thing you want is brought to you; by action you receive it.

–Wallace D. Wattles

“The Science of Getting Rich” calls on you to form the vision of the things you want. It also has a call to action in the place and job you are in so that you more than fill your present place. You are not doing this to please your employer, although it may, you are doing it to advance yourself. You are doing it because your future is so compelling (because of your visioning) that you inject energy, purpose, and faith into the moment you are in. Those who work with you and those who come in contact with you will feel this radiance and sense of increase and will be attracted to you. Always remember: vision and action.

Do not give your creative impulse to Original Substance, and then sit down and wait for results; if you do, you will never get them. Act now. There is never any time but now, and there never will be any time but now. If you are ever to begin to make ready for the reception of what you want, you must begin now. And your action, whatever it is, must most likely be in your present business or employment, and must be upon the persons and things in your present environment.

These things that you want, the things that “The Science of Getting Rich” tells you to visualize about, these things may be things that you haven’t believed possible for you. When, after nurturing your vision you see yourself in those places with those things you want you will know they are right for you. The part you were missing is the action steps to receive them. And now that you know those things are right for you - you will also come to know that the plan will present itself. Sometimes it is a progressive realization of the goals and sometimes it comes as if by magic. Keep the vision, keep the faith. Make the decision that this future is right for you. Then the actions you take will be inspired, empowered, and the actions will be taken toward a hope and a future.

You'll find many resources for The Science of Getting Rich at www.TheRealMikeGriffin.com including tutorials, a free ebook and free audio book.  There’s your call to action, act and create the vision, act and nurture it, and act when the ideas come. In the words of Wayne Dyer, “you’ll see it when you believe it.”

About the Author

Mike Griffin is CTO of www.MTDSystems.com

a network monitoring company. Mike writes about The Science of Getting Rich at www.TheRealMikeGriffin.com and wherever he can.

The A - Z of Contract Clauses. 5th edition by Deborah Fosbrook & Adrian C Laing

A Complete Simple Outline On The Subject Of » Current Employment Law Articles

Saturday, December 13th, 2008

current employment law articles

Employment Law - What Type Of Employee Am I?

Sometimes people become confused as to exactly which category of employment they fall in to. Of course there is the permanent employee or the casual or part-time or permanent part-time or even the independent subcontractor. The real difference between the various categories of employment is whether there is a contract of service or a contract for services.


Employment arises in a number of contexts particularly given the social diversity of our workforce today. Due to job sharing, permanent part-time employees are becoming more and more acceptable in the Australian workforce. Of course the predominant type of employee is the full time permanent employee on which the majority of businesses throughout Australia rely. This may have something to do with the fact that 75% of all business transacted throughout Australian is carried out by small to medium enterprises.


Essentially the type of employee that you are is normally set out in a letter of appointment, a contract of employment, an award or other industrial instrument including Certified Agreements or Australian Workplace Agreements or as otherwise agreed with the employer. Irrespective of the documents evidencing employment, employees are often issued with job descriptions or specifications covering the type of work they are required to carry out. It is becoming more prevalent for employees to be issued with letters of appointment and/or contracts of employment given the deregulation of the Australian workplace.


Often, employees other than full time employees work fewer hours, although with casuals this may not necessarily be so. Sometimes there is confusion as to whether casuals and part-time employees are one and the same. The essential difference between the two is that with part-time employees there is the pre-arranged regularity of the hours of work. In other words, part-time employees work on a regular and systematic basis whereas with casuals there is a certain informality, uncertainty and irregularity of engagement. It should be pointed out that where casual employment is becoming regular and systematic it may be deemed that the person has become a permanent part-time employee, particularly where they have the expectation of ongoing employment.


One of the most telling differences is that a part-time employee is generally entitled to exactly the same benefits and entitlements as a full time employee except on a pro-rata basis. Their pay includes sick leave and annual leave and their pay rates are not as high as casual employees. One of the best ways to distinguish a casual employee from a permanent part-time employee is to look at the appropriate award or industrial instrument to determine whether they fall within the definition of casual employee. In some cases the employer may have mistakenly described their type of employment as they may not be fully conversant with the legal distinctions between these two classes of employee.


It is always worthwhile to check the award or industrial instrument governing the type of employment and this applies equally to other categories of employee. It is extremely important to remember that normally casual employees have no guarantee of work beyond their current hiring which could be for one hour, several hours, one or more days or a week. Note that with casual employees there is usually a loading built into the rate of pay for casuals to compensate for the lack of permanent employment benefits. The services of a casual employee can be terminated at any time without notice by either party.


Under the NSW Industrial Relations Act and the Federal Workplace Relations Act there is no protection given to casual employees as they belong to one of the classes which is expressly excluded from the unfair dismissal regime set out in those acts. Casual rates of pay are normally 20% higher than standard rates. Remember with casual employees the work is normally irregular, may involve working on different days of the week, is on an on-call basis, wages are paid following each engagement, loadings are paid to compensate for not being a permanent employee and they may refuse to work for the period specified.


Where the work of a casual employee becomes regular and systematic such that they work the same numbers of hours per week prescribed for permanent employees, then, under many awards where they work for at least one month or in the case of metal industry workers, where they work for at least 6 months in this way, then they may become permanent employees. Irrespective if they have been employed by the same employer on this basis for an extended period of time they will have a right to long service leave.


Employee or Independent Contractor


Not all people who perform work are employees as some are independent contractors frequently called independent sub-contractors. The major difference between an employee and an independent contractor is that the former receives a salary or wages for services rendered whilst an independent contractor is a person who carries on trade or business themselves. The employee provides services under a contract of service and the independent contractor under a contract for services. The concept of control is essential to determining when a person falls into one category or the other. In some cases the law construes a person as being a deemed employee which has certain consequences for such individuals e.g. in the areas of workers compensation and taxation. Graphic design and advertising agencies are cases in point as much of the work that they have is subcontracted to other persons to undertake. These subcontracting or independent contracting relationships may arise because the principal contractor who is servicing the client needs to access independent expertise and thereafter manage the outcome.

About the Author


Frank Egan is the Chief Executive Officer of
LAC Employment Lawyer
and has over 27 years of experience as a lawyer.

McInnes Cooper Canadian Law Firm Student Recruitment Video

A Meaningful Quick Overview Regarding Employment Law Barristers

Wednesday, December 10th, 2008

employment law barristers
Law Student Needing Experience...Please?

Hi, I am a 21 yr old female Law student currently in my 2nd year at the University of Westminster. I really need some valuable experience in either a mini-pupillage at a barristers' chambers or working in a solicitors office during a work placement or temporary/permanent part time employment. I am a mature, confident, hardworking individual looking to learn as much as I can...any takers, please contact me. Thank you!

Law is a formal field. You won't do well to advertise for positions on Y!A. Try making personal contacts with your local bar association or through your college instead.

Tobacco Control Law amendment_BATA_WBB_NATAB

The Reality As It Correlates To » 2008 Employment Law Legislation

Wednesday, November 19th, 2008

2008 employment law legislation
question about european union law?

A (imaginary) directive was due to be implemented by 21st december 2008, it seeked to give futher rights to women in employment to claim equal pay for work of equal value of men. The former government (in uk), sought to introduce appropriate legislation by introducing before Parliament the Equal Value Bill 2007. However, the bill was defeated at second reading in the house of commons and not adopted. A new parliament is elected in early 2009 and opposes the implementation of the directive.

my question is that even though the implementation date passed in 21st december 2008, will the new government be liable for not implementing the directive even though they came in to power just after the implementation date had passed???

Yes. But think about it. To the EU it is still the same government i.e. the UK government.
It won't be the politicians who pay the price but the country.

Part 1 Question Time December 16, 2008

A Limited World-Wide-Web Overview Of » Employment Law Disability Discrimination Along With Similar Studies

Thursday, November 6th, 2008

employment law disability discrimination
Service dog at heart of discrimination complaint
Five years after developing a rare and potentially fatal food allergy to paprika, Emily Kysel has learned that the peppery red spice is nearly impossible to avoid.
Disability Discrimination in San Francisco - Dolan Law Firm

An Exposing Debate And Overview About » State Employment Law Application As Well As Other Research

Tuesday, November 4th, 2008

state employment law application
describe how the federal and state systems of governement may or may not differ in their application of employ

-ment laws.Provide at least one example of an employment protection that is provided by Georgia state system,but not by the federal system.

more homework?

Managing Employment Litigation Risk with Proactive Statistical Analyses (Part 2 of 3)

A Brief Net Compendium Of » Employment Law Apprentices Coupled With Other Research

Tuesday, October 21st, 2008

employment law apprentices
Help Plz!! Employment Issues Questions!!?

Lynne hires Brie as a an apprentice. Brie has just moved from the basics. One busy day, Lynne lets Brie cut a few clients by herself. Unfortunately, Brie gets carried away and cuts the top of her finger off.

a) Identify two laws that help to provide a safe place of work and/or protect employees such as Brie who got injured.

b) Analyse the impact of the WorkCover Authority in protecting workers such as Brie and Lynne in the workplace.

Thanks alot :D

Occupational Health and Safety
As for WorkCover authority, workers must be protected from the whims and caprices of the capitalists who has power to influence the courts and politicians.

The College Apprentice Program

A Brief Summary Related To » Attorney Employment Law Austin Texas In Addition To Comparable Research

Sunday, October 19th, 2008

[mage lang="" source="flickr"]attorney employment law austin texas[/mage]

Personal Injury Faq

MorePersonal Injuryquestions please visit : LawyerFreeFAQ.com

personal injury from coat dresser
Two years ago. My daughter went to the hair dresser and get her hair highlighted and got burn vertebrae of her head and ears. Now she has a big blemish about 2-4 inches.Both of her ears have scar to. Now can we get a lawyer and win the travel case? She was only 12 years...

"Indian Casino" Personal Injury?
TO FILE A PERSONAL INJURY LAWSUIT AGAINST AN "INDIAN CASINO" DOES IT NEED TO BE FILED IN STATE COURT OR FEDERAL COURT?? also IS THE 2- YEAR STATUE THE SAME AS CALIFORNIA LAW?? Yeah goodluck. oh wow, good luck beside that Indian Nations have thier own laws Since you mentioned California "Each of the 56 Class III...

"Interim Payments" Personal Injury Claim?
I was the (innocent!) victim of a road coincidence last year in which i suffered multiple injuries. The other insurance company have offered a lb5000 interim payment (to be deducted stale the final amount paid at the end of the claim) for personal injuries sustained. Is within a set formula - i.e percentage - as to...

~Personal Injury~ My Grandma fell & broke her hip (a) her SR. Apt. ~They never fixed crappy sidewalks....?
I am looking for some personal injury info here. Two weeks ago , my 88 y/o grandmother was walking outside with her wicker at her SR. Apart. complex. She triped on the side walk that was adjectives buckled up and had over an...

A grill for GP, if someone puts within a personal injury claim?
with an insurance company and needs medical evidence, do you mitt it over just for the payment. E.g enunciate if someone trys to claim for a tattoo they just do not like and have removed but has not actually cause them injury in the real sense they may be...

A Personal Injury Question?...?
Hi!I wondered if someone may be able to offer rather advice please?...At the weekend,i had an twist of fate in a shopping centre.I slipped on the damp floor,twisting my back and causing muscle strain.I am contained by considerable pain.I informed security,who told me to report the incident to customer services,which i did.On my method back,when i reached...

About p.i sue prospects against a local resturante (personal injury)?
after eating a a local restaurant: i went to use the rest room services. when i reached for the toilet paper, the huge stainless steel door to the dispenser come open with a really large full roll of paper contained by the seat of the door and struck me in my...

Accident Personal Injury Claim ?
After a recent accident, I'd suffered a whiplash injury to the extent that regardless of going to work for the next 2-3 days after the fluke, I've come to the point where I've realised that I'm not quite surrounded by a position to continue working the my employer would've wanted. I work contained by the IT...

Advice on personal injury claim?
I have an injury from a slip on a wet floor, the company enjoy admitted liability and I dont want to go through a solicitor or claims co as they are a con,I used to work for one years ago! i hold researched my legal rights, but for a sprained lower back, does anyone know down...

Advice requarding a personal injury crust from almost 4 years ago?
My daugher was involved in a main auto accident on 5-25-03. It was her vehical. First the other kids within the car told the Deputy she was driving. Later 2 of the other kids told her attny. that the other soul in the car be the one driving. No charges...

AFLAC cross-examine, regaurding personal injury claim...?
ok i have AFLAC accidental injury plan, where on earth they pay u for injuries, and then retribution so much for each thing that be done regaurding that injury(followups, therapy, MRIs, surgery, braces, crutches...ect)... any way i injured my knees back in June playing Beach volleyball, and i get all the paperwork for the claim,...

Am I covered for my own personal injury underneath homeowners policy?
i hold three life cover & accidental & vigour covers plans i need not want to take any hot palns Source(s): to search a job No. You can't sue yourself - homeowners won't pay for injuries, unless you're LIABLE for them. You enjoy to file under your HEALTH insurance. No....

Am I entitled to a portion of a personal injury settlement?
Dear Sir/Ma'am: I've been engaged to and living beside my fiance since October of 2003. We have co-mingled all of our finances since that time as powerfully with various dune accounts with and without both of our name on them. My fiance and I are having relationship problems (perhaps we've...

Am I entitled to collecting compensation for copies of medical store for a personal injury lawsuit?
When a lawyer is requesting medical records for a directive suit, am I entitled to receive a reasonable fee for providing copies of such archives (I am not in the law suit). Why are your records being used surrounded by the lawsuit if you are...

Am I entitled to some money? personal injury within university!?
About a year ago I got my teeth smashed by accident from a girl who hit me near a hard case. I get them fixed and they look fine, but it hurt like a &*$%& getting it fixed! It just sucked and I did not receive any money for it. Am...

Any CA Personal Injury attys around to answer this??
I was involved in a motorcycle calamity last month. I received several bumps and bruises and cuts and scrapes, but nil major. I did not see a medical facility, because in yesteryear I have broken my collar bone and was told in that was nothing they could do - without a doubt,...

Any one know what the time curb is to formulate a claim for personal injury against a home owners policy?
That depends on your policy. For mine, it is 30 days. It depends on where you live. Talk to a advocate ASAP. Your claim with your insurance company is subject to the rules regarding time limitations for filing claims contained within...

Any view how much money I will seize for personal injuries surrounded by a motor fluke?
I was involved in a motor accident a couple of months ago. It was a rear-ender and the other driver have admitted full liability. I am currently going through an injuries claim, as I was diagnosed beside Whiplash, which lasted about 1-2 weeks for which...

Anybody know any devout PERSONAL INJURY LAWYERS IN Austin Texas?
know any good personal injury lawyer's in ATX? I don't know that my attorney's getting a clear msg as to what my suitcase actually in tell for it to be even close to a victory. I was walking to a friends to budge to work on the shoulder of I35 and...

Anybody know anything just about personal injury lawsuits surrounded by vehicle accident that could minister to me?
My husband is getting sued in Florida for personal injury because he rear-ended someone 4 years ago and the statute of limitations is up. The guy he rear-ended was walking and looked without a flaw fine after the accident, though he went to the...

Anyone know how long a personal injury lawsuit will bring?
its been over a year now and the insurance company feel they are not at fault. it took mine 4 years. it went to arbitration and got settled next. the only person who made out be my attorney. now i am disabled and cannot work because of back injury. i hold...

Appropriate Settlement Amount for Personal Injury??
My situation: Was at a golf course eating lunch on their restaurant patio when a strong gust of turn kicked up. The wind pulled one of the table umbrellas out of the table because it wasn't secured properly , sent it through the air, and it nail me in the head pretty sturdy. I went...

Are adjectives personal injury settlements structured and how?
The injured person has a brain injury and a c2 c3 fusion as very well as shoulder rib and hip fractures. Wondering how the future will work out financially for someone who will not return to work at 50 years of age? First, there is no actual need for an Attorney if you...

Are in attendance any Accident claim calculators for personal injury within india?
hi, I want to know if there is any write up on how much can you claim incase of an accident. I be hit by a vehicle and have sustained a lot injury & trauma. I am pissed beside my lawyer telling me that since i dont own a...

Are in attendance taxes on personal injury settlements?
ireceived a settlement on my brother that was killed surrounded by car accident.it be a personal injury settlement. will i have to pay taxes on it. Those are frequently complex issues that I would not decision to address without all of the information concerning the settlement. I would suggest that you move about...

Are my antiquated vehicle insurance company still liable for a personal injury claim 2 years after luck?
Today i had a letter from a solicitors and county court dictum that a accident i had 2 years ago the other driver is very soon putting in a personal injury claim against me but at the time of the accident i be with...

Are Personal Injury awards exempt within Bankruptcy ?
I was wondering if personal injury awards can be seized in chapter 7 liquidation ? Although bankruptcy is a federal law, the property that you can hold after filing bankruptcy is largely determined by state decree. The laws of each state are different, so you should consult a local liquidation attorney instead of...

Are personal injury court settlements taxable?
I was involved in an misfortune with an 18 wheeler, and I was wanting to know if i needed to include the settlement on my taxes? Generally no. If any slice of the settlement is identified as lost wages, interest, or punitive damages, it will be taxable.

Are Personal Injury Protection (PIP) funds exempt from garnishment?
I was in an fluke and have been delivery PIP funds since the accident which has be about 5 months now. Still not competent to go back to work. Well after my happenstance i was issued a court order to progress to court for apartments i moved out of 8-10 months prior...

Are personal injury settlements taxable by the senate?
My sister recieved a large settlement for personal injury. But I didn't know if it was taxable. Some of it might be. The cut that was compensation isn't. If there are punitive damages included, next that part is. You'll need to know what type of settlement she's getting, or, more likely, what amounts...

About the Author

LawyerFreeFAQ.com

Austin Employment Lawyer | Employment Attorney in Austin | Ross Law Group |

An Exposing Dialogue And Conclusion Related To » Employment Law Disability Termination Along With Other Studies

Wednesday, October 1st, 2008

[mage lang="" source="flickr"]employment law disability termination[/mage]

Employment Law - Unfair Dismissal And The Workplace Relations System

The Federal Government has announced widespread changes to the Australian workplace relations system, by relying upon one of the heads of power under the Australian Constitution, namely the Corporations Power. This allows them to make laws with respect to Australian companies including constitutional corporations. It is their stated desire to have one set of laws governing workplace relations for the whole of Australia. Effectively where this is not possible the Australian Government wishes to see the states freely give up their powers in this area and refer them to them. This legislation deals with fair pay, workplace agreements, termination of employment, the role of various institutions, strike action, award simplification, further limits on union power, the rules governing entitlements of employees on transmission of business and the role of workplace inspectors.


Previously the area of employment law and more particularly that of unfair dismissal was governed in NSW by both the NSW Industrial Relations Act and the Federal Workplace Relations Act. In summary, remedies available under both Acts are almost identical in respect of unfair dismissal, constructive dismissal and unlawful termination. One of the major differences was where claims were brought under section 106 of the NSW Industrial Relations Act which allowed for unfair contract claims to be brought in circumstances similar to those which existed for unfair dismissal. In January 2005 there was a major change made to the Federal Workplace Relations Act which brought into play new sections which deal with the rights of independent subcontractors to bring claims based on unfair contracts.


The essential difference was that section 106 dealt with strict employment contracts whereas the Federal Workplace Relations Act only provided protection to independent contractors. As of 27 March 2006 there has been a fundamental change with the new Workchoices legislation coming into effect. Businesses with up to 100 employees will be exempt from unfair dismissal claims whereas larger businesses will not. That said, bigger businesses are afforded a greater protection due to the extension of the probationary period for new employees from three to six months. This provides these larger corporations with the opportunity to get to know their employees better before deciding whether to keep them or not. Employees terminated during this period will not be able to bring unfair dismissal claims even where they have been made redundant. Constructive dismissal claims are available in very limited circumstances and unlawful termination claims remain including discrimination on the basis of race, colour, sex, pregnancy and disability.


In Victoria the Kennett Government referred its power in the Industrial Relations environment to the Federal Government some years ago. In short all Victorian and territory businesses are covered under the new system because of this referral and not because the Federal Government is relying upon the corporation's power. All employees of constitutional corporations are covered by the system including all corporate businesses in all other states. According to the Federal Government approximately 85% of all businesses will be picked up although there is agitation by a number of state governments to prevent this occurring. There is little doubt that all unincorporated businesses will fall outside the system because they are not corporations.


Although these changes are supposed to lead to a simplification of the system this has not in fact occurred. There is a dual system operating both federally and within some states. Although corporations will be picked up, sole traders, partnerships and trusts will not, including doctors, farmers and some sporting groups to name but a few. In some cases the disenfranchised will be able to bring actions for breach of their employment contract and perhaps under the Trade Practices Act. All employees, irrespective of size of the business will no longer have the opportunity to plead that they have been unfairly treated and selected for redundancy.

About the Author


Frank Egan is the Chief Executive Officer of
LAC Employment Lawyers Sydney
and has over 27 years of experience as a lawyer.

Tax Law Attorney Rob Wood "IRS Speaks Out on Employment Lawsuit Settlements"

About » Employment Law Baltimore

Friday, September 19th, 2008

employment law baltimore
Longtime Hogan & Hartson partner leaves
Gil A. Abramson, who started the labor and employment practice at what used to be Hogan & Hartson LLP, has left to join the new Baltimore office of employment law firm Jackson Lewis LLP. The office also added two associates this week, bringing its headcount to 12 lawyers. It opened with nine in January, when a [...]
Reznik Report 2010 Session Week 8

A Limited Overview Related To » Employment Law Tampa Florida

Monday, September 8th, 2008

[mage lang="" source="flickr"]employment law tampa florida[/mage]

Pasco-Hernando Community College Is The Preparatory Platform For Higher Education

Campus

Campuses of the college are located in Brooksville, Dade City , and New Port Richey with a center in Spring Hall. Presently the campus houses around 7350 students including 58% women. Located 35 miles from Tampa , the school campus has a rural setting but also has a computer campus.

Brief Background

PHCC was established in the year 1967 by legislature of Florida . Extensive undergraduate evening and early morning classes, reduced course loads, remedial instructions, study skills assistance and tutoring and learning center are some of the unique features of the college. Accelerated programs, cross registration, distance learning for online degrees, ROTC, internship, honors program, dual enrollment, ROTC, and weekend colleges are other highlights.

Programs Offered

Besides associate degrees for which it is accredited, the college offers multiple certification programs in computer science, health care, and law enforcement. An alternative teacher certification program named Educator Preparation Institute is one of the newest programs offered. In addition the college offers comprehensive distance learning programs. Dual credit and life experience are the accepted admission credits.

Unique Offers

GED preparation classes for GED diploma and dual enrollment classes for students of high schools are a couple of unique offers of the college. It also serves as a good alternative for expensive four year institutions and platform for subsequent transfers to those academies. Various disciplines are Health and Clinical science and majors in liberal arts, health care, computer, and information services are among programs offered.

Accreditation

The College