Posts Tagged ‘jobs’

About Employment Law Tampa Along With Other Research

Thursday, December 23rd, 2010

[mage lang="" source="flickr"]employment law tampa[/mage]
Is having a minor a bad idea?

I am a Political Science major and I am minoring in Criminology and L;aw and Justice. I was wondering if that would limit my employment possibilites after I graduate?

Another question: I am attending the University of Tampa and I dont believe its that prestigous. I plan to attend law school at George Washington or Americant so graduating from UT wouldn't matter right?

Having a minor should not limit your employment possibilities. Most people have a Major and a Minor. Some have multiple Majors or Minors. You need a certain number of credits to graduate anyways, you might as well use them to gain some expertise in a field. As far as what school you are going to, once you are through with law school, most people won't care where you did your undergrad work. However your law school of choice might care. Depending on how far into your degree you are, your options to make changes may be limited. I suggest talking to the admissions at the law schools you are interested in and asking what criteria they look at when selecting students. If you are worried UT might not have the best Poli Sci programs, go the extra mile. Take more intense classes than required, participate in school groups that relate to your major or to law, become active in political campaigns.

Employment Law Defense | Tampa Law Firm | Employment Discrimination

A Short Online Overview Of Employment Law And Human Resources And Similar Studies

Wednesday, December 8th, 2010

employment law and human resources
Fisher & Phillips Charlotte Attorney Shares Wage and Hour Law Guidance with Iredell Employers
Charlotte - J. Michael Honeycutt, partner at the Charlotte office of Fisher & Phillips LLP (www.laborlawyers.com) was the featured speaker at the Iredell Human Resources Association where he presented "Department of Labor Promises More Aggressive Enforcement of Wage Hour Laws - What Employers Need to Know to Avoid Compliance Problems."
Sarah on BLR's 2009 National Employment Law Update

[affmage source="amazon" results="5"]employment law and human resources[/affmage]
[affmage source="cj" results="5"]employment law and human resources[/affmage]

A Brief Online Summation Of Uk Employment Law Contracts And Other Studies

Tuesday, December 7th, 2010

uk employment law contracts
I have been an agency temp for 3.5 years - is there any obligation to offer me a permanent position?

Through my agency I have worked for a Local Authority for 3.5 years in a substantiated post. I would like to have the benefits of full time employment, are there any employment laws that stipulate temps should be offered a contract after a certain period of time (in the UK).

The short answer is no.

If you want the benefits of a full time position, ask them or someone for such an opportunity.

UCC UNIFORM COMMERCIAL CODE, CANON LAW CORPORATE LAW COMMERCE UK and worldwide

[affmage source="amazon" results="5"]uk employment law contracts[/affmage]

A Limited Summation Related To » Texas Employment Law Salary

Thursday, December 2nd, 2010

[mage lang="" source="flickr"]texas employment law salary[/mage]
Does anyone know where the law is for a verification of employment?

is there a texas state or federal law stating that the employer is not allowed to give out an employers salary even with borrowers authorization to qualify for a home mortgage loan, more or less, an FHA loan?
if there is please give me a link.
or if there as anything regarding them having to with permission.

there is no law either state or federal, if they have a signed authorization they are free to give it to whomever has the authorization, if it was done without your permission there is little you can do unless it caused serious financial harm

Sallie Mae-Westwood Diploma Mill Federal Student Loan Fraud #2

The Reality As It Pertains To » Employment Law Tools Along With Similar Research

Monday, November 29th, 2010

employment law tools
ITUC Spotlight interview with US Domestic Workers United
Brussels, 29 November 2010 (ITUC Online): As of 29 November this year, domestic workers in New York State finally have a number of rights recognised, following the enactment of a new Bill of Rights specifically protecting them.
XpertHR valuable tool, by Fentons Solicitors

[affmage source="amazon" results="5"]employment law tools[/affmage]

The Reality As It Correlates To » Employment Law In Uk Government Together With Similar Research

Wednesday, November 24th, 2010

employment law in uk government
UK Employment Law question. Please see below?

Is their a UK Government Body or Department that protects Employees? I think my wife's Employer is conning his staff and I wondered who I could report them too. There is NO head office to refer it to and the person doing the conning (in my opinion) is the Employer himself. I've already tried ACAS and they weren't much use.

I had a wry smile to myself when I read your question; the husband of an otherwise satisfactory employee of mine drove me close to dismissing her based on the amount of time he was wasting sending letters about how she wasn't being treated properly and how he was going to report me to ACAS, the police and Trading Standards - the whole incident based on the fact that she'd made a mistake with her NI number and a request had been made to her to provide her NI card or a document with the number printed to prevent the mistake being repeated.

All that by way of saying that your wife is an adult and that, while it's laudable that you're trying to protect her, you really shouldn't be creating an atmosphere in her workplace that she'll have to deal with while you're remote in the background and safe from fallout. If she's being 'conned' then there are avenues which your wife can pursue, perhaps with your assistance if she asks for it.

XpertHR: New UK Government

[affmage source="amazon" results="5"]employment law in uk government[/affmage]

The Reality As It Applies To » Employment Law Labor

Tuesday, November 23rd, 2010

employment law labor
What is the difference between employment law and labor law?

The two terms are often used interchangably or in connection with each other. For example, attorneys say they specialize in "labor and employment law." Labor law would mean all of the labor laws, such as the Fair Labor Standards Act, minimum wage, wage and hour laws, etc. Employment law would deal more with issues between individual employers and employees, in my understanding.

Good luck,
Dana (attorney with some labor and employment law experience)

A Brief Web Overview Of » Employment Law Postings

Sunday, November 7th, 2010

[mage lang="" source="flickr"]employment law postings[/mage]
Union vote at Foxwoods upheld
An administrative law judge has upheld the outcome of a July 31 election at Foxwoods Resort Casino in which employees in the casino's beverage department voted to affiliate with Local 371 of the United Food and Commercial Workers Union.
Labor Law Posters: Federal Labor Law Poster

[affmage source="amazon" results="5"]employment law postings[/affmage]

An Exposing Debate And Synopsis Related To Employment Law Legal Advice

Thursday, November 4th, 2010

employment law legal advice
Need legal advice on CIVIL DISABILITY and Felony Conviction?

If a felony conviction is viewed by the US Department Of Justice, and The US Department of Labor as a CIVIL DISABILITY and a tax credit is given to employers who hire an ex-offender, the why can employers who claim to be an EQUAL OPPORTUNITY EMPLOYER and state on their job application that they DO NOT DISCRIMINATE AGAINST ANY RACE, RELIGION, OR DISABILITY, deny an ex-offender employment. That constitutes a violation of numerous disability acts and goes against federal law. The recidivism rate is high enough and without the ability to gain employment, what chance does an ex-offender have to gain a productive role in society?

I have that problem. I'm well qualified for the job that I apply for, but have felony convictions from over ten years ago and can't get hired. Can I collect disability from the government?

Employment Law

A Revealing Debate And Synopsis Regarding » Employment Law Victoria Australia Together With Other Research

Monday, October 4th, 2010

employment law victoria australia
How does one become a Forensic Psychologist or Forensic Psychiatrist in Victoria, Australia?

I currently hold a Bachelor's Degree in Psychology (Interpersonal & Organisational) from Victoria University, and am attending the University of Melbourne doing a Graduate Certificate in Criminology (my subjects include criminological theories from graffiti to terrorism, Criminal Law, Policing, and societal structures in reference to crime) from which I hope to go on to do further studies.

I've got experience as an Interviewer in an informal counselling-type position (which can arise depending on the client) at a community information, crisis, and support service, and have certificates in Applied Suicide Intervention Skills Training (ASIST), and Assessing & Delivering Services to Clients with Complex Needs (CHCCS6B).

What kind of employment positions can I apply for at the end of my current degree?

And which employment positions could I apply for (which do not necessarily have to be Forensic, or Psychology-related) with reference to my experience and education?

Hi Oscar. In England, we study for the Master of Science MSc in Forensic Psychology. It is 2 years and involves allot of legal training. I thought it would be different than what it actually is and even though it is well paid, I choose not to do this now in the traditional sense. If I am honest, I found the people corrupt that I worked with and also I did not get any real satisfaction from helping anybody as my job was listening to criminals and paedophiles reason and blame others for their own horrendous crimes. You could go into the Police and probably do very well. Forensic social work or young offenders team work would also be an option for you

Spring Migration Gay & Lesbian Festival North East Vic

The Reality As It Relates To Employment Law News Uk

Sunday, October 3rd, 2010

employment law news uk
New Police Recruits Could Work For Nothing
Potential police officers in the UK's biggest force may be asked to work as volunteers for free for 18 months before being taken on.
Ignorant Landlords UK (Suzy Butler) 5

[affmage source="amazon" results="5"]employment law news uk[/affmage]
[affmage source="cj" results="5"]employment law news uk[/affmage]

A Brief Internet Conclusion Of » Employment Law Advice Centre

Sunday, September 26th, 2010

employment law advice centre
Hi can any help please am very worried about my job situation .I work for Royal Mail and my mail centre?

is going to close soon .We have know about this for over 2 years now .We where given options of what we could before christmas one was go to another mail centre much furthe away and to far for me to travel or taken redundacy with a enancement so i go talk at time i would get £5500 but don,t if i can trust them on this as they have changed the goal post that many times .Can some who as took redundacy from Royal Mail please if they kept there early promise of how redundacy they would get payed .Also some from employment law give me some advice on thiis .I have worked there 2 and years

http://www.adviceguide.org.uk/index/life/employment.htm
http://www.acas.org.uk/index.aspx?articleid=1365

BPP Pro Bono Centre - Employment Law Telephone Advice Line (ELTAL)

[affmage source="amazon" results="5"]employment law advice centre[/affmage]
[affmage source="cj" results="5"]employment law advice centre[/affmage]

Regarding » Texas Employment Law Websites Along With Comparable Studies

Saturday, September 25th, 2010

[mage lang="" source="flickr"]texas employment law websites[/mage]
In The Papers 22 September
Trintech receives takeover attention | Tyndall and Intel sign research agreement | Shared services centres to create jobs | HP, Oracle settle Hurd dispute | Twitter plans targeted ads
Goldman Sachs economic mafia ^^

A Quick Summation About » Employment Law Law School

Monday, September 20th, 2010

employment law law school
what are the job prospects like for someone graduating from columbia law school or nyu law school?

how difficult is it gain employment in the law field?

According to Bureau of Labor Statistics, USA, Employment of lawyers is expected to grow 11 percent during the 2006-16 , but Job opportunities often are adversely affected by cyclical swings in the economy.
The employment prospects for some one graduating from columbia law school or NYU law school are incredible

Sweaty dogs and Employment after law school

[affmage source="amazon" results="5"]employment law law school[/affmage]
[affmage source="cj" results="5"]employment law law school[/affmage]

A Short Online Conclusion Of » Employment Law Texas Employers

Monday, September 20th, 2010

[mage lang="" source="flickr"]employment law texas employers[/mage]
Can a background check company in Texas reveal a non criminal conviction (from another state) to an employer?

I know in some states it is illegal for a background check company to reveal a non criminal conviction (violation) to an employer. Is this the case for employment background checks done for employment in Texas, and if so where in the law does it state this? Does it matter if the background check company is physically located in Texas or is there a loop hole for this?

In Texas and other states, employers have the right to do criminal background checks themselves, but most employers hire a service to do that .

The Fair Credit Reporting Act (FCRA) requires an employer to get written authorization from an applicant to do a credit check if an outside agency will be used – in addition, if the applicant is turned down, the employer must tell the applicant why and let them know the name and address of the service that furnished the information.

The FCRA prohibits credit reports from including non-criminal violations, such as a conviction that only results in a fine. The FCRA applies nationwide.

Note that the restriction on reporting non-criminal convictions only applies to credit reports. If the employer does the research himself, he is entitled to any information that he obtains from public sources, and all convictions (of any type) are public information. The employer can also purchase a background check that could reveal the same information as long as it is not included in a credit check.

You can perform a free background check yourself to see what information is available.
Like many answers, it all depends on the details:
What information do you want?
How much work are you willing to do to get it?
How fast do you want it?

If you are willing to do some work yourself, you can perform a background check on someone for free.

Criminal Background Check:
Criminal records are kept by the Clerk of Courts in each courthouse. Every city, town, county, state, and the federal government have their own courthouses. We know there are 50 states, 3000 counties, and over 30,000 cities, towns, or townships in the USA. That is a lot of courthouses, and most of them do not share their information. However, it is all public information, and you are allowed to review it.

If you know where the subject person has lived and traveled, then you know which courthouse records to check.

Do-it-Yourself Free Background check issues:
a)One problem is finding out your subject-persons lifetime travel history. He could have committed a crime anywhere he has ever been.
b)2nd problem is the amount of work you must do to check every courthouse in those locations.
c)3rd problem is that you could miss important records if you miss any of the locations that your subject-person has been to.
d)4th problem is cost. If the courthouse has digitized their records and published them on a website, then you can often review them for free. But if you must travel to the courthouse, that requires your time and travel costs. Finally, if you get copy of the record, some courthouses charge $1 per page. Wow! That can be expensive.
e)So a do-it-yourself background check may cost you a significant amount of money if you want to perform a complete background check.

Other Records:
You will probably want to check out some other records on you subject-person.
Do your want to know about:
Marriages and Divorces
Bankruptcies
Tax liens
Civil law suits
Professional licenses
Corporate ownership
Property ownership.

All of that information is public, and you can review it. But, you have the same issues that you had with the Criminal Records. The information is not all in one place. You have to find out where it is, and you may have to travel to those locations.

Information Aggregators
On the internet, some companies specialize in collecting all of this public information, putting it in their database, and making it available for instant access. For example, Illinois Youth Soccer (http://www.iysa.org) has a Risk Management publication that refers to
http://backgroundsearch.com

You can review some of this information for free and get the results immediately on the internet.

How to Perform a Do-It-Yourself Free Background Search & Check:

Step #1 – At an information aggregator, like BackgroundSearch.com , you can put in your subject-person’s name and find every city that he lived-in. That website provides this information for free. You can enter as many names as you like, as many times as you like. Now you know which courthouse records to review.

Step #2 – At the same website, you can find a list of the Criminal Record Offices of every city, county, and state in the USA, along with their website (as reported to the U.S. government.).

Step #3.- Go to the courthouse website, or to the courthouse (if they do not have a website), and review their public records.

Step #4 – Back at BackgroundSearch.com, you can find the Record Offices for Vital Records (Marriage, Divorce, Births, Deaths). Repeat step #3 for Vital Records and any other type of records that you need.

Purchasing a Background Check:
If you want to get a complete report, instantly, you can purchase a comprehensive background check from BackgroundSearch.com (or other information aggregators). Every company (without exception) will charge you something for a complete background check. The companies have to cover their costs to gather all of the public information, put it in a database, keep it up to date every day about everyone, and make it available to you on the internet for instant access.

Sex Offenders:
The U.S. government does keep a list of all convicted sex offenders in one place. You can find it here: http://www.nsopr.gov/
Source(s):

Good luck with your background check research.

Workforce Solutions Upper Rio Grande Employer of the week Alpine Access

Another Brief Summary Involving » Employment Law Expatriate Together With Similar Analyses

Tuesday, September 14th, 2010

employment law expatriate
Coppen Oil & Gas London (UK) career@cop Date: 2008-07-22ATTN: S.SHANMUGARAJCONTRACT/EMPLOYMENT AGREEMENT

Ref: PSC/COG/ 012556-08 UKDate: 2008-07-22

ATTN: S.SHANMUGARAJ

CONTRACT/EMPLOYMENT AGREEMENT LETTER
This agreement is made this 26 July 2008, between COPPEN OIL & GAS. Incorporated under the Laws of United Kingdom (hereinafter called COPPEN OIL & GAS) AND S.SHANMUGARAJ

ARTICLE 1:
COPPEN OIL & GAS desires to secure the services of a competent contractor to provide expatriate environmental services and others as specified contractor.

1.1CONTRACTOR represents to COPPEN OIL & GAS; that it has the technical competence necessary for carrying out all the services, duties and obligations specified in this contract on the part of CONTRACTOR to be assumed and performed and has agreed to carry out the same in accordance with the terms and conditions hereinafter set forth.

ARTICLE 2: CONTRACT PERIOD
The contract period shall be for Contract duration: The contract shall last for duration of (24) consecutive months; one (2) year and could be renewed only if employer

very good, is there a question

A Small Summation Related To » Employment Law Careers

Wednesday, September 8th, 2010

employment law careers
No retirement for these older folks, just work
The preparation before work each morning starts in a methodical fashion. By 6 a.m., Morris Wilkinson, a 91-year-old letter carrier, irons his postal worker uniform -- a crisp, collared shirt and gray slacks -- a habit he formed while in the Marines during World War II.
Employment Outlook: Hedge Fund Losses May Result in Massive Job Cuts

[affmage source="amazon" results="5"]employment law careers[/affmage]
[affmage source="cj" results="5"]employment law careers[/affmage]

The Truth As It Relates To » Employment Law Milwaukee

Tuesday, September 7th, 2010

employment law milwaukee
Newspaper will appeal ruling
The Juneau County Star-Times will appeal a Circuit Court judge's decision that blocks the newspaper's access to an attorney's bills.
Milwaukee Disability Claims Lawyer Wisconsin Attorney

The Reality As It Correlates To » Employment Law Offices In Chicago

Monday, September 6th, 2010

employment law offices in chicago
Is there any way to get hired quick as a pharmaceutical salesperson. Please help. These are good jobs.?

I am a college graduate with my BA degree in history. I worked at a Law office doing research and taught school also. I want to get into pharmaceutical sales. The salary is good along with the benefits. I have applied online to many companied through Monster.com with my resume. I had a professional resume writer help me re-work my resume. I have not heard anything back in the last 30 days. I also have a keen interest in working with AMTRAK train in Chicago. Again, resume was sent online and to their phisical address. Many og their positions I am qualified for. Probably very political. I even wrote my local state Senator for his guidance with AMTRAK in Chicago, since he is from Chicago and I enclosed my resume for his ready reference. Two weeks have passed and no response yet. I need gainful employment commersuate with my life experience and educational attainment. Please help.

I would recommend networking. Do you know any pharmaceutical reps? Do you know anybody who does? Meet with them, talk with them about their job to see if it would be right for you, ask them if they could point you in the right direction of the person you need to talk with. When you send your resume in, it most likely is just being thrown into a larger pile of resumes. You need to make contact, meet the actual decision maker face to face, etc. I imagine you should take the same approach with getting a job at AMTRAK. Ask around, find someone who works there. Knowing someone is a big hurdle in getting you through the door. Good luck, I hope you nail the job you want!

Law Office Of Ryan Scott Nalley - Chicago, IL

[affmage source="amazon" results="5"]employment law offices in chicago[/affmage]
[affmage source="cj" results="5"]employment law offices in chicago[/affmage]

A Short Summation On The Subject Of » Employment Law Resume

Sunday, August 22nd, 2010

employment law resume

The Importance of Employment History Verification

Employment history verification is essential for many reasons. Job applicants may lie on their resume to cover up previous employment problems, and even periods of imprisonment that they obviously do not want to reveal in an application for a new job. You are obliged not only by law, but morally, to make as sure as you possibly can that your employees are not harmed through your employment of an unsuitable candidate.

Your verification procedure should detect any false dates of employment provided, any exaggeration of positions or responsibilities held and the possibility of fictitious employers being named. Why does this happen? Why do some candidates feel it necessary to fabricate their resumes or CVs in this way? It is, in fact, not all that uncommon, and there have been some prominent cases reported in the press. Let’s examine some reasons why people do this.

A very common reason for stating false periods of employment with specific companies is to hide dismissal for inappropriate behavior, violence to other employees or theft. Any one of these could provide a good reason for finding an employer guilty of negligible hiring, and this itself introduces a problem. While it is essential that you identify these applicants, the previous employers might be loathe to provide details to you that could indicate them to have been negligent. Sometimes only a professional investigator can get to the truth of these situations.

Another reason is to hide a period of conviction, so someone released from prison can be confident of finding employment quickly. It is easier to provide a fictitious employer, or extend the period of the previous employment. Such temptations can be irresistible to a person desperate to find employment.

If questioned on the reasons for the job changes indicated on the resume, an applicant can provide a change of state or county, or even the desire for advancement, as a reason. They all sound plausible, there having been plenty of time for rehearsal of the story! Both of these excuses, or reasons, are common and are difficult to disprove if previous employers are loathe to provide full employment details. This is particularly true of lies told regarding positions of responsibility. Many employers will agree to provide employment dates if pushed, but no more. Not even severance details.

If you feel that something is not ringing true, or just feel a little bit nervous about the person you are interviewing, you are advised to have a professional carry out full employment history verification, and even a criminal record investigation. These are not tasks that can be given to an employee untrained in the techniques, and the job is too important to your company to hesitate on. A full employment background check should be carried out because you have a duty of care to your workforce.

If the position offered demands a certain level of management experience or seniority, then a few applicants will be tempted to exaggerate their previous employment. There are many recorded instances of candidates for senior positions falsifying their resumes in this way, and being offered the position only to be found out at a later date. This type of falsification is stupid because you will eventually be found lacking in the skills you should have had were your claims true.

You must carry out a full employee background check on all applicants to whom you are considering offering a job. The law requires that you take all steps to avoid negligent hiring, and failing to carry out employment history verification checks is regarded as employment negligence. The cost to your company can be crippling if someone you hired went on to injure an other employee, or even just steal from them.

Sometimes other employers can be difficult when asked for employment history, but if you provide them with a completed release of information form they should have no grounds for refusal. A professional can deal with this, since they do it every day. In fact, frequently, just asking the candidate to sign the release form when they make the application is sufficient to put them off.

If an applicant refuses to complete such a release form, then don’t employ them. The same should apply if previous employers refuse to provide full employment histories, and in such a case you should inform the applicant why they are not being considered for the job.

You must carry out a suitable and sufficient employment history verification to meet your own legal obligations, and you can have no excuses for failing to do so. You can try to do it yourself, or have one of your employees do it, but you are better advised to employ a professional in employee screening to carry out a professional job for you. You will then be able to sleep well at night without worry.

About the Author

Advanced Research arsbackgrounds.com is made up of a team of experts in HR, Risk Management and Legal Investigations. We provide a free consultation to assist you in mitigating your potential hiring risks.

Docket Schmocket What Can a Legal Administrative Assistant Do for CPS Victims Court Reform?

[affmage source="amazon" results="5"]employment law resume[/affmage]
[affmage source="cj" results="5"]employment law resume[/affmage]

Concerning » Uk Employment Law Salaries And Similar Research

Saturday, August 14th, 2010

[mage lang="" source="flickr"]uk employment law salaries[/mage]

Redundancy Alternatives For UK Employers

In the current recession, both restructuring and redundancies are becoming increasingly common. Large and small businesses may find themselves with little option but to shed staff just to keep their business going. It is an extremely stressful time both for employees facing potential redundancy and for employers and other HR and other managers involved in the redundancy process.

Redundancies occur where a job no longer exists or can be dispensed with for justifiable economic reasons of benefit to the employer. However, for employers thinking about making redundancies it is worthwhile looking into alternatives. Employers can consider the following options:

a) Stopping the use of temporary staff -- temps are often expensive due to the additional costs of using an agency and also maybe less productive than experienced staff. Can work be reallocated to existing staff instead?

b) Cutting workers' hours.

c) Offering sabbatical or unpaid leave.

d) Reducing the level of paid overtime.

e) Bringing in flexible shift patterns or annualised hours contracts.

f) Replacing part of a worker's salary with a performance-related bonus.

g) Converting the remuneration of sales staff from salary to a commission basis, where possible.

h) Developing new sources of work.

i) Cutting out unnecessary travel by replacing face-to-face meetings with phone and web conferencing.

Above all, when thinking about making changes to workers terms and conditions, it is essential for employers to talk to their staff and to explain the current position and discuss with them questions of changing conditions rather than simply imposing those changes -- which risks serious morale problems and legal claims for breach of contract. When carrying out such changes, those employers without their own internal human resources team will need advice from a specialist employment lawyer. Redundancy is a complicated area of law and too often employers wrongly use redundancy as the label for sacking employees. This involves significant risks for employers as employment tribunals are becoming very used to this trick and a claim for unfair dismissal claim can be very costly. Employers are well advised not to misuse the term redundancy, unless there is definitely a redundancy situation. Furthermore employers should make sure they know exactly what they are doing and that they follow the correct procedure.

Those employers who manage to apply some of these tips successfully to their own business should be better placed to survive and even thrive in the recession, be well placed for the recovery when it comes and in the meantime keep staff morale high.

About the Author

Tim Bishop is senior partner of Bonallack & Bishop, a firm of UK employment law solicitors with offices in the south-west, offering legal services to private and business clients. Tim has spearheaded the firm's expansion, seeing it grow by 1000% in the last 12 years. He is responsible for major and strategic decisions and sees himself as an entrepeneur who owns a law firm. Tim has firm plans for continued expansion of the firm.

Fiscal Commission Public Forum 6 of 7

An Exposing Discussion And Summary Regarding » Employment Law Italy

Wednesday, August 11th, 2010

employment law italy
How can I declare my employment to the UK government if my employer don't want to do so?

Hello all,

I'm working regularly (five days a week) and my income is less than £6000 per year. The trouble is that my employer (which is a private family) is not still declaring my employment to the government. I think that this is not fair (and maybe illegal too), so I would like to notify to the government that I'm working, in order to avoid any future problem. If my employer don't want to do her job, at least I will do my part.

Someone told me that there is a government website on which I can declair my job status. Does anyone know which one it is?

I don't really know how the law works in the UK, but if a situation like this happens in my country (Italy) both of us will be in trouble. I really want my peace of mind.

Thanks all for your kind help.

Get in contact with your local Customs & Excise

http://www.hmrc.gov.uk/index.htm

Labour Inspection in Italy by an elite unit of the Carabinieri and the Ministry of Labour

Another Quick Overview With Regards To » Online Employment Law Help

Friday, August 6th, 2010

[mage lang="" source="flickr"]online employment law help[/mage]
Does an F-2 visa allow online business?

Hi,

I know that F-2 visa doesn't allow any kind of employment with a payroll, but what about having an online shop?

I'm currently living in the US on an F-2 visa (my husband is a student). I really have nothing to do since I'm not allowed to work and I'm thinking to start a small online shop selling my artwork. Is this OK? Will I break the law if I do this?

Is receiving a bank transfer or a check (but not payroll) lawful for my case? And what about using PayPal?

Please help me. I'm desperate.
Thank you.

If you are making your money in the United States, that is generally considered work, whether it's through a traditional employer or through self-employment. And, unfortunately, F-2s are not allowed to work.

You could try to retain an immigration attorney to see if there are any ways to do it where everything is handled overseas, but if you're in the U.S., I think that will be tough.

Employment Attorney "Let Us Help You" TV Commercial by Mpower Media

The Truth Of The Matter As It Applies To » Employment Law Shift Change

Wednesday, August 4th, 2010

employment law shift change
My work schedule was consistant for over one year then it was changed. Is there a law that protects....?

is there a law that protects my availability and scheduling to remain in it's consistency to reflect what it has been for a year straight?

My work schedule was always 8-4:30 with optional overtime. I have been working this for over a year and without knowledge my job just switched my hours. i have informed my job i am not available to be scheduled for other hours but they schedule me other shifts anyhow. I am curious if there is some kind of law protecting the consistency of my work schedule. I am a single mother with two children and jumping my work schedule around is getting tiring.
Another question. I have been with the company for over 6 years and on my application for employment my availability specifically states i am available from 8-5 mon through sat. for 4 years they did not abide by that no matter how much complaining i did. They complied with me for a year of 8-4:30 shifts and now they are changing it again? Anyone have any solid advice with proper knowledge?

No there's no law protecting your schedule. Companies can change your schedule however they see fit. If you work under a union there may be a claus dealing with seniority and scheduling which would offer you a way to keep closure to the schedule you had (if you had seniority)
Really the only thing you could do is find work elsewhere. Again, they are allowed to schedule as the see fit there are no laws granting employees the rights to certain schedules and no laws saying that employers need to abide by the availability times provided on an application. Sorry that's just the way it goes.

Aggregate Demand/Aggregate Supply Macro Model

A Quick World Wide Web Conclusion Of » Employment Law Expat As Well As Similar Research

Sunday, August 1st, 2010

[mage lang="" source="flickr"]employment law expat[/mage]
As an Expat contract worker in Norway, can I choose not to avail of any Health Insurances.?

In my first year working here in Norway as a consultant engineer, I was not required to pay for any Health Insurances by my employment agency. When my contract ended, I went back to my home country.

This is now my second time working here in Norway, after six months off.

I am now with a new employment agency, and I am bothered by this new system. According to my new agency, I need to pay for my Health Premiums, in which I did not choose to have.

My friends who are also working in Norway, in another agency aren't required to pay for any Health Insurances.

As an Expat contract worker in Norway, can I choose not to avail of any Health Insurances. Does the Norwegian Law say anything about this?
Is National Health Insurance covered by my tax payments?

You can get expat health insurance...search the web about it:)

Looking for Job? See How Russia Attracts Foreign Specialists with Rapid Work Permits

The Truth Of The Matter As It Relates To » Texas Employment Law Contracts As Well As Other Studies

Saturday, July 17th, 2010

texas employment law contracts
Texas Small Business Contract Employment Laws?

I am a small business owner in Texas (one-man operation). I would like to hire some people as contractors to make cold calls for me. The salary would be commission only. What laws or guidelines do I need to know about? Because they'd be contractors, I don't have to worry about paying insurance or unemployment or anything else do I? And I would only pay taxes on their commission, right? Your help is greatly appreciated.

Wow you have an interesting question! Have you thought of asking a lawyer? Probably worried about the cost? What if I can get you unlimited contact with a lawyer for personal and your business questions for less than a 3 dollars a day? I can help you and your business.

http://www.biz.darrenhale.net

Ambit Energy Texas Opportunity Part 1

[affmage source="amazon" results="5"]texas employment law contracts[/affmage]

A New Simple Overview Regarding Employment Law Free Advice Online

Friday, July 16th, 2010

[mage lang="" source="flickr"]employment law free advice online[/mage]

Where Can I Get My Free Credit Report and Other Questions Answered

You can get your free online Experian Credit Report at the FreeCreditReport web site when you sign up for a free trial of Triple AdvantageSM Credit Monitoring. Simply fill out your information for identification purposes, answer a few questions and your credit report will be available to you on-line, in no time at all, once your identity has been confirmed.

Your Username and Password will enable you to view your credit report on some of these services for 30 days over the Internet in the most secure environment that they can provide. You will also have access to an array of benefits located in services like - My Credit Center.

Getting your free Credit Report and Credit Score is the first step in knowing your credit. Monitoring your credit report allows you to stay on top of your credit on a daily basis.

You should do this to take the guesswork out of what/'s happening with your credit.

Your credit is one of your most important assets. Having good credit means you should have more options to borrow money at the lowest cost and from the best lenders. It also means that others who look at your credit such as landlords, insurance companies, or even prospective employers re less likely to turn you away or penalize you because you have poor credit.

Your personal credit report contains such information as your name, current and previous addresses, phone number, Social Security number, date of birth, and current and previous employers. Your spouse/'s name may appear on your version of the credit report, but it will not appear on the version that is provided to others. This information comes from your credit applications, so its accuracy depends on your filling out the forms clearly, completely and consistently each time you apply for credit.

Creditreport.imess.net is worth a try. Many people say they have used it to monitor their credit and some have said that they also cleaned off some bad items from their credit report. You can apply for a free initial plan and get your scores and reports for free.

In all your thoughts about credit reporting do keep in mind there are 3 reporting agencies. If you keep track of when you pull each of the three then you can spread it out to one every 4 months. That would be ideal if you could do that.

Freecreditreport.com, Experian, Transunion, Equifax are all in it to make some money from providing these reports. So many people are asking where they can get a genuine free credit report without having to give up my credit card information and sign up for some monthly membership or a dumb "identity theft monitoring alert" service?

Unfortunately, in order to get your credit report a lot of the websites ask for your credit card information. They do that so when you sign up for a free trial if you don/'t cancel within that time they can charge your account. Myfico.com is one of the best ones out there. I understand that users have reported that they signed up for there free 30 day trial and also cancelled it before the 30 days was up and indeed didn/'t get charged anything.

What is a free credit report?

The answer lies in the last three words of your question and is self-explanatory. A free credit report is when a credit bureau provides an individual a copy of their credit report without a charge.

It/'s exactly what it says it is. A free credit report.. in other words, you don/'t have to pay for it.

Am I entitled for a free credit report?

I am not sure whether this is correct, but I have been told that residents of Colorado, Massachusetts, Maryland, New Jersey, and Vermont are entitled under state law to one free report per year from a credit reporting agency. If you are a resident of Georgia, you are even entitled to more reports at two each year.

This is very useful especially if you have been denied credit on the basis of information in a credit report.

Who is eligible?

I am not a legal expert but I did find a statement on the web that said that based on the Fair Credit Reporting Act, sections 612 (b), (c), and (d), you are entitled to one free credit report per year directly from a credit reporting agency only if you certify that you are unemployed and seeking employment in the next 60 days, you are receiving public assistance, or you believe there are inaccuracies in your report due to fraud or have been denied credit because of information on your credit report. To get your free credit report, go directly to a credit reporting bureau and have proof of the criteria that entitles you to receive your free credit report.

Information here should not be construed as advice and it is offered without legal responsibility or liability. It must be emphasised that you should consult a professionally qualified individual or company (such as an accountant, financial adviser or solicitor for example) should you need advice on your financial situation, as they will be able to tailor their advice to your situation accordingly.
About the Author

Find out the true Free Credit Report Secrets and know more than 95% of the public about what the lenders know about you! Or, for something completely different visit our Dog Breeds web site.

Immigration Lawyer - From F1 Student Visa to Green Card by Marriage to US Citizen

A Revealing Dialogue And Overview Related To » Texas Employment Law Help

Sunday, July 11th, 2010

texas employment law help
Potential Arizona-style immigration law divides public, law enforcement in Florida
TAMPA Neil Lewis' cramped immigration law office reverberates from the ring of yet another telephone call. Each anxious voice on the other line poses the same question.
Temporary Staffing Agency Dallas Houston Austin Texas

A Brief Online Summary Of » Employment Law Tulsa

Thursday, July 8th, 2010

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

Attorney questions and answers

a case is dropped, should a defendant have to pay attorney fees and court cost?
even if it never went to court AND the defendent didnt hire the opposing attorney?shouldnt be right if you have to as there was no judgement passed in favor of either side. DID YOU PAY THE ATTORNEY IN ADVANCE? DID YOU SIGN A CONTRACT?.

a four year old bill i got sick couldn't pay last year was granted ssi for a disability. Court papers not in
name, but they keep serving me, once i pay an attorney and take him with me, the courts will change the name on the papers to my name right? My guestion is once they see i've only.

A lawyer overcharged me. What can I do? I live in Texas.?
This attorney knew that we were going to drop him and he overcharged us with a big bill at the end. Attorneys seem to have all of the leverage. I live in Texas. What did he overcharge you for? Usually a lawyer tells you before taking your.

A question on ethics?
If I were an attorney at a firm that was to represent a plaintiff in a civil suit and I found that one of my partners owned 500 shares in the buisness of the defendant and another partner represented the co defendant in a child custody battle 10 years ago, would either of these create.

About jail.?
My boss has been in jail for a week. He said that his attorney didnt show up to court last friday so the judge held him in contempt. Is that possible? Someone is being untruthful. If your boss showed up in court for a proceeding where he was the defendant, he could not be jailed for his.

adoption procedures ?
I am going to be adopting a baby and the birth mother wants us to take it home from the hospital. Does anyone know what procedures need to be done to insure it is done legally? We do not have an agency involved in the process. You must either have an attorney or an agency to.

Do I have the ability to bring legal action against my attorney?
Our (chapter 13 bankruptcy) attorney failed to subimit documents to the court. He directly lied to us and told us that he did. We're in the last year of bankruptcy and in need of purchasing a car. He told us almost 3 weeks ago that he submitted.

Do I hire this 1K attorney or file this divorce myself with a kit after 11 yrs and 3 kids & no assets?
The History: Married 11 years ago, he started drinking heavily by the 2nd year of marriage. The drinking turned into long days/nights gone.I was at home w/ the kids carless, no phone at times. He finally.

Making out a will?
My husband of 12 years is part owner of family farm 3 brothers 1 sister, And he has an inheritance coming are question is this, he has no will, Can we make one or do we need an attorney? If something happened to him I would be booted out faster than you could say bye,.

Maryland Divorce Lawyer?
I am getting a divorce in Maryland and need to know of a good place to locate an attorney. I don't want to ask for a referral from any of my work folks because I'm still a little uncomfortable about the whole thing. I tried the bar association but no one ever called me back. Can.

Michael R. Green, attorney,Tulsa, is not listed on Martindale-Hubbell. What does that mean?
Nothing significant. He may have been in practice less than 5 years. You don't get rated until you have 5+ years. He may have chosen not to pay the outrageous price Martindale-Hubbell charges. The best way to find an attorney is to ask everyone you.

My child in Florida wants me to file for custody of her, she is over 14. Where can I get free legal forms?
I already know its her choice and etc, and that a judge will privately ask her etc. so, I cannot afford an attorney, and need the forms, i know you can get them online free, but.

My girlfriend was in a car wreck and pregnant her friend was driving and its her fault what will her claim be?
Claim against the girl friends insurance company. Medical bills, pain and suffering, loss of employment and any thing else that your attorney can dream up. This could pay for the wedding. - Not enough information to.

My husband just recieved a writ of execution.what can they take? Can they take what I purchased before marriag
you better get an attorney fast, in most states whats yours is his and if you put his name on it as an owner then yes they can. - They cannot take what you received before marriage, or anything.

My mother and stepfather died with no will?
my mother died on 11/19/06 because of that it was my responsiblity to look after my step-father due to health issues. He gave me power attorney to take care of things on his behalf.he has no children just me, he changed me to sole beneficary on his life insurance in place.

My mother is on ssi/ medicaid in nm. does anyone know the 'spend-down' policy if she receives an inheritance
Dana, I'm a N.M. attorney and was appointed to represent an 87 year old woman in a nursing home. There a ton of nuances to what allowable assets she can have, but the cash amount is about $5,000. She.

My only sibling has signed power of attorney ,over to an accaintance and he is now in jail for 6yrs?
he owns a business in fl, and has personal assets, that i dont want the poa holder to get ,they havent known each other long, and has been running business since recent incarceration any suggestions? i live in mi..

NEED A LAWYER for Laparoscopic hernia repair and 3 bowel perforations?
If there any attorneys or anyone know of an attorney please, I would appreciate your help. I had a laparoscopic hernia repair along with gall bladder removal, and my small intestine was nicked 3 times. I developed sepsis and peritonitis and was hospitalized for one mth. I have.

Need an attorney to handle privacy act violation in or near springfield ky?
need to know if have a possible case for someone in the medical field giving out personal and confidential medical information without consent or knowledge If you need an attorney that handles privacy act violations try doing a search from the site below. I would put.

Need help getting a affordable attorney?
I live in dallas, texas and i need to find a attorney that i can afford to pay. I'm a mother who is trying to get her kids back (having a custody issue) and having trouble because its hard enough maintaining my house and trying to save for an attorney. Can someone help.

Needing some information about my power of attorney..?
i have a general POA for my husband who is deployed. i am trying to sign an application for free complimentary $2,000 ADD coverage through our credit union. the CU is saying that they can't accept a POA. i have the legal aid office checking on this, but i won't get.

On o.j. not being able to eat in restaraunt question?
o.j. simpsons attorney is upset over this and says he is gonna sue the restaraunt owner.who will win in court?.the owner?..does he have the right to serve who he pleases.Or.o.j..is that discrimination and racist. Maybe the owner decided his presence was causing a disturbance and the safety of the.

Once a bankruptcy is discharged - can it be reversed?
I was discharged from bankruptcy almost 2 years ago and now the Trustee is asking for alot of detailed information that I had already given my attorney in 2005. The 'Original' attorney I hired left the law firm and the 'New' attorney couldn't locate most of my file. If.

Opening Statement as a defense attorney?
How would I be able to make an opening statement that lasts about 3-4 minutes out of this paragraph said by the defendant: 'How in the world would I ever know that there might be a shell in the can of oysters I sold this lady, and how did she rely on my.

Other than being an attorney, what other carrer opportunities are available for law degrees?
or anything having to do with attorneys or judges There are many with law degrees that have ventured into mass media--particularly TV. Many of the analysist on the news programs have law degrees. There are even a few are announcers for automobile races. Also they.

Overseas Pennsylvania Power of attorney U.S. Consulate?
Need an online form I can fax to Vietnam. Need to mortgage the house, it's in my brothers name, but he's overseas and won't be returning, Thus I need a power of attorney. The online forms I see are for in state notaries. What form is adequate for Pennsylvania that would be.

Paul Begala, former Clinton White house figure defined Bill Clintons 'excellence' in the U.K. telegraph?
(quoting)Paul Begala, another key Clinton White House figure, said: 'President Clinton excelled as attorney general and governor of Arkansas, he excelled as president and he's been a model of the modern Senate spouse.' is this what he meant? - The only president ever impeached.

Please Answer Only If You Are A Lawyer or Judge: What exactly is the job of a public defender?
As was answered earlier, a public defender is an attorney appointed to represent an indigent person accused of a criminal offense. Indigent persons have had a right to counsel in all 50 states and at the federal level since.

PLEASE HELP this is very important seriously..?
someone close to me rec'vd an email from a man saying that he is a attorney of a man that passed away with the same last name as my friend and that my friend can get the money from the deasced man. i guess the attorney was left money but he cant.

More law questions please visit : LawFreeFAQ.com

About the Author

LawFreeFAQ.com

Regarding » California Employment Law Class In Addition To Similar Studies

Wednesday, July 7th, 2010

california employment law class
Distance learning with an llb or a bachelors degree in usa?

Hi. I just got done with my AS levels (I live in Pakistan, where we study under the British system) and my family is planning to move to the States - California, for more accuracy. I am interested in pursuing a career in law, and want to get done within the shortest span of time possible. Going to a US college will mean using up 4 years on a bachelor's degree and THEN starting with J.D. Continuing under the British system with distance learning means I get my degree quicker, but no guarantee of proper employment.

Right now, I have 11 GCSE o levels, all A's, and an internship at a law office under my belt. I gave economics and maths AS levels, and am waiting for the result now. If I do have to pursue an undergraduate degree, what field would be suitable? Could my alevels possibly count as AP classes and hopefully knock an year off the bachelor degree? Do I get scholarships as an undergraduate permanent resident? Would love some advice, thanks =)

Unfortunately you will have to do the JD if you want to practice law in the US. Reason for this statement is about 50% of the states do not recognize foreign experience and they do not recognize the LLB. Those states that do recognize the LLB typically will require you to study an Additional 1 - 2 years at a law school in the US. Best advice in this situation is to contact the state bar association in the state you want to practice in order to find out their rules regarding admission of the LLB qualification.

Regarding your question concerning A-Levels you will have to ask the university because each university in the US is different and has different rules regarding admission of foreign students. Plus you will most likely have to take the ACT or SAT and most likely TOEFL. Again, the universities that you are most interested in will be in more of a position to guide you on that matter.

Finally your question regarding scholarship because you are a permanent resident and the answer is no. Scholarships are awarded based on academic achievement, financial need, or if you meet specific requirements. Being a permanent resident does not automatically qualify you for a scholarship and you will need to do some research to see which ones, if any, you qualify.

An Exposing Discussion And Conclusion About » Employment Law Ny Coupled With Other Analyses

Saturday, July 3rd, 2010

employment law ny
will an arrest that resulted in a full dismissal prevent employment?

got into a fistfight and was charged with assault. Judge dismissed the charge. Have never been arrested or in trouble with the law before. This was in NY. Do I have anything to worry about?

The charges were dropped, indeed, but the arrest would still be on your record. You may have to go to court and get it expunged.

Law School New York, Albany Law School

[affmage source="amazon" results="5"]employment law ny[/affmage]
[affmage source="cj" results="5"]employment law ny[/affmage]

A Good Brief Outline Related To » Employment Law Business Travel Coupled With Other Research

Saturday, June 26th, 2010

employment law business travel
I was fired for refusing work 'til sevrl mnths of unpd. ovrtime was reslvd. How do I handle this in an interv.

I worked for a Pennsylvaniia company in California and they refused to pay me for my overtime and travel pay. I won a settlement before the State of California Employment Commission. The company has since gone out of business and the President convicted of EPA violations and export law violations for dealings with Iran. How do I address this period of employment with this company in an interview coming up.

your explanation sounds fine to me
tell the truth

US Citizens Docket Standard Access For American CPS Victims Class Action Litigation Referral

The Truth Of The Matter As It Relates To » Employment Law Part Time Work

Monday, June 21st, 2010

employment law part time work
How about an English language workplace ethic law for our country?

My experience in the workplace is I don't speak another language other than English, therefore I feel I should not have to listen to any foriegn language in any american place of employment while I'm working. Companys speak of things like, work as a team, work safe, etc. How can you do this when part of the " team" don't want you to know what their saying? I'm so sick of this sh-t, being force fed to accept this in our great nation. It's like at times you, the americans, are being closed out, by people who came here for better lives,but ignorant to our ways. A lot of times as a "team" we must discuss problems in the work place we all learn from, if you don't speak English, so everyone can understand, the whole prosess ends right there. Save your native language for breaks, or home, not in the workplace.

English in the workplace rules should be in effect when the work in being performed, however the foriegn speakers should allowed to speak in their natives language doing their breaks, lunch, etc. This is America still! The melting pot of the world.

(Steven Camarota - Part II of II) Panel: A Drought of Summer Jobs

A Limited Web Summary Of » Employment Law Virginia State

Wednesday, June 2nd, 2010

employment law virginia state
State Inatitive Could Help with Changing Health Care Laws
West Virginia may have an edge over other states as the sprawling federal health care overhaul starts to take effect.
Can I Fire Her? Employment Lawyer Dave Kaufman Answers

A Quick World Wide Web Summary Of » Employment Law Contracts Uk

Saturday, May 22nd, 2010

[mage lang="" source="flickr"]employment law contracts uk[/mage]
UK employment law,?

i gave notice to my current employer after accepting a new job and signing a contract but now i have been told im not wanted by my new employer, where do i stand i freely left my old job so i cant claim JSA, can i sue new employer for unfair dismissal

I don't think so. But if you have some sort of letter from the nearly new employer this will help. Luck.

Saudi Corruption - Criminal Politicians Exposed UK TV

[affmage source="amazon" results="5"]employment law contracts uk[/affmage]

Another Short Overview With Regards To » Labor And Employment Law Websites

Wednesday, May 19th, 2010

[mage lang="" source="flickr"]labor and employment law websites[/mage]
What do you know about labor and employment law in the public sector?

What are job conditions like? pay? benefits? social life? hours? I've only been able to find a minimal amount of information online. Links to any websites (besides Vault.com) with this kind of information would be much appreciated. Personal experiences much desired. (Particularly in the Washington D.C. metro area)

One of the biggest public section organizations is CSEA in Albany, NY. Over the years they have won excellent pay, benefits, and job protection for their members. Look them up.

NRTW Urges Obama Administration Uphold Ethics Pledges

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

The Truth Of The Matter As It Applies To » Texas Employment Law Handbooks

Sunday, May 9th, 2010

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

Deer hunting

International practices



New Zealand



See also: Hunting in New Zealand



New Zealand has had a number of deer species introduced and in the absence of predators became to be considered an animal pest due to its effect on native vegetation. From the 1950s the government employed hunters to cull the deer population. Deer hunting is now a recreational activity.[citation needed]



North America



The deer most sought after in North America, east of the Rocky Mountains, is the white-tailed deer. West of the Rockies, the mule deer is the dominant deer species. The most notable differences between the two, other than distribution, are the differences in ears, tail, antler shape(the way they each fork), and body size.[citation needed]



Whitetail Male Deer at night in Central Texas



The mule deer's ears are proportionally longer than the ears of a white-tailed deer, and resemble that of a mule. Mule deer have a black-tipped tail which is proportionally smaller than that of the white-tailed deer. Buck deer of both species sprout antlers; the antlers of the mule deer branch and rebranch forming a series of Y shapes, while white-tailed bucks typically have one main beam with several tines sprouting from it. White-tailed bucks are usually smaller than mule deer bucks. Both of the species lose their antlers in the spring time.[citation needed]



Moose and elk are also popular game animals that are technically species of deer. However, hunting them is not usually referred to as deer hunting, it is called big game hunting. They are considerably larger than mule deer or white-tailed deer, and hunting techniques are rather different.



In Canada and Alaska, reindeer (caribou) are hunted extensively.



United Kingdom



There are six species of deer in the UK : red deer, roe deer, fallow deer, Sika deer, muntjac deer, and Chinese water deer, as well as hybrids of these deer. All are hunted to a degree reflecting their relative population either as sport or for the purposes of culling. Closed seasons for deer vary by species. The practice of declaring a closed season in England dates back to medieval times, when it was called fence month and commonly lasted from June 9 to July 9, though the actual dates varied. It is illegal to use bows to hunt any wild animal in the UK under the Wildlife and Countryside Act 1981. Victorian era dramatist W. S. Gilbert remarked, "Deer-stalking would be a very fine sport if only the deer had guns."



While "deer stalking" is widely used among British and Irish sportsmen to signify almost all forms of sporting deer shooting, the term is replaced in North American sporting usage by "deer hunting" - an expression that in Britain and Ireland has historically been reserved exclusively for the sporting pursuit of deer with scent-seeking hounds, with unarmed followers typically on horseback.



Australia



In Australia, there are seven species of deer that are available to hunt. These are Fallow deer, Sambar deer, Red deer, Rusa Deer Axis Deer (Cervus timorensis russa and Cervus timorensis moluccensis), Chital Deer, Elk and Hog deer.



Deer were first introduced to Australia between 1800 and 1803. All States/Territories have populations of deer including many coastal islands. Deer hunting in Australia is mostly practiced on the eastern side of the country. Hunting access varies from state-to-state with varying classifications from pest to game animal with some species afforded the protection of hunting seasons and a requirement for a Game Hunting permit or license.



Method



North America



A New Hampshire Deer Hunt



There are five common methods of hunting deer: stalking, which consists of following signs and trails of deer; stand hunting, waiting where deer are likely to travel (including tree stands); still hunting, alternately walking quietly and waiting concealed in the pursuit of game; line drives, which consists of flushing deer toward a line of hunters; and spot and stalk hunting, which consists of spotting and then stalking the deer. Spot and stalk hunting is generally a method of hunting used in places where there are large visible areas, such as mountainous terrain where a person can see across canyons. The other four methods of hunting are used in places such as rolling hills or in country that is more level, where a hunter can hardly see over trees or bushes to spot and watch the deer. Scouting and stalking involves following deer sign. Common signs to pursue include deer rubs, scrapes, and tracks. Scrapes are places where bucks scrape the ground and urinate below low hanging branches on the edge of fields, bucks rub their faces on the low hanging branches leaving their scent. Bucks do this to mark territory and attract female deer. Deer tracks may reveal the size, age, and species of a deer. Rubs are marks on the trunks and low branches of trees which indicate where bucks have rubbed the velvet off their antlers; this leaves a tell-tale mark because it removes tree bark where the deer rubbed. Another purpose for this is to mark territory with a visual signpost.[citation needed]



Modern Hunting Methods



Deer hunting may be done from a stand which places the hunter above the line of sight of a deer. There are various types of stands including portable hunting stands, climbing hunting stands, ladder stands, self-made stands, and tripods each which can be used for different hunting methods.[citation needed]



Deer hunting for trophies may also take place from ground blinds. These can be natural blinds; like dead falls and brush; hay bails in open farm country, or specifically manufactured for this purpose.[citation needed]



United Kingdom and Ireland



Depiction of deer hunting with hounds from a 15th century version of The Hunting Book of Gaston Phebus, MS. f. fr. 616



The vast majority of deer hunted in the UK are stalked. The phrase deer hunting, however, has also been used to refer (in England and Wales) to the traditional practice of chasing deer with packs of hounds, now illegal under the Hunting Act 2004.



In the late nineteenth and twentieth centuries, there were several packs of staghounds hunting "carted deer" in England and Ireland. Carted deer were red deer kept in captivity for the sole purpose of being hunted and recaptured alive. More recently, there were three packs of staghounds hunting wild red deer of both sexes on or around Exmoor and the New Forest Buckhounds hunting fallow deer bucks in the New Forest, the latter disbanding in 1997.



The practice of hunting with hounds, other than using two hounds to flush deer to be shot by waiting marksmen, has been banned in the UK since 2005; to date, two people have been convicted of breaking the law.



There is one pack of stag hounds in Ireland and one in Northern Ireland, the former operating under a licence to hunt carted deer.



Norway



Most of the deer hunting in Norway is by hunters driving the game towards other hunters posted in strategic locations in the terrain, though there is also a fair bit of stalking.[citation needed]



Australia



The majority of hunting methods in Australia are similar to North America, except for Sambar Deer which are commonly hunted with hounds.



Equipment



A pop-up pack-in style blind



Many different weapons are permitted in various states of the USA during certain times of deer season. These include bows, crossbows, rifles, shotguns, pistols, and muzzleloaders.



Archery season usually opens weeks or months before a state or locality's gun season and usually is permitted for several weeks or months afterwards. Modern compound bows and recurve bows are used, as well as some primitive recurve and longbows by historical enthusiasts when permitted. Crossbows are often reserved for disabled hunters who are unable to draw a bow, but are allowed to be used in Alabama and Tennessee by anyone disabled or not[citation needed] and in Minnesota, Kansas, and some other states during firearm season. Most bows and crossbows offer an effective accurate range of 30-40 yards.



Rifles, shotguns, and pistols are all commonly used for hunting deer. Most regions place limits on the minimum caliber or gauge to be used; rimfire rifles and centerfires under .22 caliber are often prohibited due to ethical concerns, although they have been used to hunt deer and larger game in some cases.[citation needed] Some areas of the United States prohibit rifle hunting altogether.[citation needed]



Muzzleloader hunting is also practiced. Modern muzzleloading rifles equipped with synthetic stocks, telescopic and fiber optic sights, in-line ignition systems, advanced conical or sabot bullet designs, and black powder substitutes such as Pyrodex are much more effective than the muskets of generations past.[citation needed] However, many traditionalists still use wood stocked, iron sighted rifles with round lead balls and traditional black powder charges.[citation needed]



Hunting deer with edged weapons, such as the lance or sword, is still practiced in continental Europe, primarily in France. In such hunts, the hunters are mounted on horseback, and use packs of deerhound or greyhound dogs to track and drive deer. Only the hunt masters have the right to deliver the death blow, while other mounted hunters simply ride to the chase.[citation needed]



Alabama permits spear hunting of deer during its archery season.



Tools



Use of a Hitch-Haul platform to transport harvested game



Hunters employ many tools, among which are camouflage, tree stands/blinds, knives, vehicles, chainsaws, and handheld GPS units. Camouflage has been used for some time and while it is very important, it is not essential, especially during gun season when it is required that hunters wear blaze orange clothing.[citation needed] An industry of equipment suppliers and outfitters has grown to supply hunters with equipment.



See also



Animal welfare



Bayou Bucks (documentary)



Big Buck Hunter



Deer farm



Deer horn



Deer Hunter - video game



Deer Avenger - video game



Deerskin trade



Reindeer hunting in Greenland



Venison



References



^ Naturenet: Shooting, Hunting and Angling Seasons. Naturenet - Countryside Management & Nature Conservation.



^ Forests and Chases of England and Wales: A Glossary.St John's College, Oxford.



^ Grossmith, George in The Daily Telegraph, 7 June 1911



^ http://www.gamecouncil.nsw.gov.au/



^ Bentley, A (1967), An Introduction to the Deer of Australia.



^ Gegelman, Andrew, pot and Stalk Hunting - The Lost Art. Nodak Outdoors.



^ http://www.telegraph.co.uk/htmlContent.jhtml?html=/archive/1997/07/29/nhun29.html



^ http://news.bbc.co.uk/1/hi/england/somerset/7053016.stm



^ http://news.bbc.co.uk/1/hi/northern_ireland/4247341.stm



^ http://debates.oireachtas.ie/DDebate.aspx?F=DAL20050126.xml&Dail=29&Ex=All&Page=91



^ http://www.kdwp.state.ks.us/news/Hunting/Hunting-Regulations/Deer/Legal-Guns-Bows



^ Minnesota Department of Natural Resources (Minnesota DNR), Hunting and Trapping Regulations Handbook (2007). Pp. 5, 58.





v  d  e



Game animals and shooting in North America



Game birds



Bobwhite Quail  Chukar  Hungarian Partridge  Prairie Chicken  Mourning Dove  Ring-necked pheasant  Ptarmigan  Ruffed Grouse  Sharp-tailed Grouse   Snipe (Common Snipe)  Spruce Grouse  Turkey  Woodcock



Waterfowl



Black Duck  Canada Goose  Canvasback  Gadwall  Greater Scaup  Lesser Scaup  Mallard  Northern Pintail  Redhead  Ross's Goose  Snow Goose  Wood Duck



Big game



Bighorn Sheep  Black Bear  Razorback  Brown Bear  Bison (Buffalo)  Caribou  Cougar (Mountain Lion)  Elk  Moose  White-tailed deer  Gray wolf  Mountain goat  Mule Deer  Pronghorn  Muskox  Dall Sheep  Polar Bear



Other quarry



American Alligator  Bobcat  Coyote  Fox Squirrel  Gray Fox  Gray Squirrel  Opossum  Rabbit  Raccoon  Red Fox  Snowshoe Hare



See also



Bear hunting  Big game hunting   Deer hunting  Waterfowl hunting  Wolf hunting  Upland hunting



Categories: Archery | Dog sports | Hunting in the United Kingdom | Hunting in the United States | Survival skills | Deer huntingHidden categories: All articles with unsourced statements | Articles with unsourced statements from June 2009 | Articles with unsourced statements from December 2009 | Articles with unsourced statements from December 2007
About the Author


I am a professional editor from
Chinese Manufacturers
, and my work is to promote a free online trade platform.
http://www.chinaqualitycrafts.com/ contain a great deal of information about

baby call nursery monitor
,
jacquard comforter sets

welcome to visit!

[affmage source="amazon" results="5"]texas employment law handbooks[/affmage]
[affmage source="cj" results="5"]texas employment law handbooks[/affmage]

A Limited Summary With Regards To » Florida Employment Law Benefits

Thursday, May 6th, 2010

florida employment law benefits
Bill would help 80,000 Floridians qualify for jobless benefits
Some could be eligible for state-passed extended benefits Nearly 142,000 Florida residents have exhausted all their state and federal emergency unemployment benefits, though about 80,000 could qualify for extended benefits recently passed by the Florida Legislature, the state work force agency said.
Sternberg & Hedler PA Florida Labor Lawyers

The Reality As It Relates To » Employment Law Switzerland In Addition To Other Research

Monday, May 3rd, 2010

employment law switzerland
I am seeking employment w/the UN or WTO. I need help getting in, help me with suggestions????

I am interested in an entry level position w/the UN or WTO as an Legal Officer/Compliance, Patent & IP/Advisor, International Trade Regulation Compliance or Human Rights Officer. As a former U.S. Peace Corps Volunteer and graduate of Law School. I would love an entry level position in Switzerland. I need help getting in, do you know of a career counselor that specializes in this area that is located in Seattle or Tacoma Washington? I need help getting in these organizations!

Apply directly to any of the office attached to the United Nations in order that you will not be victimized by fixers.

صور مقال جريده الاسبوع " عملية النصب التي قام بها البنك السويسري..... علي المواطنة المصريــــــة " دكتورة سوزان محمود"

The Truth As It Applies To » Employment Law Ireland Along With Comparable Analyses

Sunday, May 2nd, 2010

employment law ireland
Rights of the employee/employer can you help me make head or tails of this?

Act 1994+2001-any 6 essential elements that must be contained on the contract

Unfair dissmissals act 1977-2001-when can a dissmissal be regarded as unfair? 5/6 bullet points

What redress is available when an employee is unfairly treated?

When can a dissmissal be regarded as unfair? 5/6 points

For how long must you be in your present employment in order gor this Act to apply to you?-------------------------This requirment does not apply if the dissmissal can be attributed to;

The onus of responsibility to prove that a dissmissal was fair is on the __________list. the employees who are exclude from this act?

National minimum wage act 2000
What is the current national minimum wage?

The protection of employees(part-time work) Act 2001
What does this act specify for part-time workers?

THERES A SECOND PART TO THIS
to this-if you can copy and paste these questions and answer them you'll be doing me a world of good.

THESE ARE THE LAWS FOR IRELAND.

try these links:

http://www.failteireland.ie/performanceplus/home/index.aspx?id=229

http://www.entemp.ie/publications/sis/2001/si473.doc
Hope they're of some use.

Employment Law Ireland

A Short World-Wide-Web Compendium Of » Employment Law In Uk

Saturday, April 24th, 2010

employment law in uk
employment law question? UK only.?

I have been employed as a Bank Nurse in a private nursing home. I have worked for them for over 2 years now and have never been given a contract to sign.

I work 12 hours per week - that's one nightshift. I have recently learned that the manager is taking on more staff and I'm worried about losing my hours. I'd like a permanent contract - something the previous manager was going to sort out for me, but then the home had some problems and she left.

Can the new manager take my hours from me because I don't have a contract, or are they obliged to still let me work them and are they breaking the law by not having given me a contract sooner?

I know that I should have asked for one before now, but I have two kids, one with special needs, and I just didn't consider it. I'm worried that because I can only work one shift a week that I get pushed out. All the other nurses can commit to more hours, but I still need my job!

What should I do?

Technically, an employer is supposed to issue you with a contract within 8 weeks of you starting. However not having done this wouldn't really be classed as "breaking the law" - it's one of those things that lots of employers do forget, and clearly you've never chased them up about it.

Normally, if you haven't signed a contract, then this isn't actually a problem - because you've been turning up for work and they've been paying you, a contract of sorts has been established and you have exactly the same rights as any worker who has signed a contract. They certainly can't just dismiss you with no notice or no reason.

However, in your case, my understanding is that the term "bank nurse" means someone who is employed to cover shifts on an irregular basis, e.g. if other staff are on holiday or sick. Thus you are not actually *guaranteed* a set number of hours per week. In order for you to be guaranteed these hours, your title would be "part-time nurse" or something, not "bank nurse". Therefore I wonder if there would actually be any protection under employment law for you.

Your first step should simply be to talk to your manager about your concerns. Clearly I don't know what your relationship is like, but most employers value staff who have been there longer as they obviously have more knowledge about the place, and therefore would prefer to accommodate you over new staff that are being hired.

A word of advice though - all too often, judging from what I've read in this forum, people create problems for themselves by going into a meeting already on the defensive, trying to quote employment law to their employers and telling them that they're in the wrong. DO NOT approach it like this. Simply outline your concerns about losing your hours, state that you'd very much like to retain your hours, and let them take things from there.

Employment Law by Tamara Lewis (8th edition)

An Exposing Dialogue And Conclusion Related To » California Employment Law Careers

Sunday, April 11th, 2010

[mage lang="" source="flickr"]california employment law careers[/mage]
Am I settling or just afraid to try for what I went to school for?

I graduated law school 3 years ago. Almost immediately b/c my family moved I was forced to find whatever job I could to make ends meet. They moved to California and I didnt want to go with them b/c they are toxic to my mental welfare. So this job is in retail and its turned into 4 years of employment. I am a supervisor and make decent money for my area. I have since gotten married to a successful partner and now have the opprotunity to pursue a legal career. But I have become used to this job and this salary. The job is by no means a good one and borders on horrible. I am not respected and lesser iidividuals have been promoted. But I can't seem to quit despite the support from my wife to do so. Has this happened to anyone out there? What did you do? The years are adding up now and I fear its now or never. I feel I am meant for more than this, but I am sure everyone feels that way about thier lives. Any advice, admonishment or ideas welcome.

JUST QUIT. I know you're used to it, but if you need to you can always go back to retail. And now you have supervisor experience so if you do go back you'll probably get a decent spot. So, take the chance. and go for it!

What Fish and Game Wardens Do

[affmage source="amazon" results="5"]california employment law careers[/affmage]
[affmage source="cj" results="5"]california employment law careers[/affmage]

The Latest Short Synopsis Involving » Employment Law Job Postings

Saturday, April 10th, 2010

[mage lang="" source="flickr"]employment law job postings[/mage]
How do I find an entry level attorney position in CA?

I graduated from UC Hastings in 2007 with an unfortunate 3.0 GPA, but I was on law review. While in school I interned at a plaintiff's firm and two different DA's offices. It took me two tries to pass the bar exam, but now that I have my license I am having no luck finding work.

I've tried networking, job postings, and direct mailing to firms, and so far I've received nothing but rejections, some of which were fairly rude ("You're not qualified to work at our firm.").

I'd like to find a litigation job, preferably doing employment/labor, personal injury, or insurance defense.

Do any attorneys on here have advice on what I should do?

1. Contract attorney work - there are lots of temporary employment agencies that do this;
2. Special appearance attorney;
3. Craigslist;
4. Have you tried the local PDs and/or DA's offices? I know you mentioned civil litigation, but you can get trial experience with the PD and/or DA;
5. In-house counsel;
6. Do you have any friends who are currently employed as attorneys? See if their firms are hiring. Many times, firms will take someone who is recommended by a current or former employee over someone who just sends in a resume.

Paralegal Jobs in New York City Law Firms For Paralegals Legal Staffing Ediscovery Legal Recruiters

[affmage source="amazon" results="5"]employment law job postings[/affmage]
[affmage source="cj" results="5"]employment law job postings[/affmage]

A Good Brief Outline In Regard To » Employment Law Web Site As Well As Other Analyses

Saturday, April 10th, 2010

employment law web site
Need to know about Illinois Labor laws. My company makes us work 12 days straight. No Overtime. Is This legal?

I work for a Tradeshow company that makes us work weekends for tradeshows. We are salary employees that work 40 hours per week Monday thru Friday. When shows are scheduled we work an additonal 8 hours per day on Saturday and Sunday. We are then required to work the following week as normal. We don't get paid overtime, and we don't get any additional time off unless we use our vacation time. Is this legal. Can our company force us to work 12 straight days with out time off. All days are at least 8 hour days. I can't see how they can allow us to do that. Management said they can do that because we are salary employees. I can't seem to find the answer on the Illinois state web site for employment issues.

Unfortunately, what your company is doing might be completely legal and in compliance Fair Labor Standards Act (FLSA) regulations:
http://www.dol.gov/esa/regs/compliance/whd/fairpay/fs17a_overview.htm

Here are more links that might be useful:
http://www.dol.gov/dol/topic/wages/overtimepay.htm
http://www.dol.gov/compliance/guide/index.htm

Some links to legal information.
http://www.nolo.com/
http://www.findlaw.com/

Each of the states have similar laws to mentioned above. However, you might contact OSHA and ask if they could refer you to correct resources that would help you to find correct answer.

Unfortunately, there are a lot of companies who do exactly the same as your current employer.

Unemployment Hearing Representation (Employment Law)

A Small Summation About » Employment Lawyers Coupled With Similar Studies

Thursday, April 8th, 2010

employment lawyers

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

Never have there been so many tools for Cambria 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 Cambria 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 Cambria 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 Cambria 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 Cambria 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 Cambria 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 Cambria 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 Cambria 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 Cambria Employment Lawyer and Cambria Employment Attorney anywhere in Southern California from Cambria to Orange County, and Los Angeles to Palm Springs and all points in between, including Irvine, Huntington Beach, Anaheim, Oceanside, Newport Beach, Fullerton, San Diego, Santa Ana, Riverside, Ontario and Palm Desert.

Law Videos - Employment Law - Chapter 8

[affmage source="amazon" results="5"]employment lawyers[/affmage]
[affmage source="cj" results="5"]employment lawyers[/affmage]

A Brief Overview Related To » Employment Law Advice Free Online And Other Analyses

Friday, March 26th, 2010

[mage lang="" source="flickr"]employment law advice free online[/mage]
It's a Girl's World is today at Bay Village branch
• It’s a Girl’s World, 7-8 p.m. today. Girls are invited to bring an adult female friend for some fun. We will discuss a good book, share a snack and try a related project. Registration required. For girls grades 4-5.
When to Hire an Employment Laywer

[affmage source="amazon" results="5"]employment law advice free online[/affmage]
[affmage source="cj" results="5"]employment law advice free online[/affmage]

An Important Quick Outline With Regards To » Employment Law Jobs Sydney

Saturday, March 20th, 2010

employment law jobs sydney
Most relevant experience for seeking to work in Govt Intelligence?

Hey there,

At the moment Im undertaking a degree in Social Science at a University here in Sydney, Australia.
Once I finish this I was intending to apply for a traineeship at ASIO, which is the Internal Intelligence Agency of Australia, equivalent to the FBI in the US.

In the 3 years until I finish this degree, I was hoping to get a job at the Defence Force (Reserve), but i cant decide which position would make the Employment Officer look more FAVOURABLY at my application?

I have 3 options...

Army - Infantry Officer - 'Combat skills'??
Army - Military Police Officer - 'Law Enforcement skills'??
RAAF - Intelligence Officer - 'Intelligence Analysis skills'??

But yes... I would appreciate it if people could share thoughts on this dilemma, that is, which of the above positions would be more relevant and appropriate for working in Internal Intelligence?

Cheers.

You never know what the people in that line of work are looking for. Sometime it isn't really a particular skill or background. Generally they want people that are non-discript, outwardly low keyed, and not particularly noticable. Guys that drive middle of the road cars, wear ordinary cloths, live in suburbia and can maintain that kind of cover because that's really them. On the other hand they need to have that certain 'inside' something that keeps them moving forward, playing the game, accumulating results with out making waves. Think in terms of a modern submarine.....nobody ever see it, yet its always there and always dangerous....they don't call them 'spooks' for nothing. Remember,.... the guy in the garbardine suit is a spy..Simon and Garfunkle!

Davos Open Forum 2010 - "Yes We Can?"

Another Quick Overview With Regards To » Labor And Employment Law News Coupled With Other Analyses

Friday, March 19th, 2010

[mage lang="" source="flickr"]labor and employment law news[/mage]

News Update: Human Rights Group Requests Apple's (NASDAQ:AAPL) Supplier List On Child Labor Report

[affmage source="amazon" results="5"]labor and employment law news[/affmage]

The Truth As It Relates To » Employment Law Ohio Columbus

Wednesday, March 17th, 2010

[mage lang="" source="flickr"]employment law ohio columbus[/mage]
School district residents air concerns about Win-Win
Growth and development were the main topics for last week's "Community Conversation" at Hilliard Bradley High School, but district residents seemed to be equally as interested in the Win-Win agreement.
Ohio State Medical Association Story on Health System Reform by NBC 4 in Columbus

A Simple Web Summation Of » Employment Law University Courses

Monday, March 15th, 2010

employment law university courses
Is it better to attend Keiser University or Everest University for the Bachelors of Paralegal Studies?

I'm looking at both of their program sheets and EU seems better to me these are the courses they are offering:
Elder Law, Employment Law, Law & Medicine, International Law, Administrative Law, Advanced Tort Law, Criminal Justice Ethics & Liability,Alternative Dispute Resolution, and Contemporary Issues & Law.
KU offers:
Business Organizations, Income Tax Law, Legal Interviewing & Investigation, Alternative Dispute Resolution, and
Constitutional Law.
Keiser is accredited by SACS and Everest is accredited by ACICS. Neither is approved by the ABA, which should I choose? Thanks.

Look through the job ads for paralegals in your region. See if employers in your region want ABA approved schools. If so, then only go to an ABA approved school. If not, then you have more flexibility.

Also check the websites for law firms in your region. See if they list their paralegals. If so, then click on them and see where they went to school. See if you notice any trends re: names of schools and/or ABA approval.

In some regions of the US, legal employers strongly prefer, or will only hire from ABA approved schools. But in other regions, a non-approved school can be okay.

Make sure that any school you consider for a bachelors degree is regionally accredited. This is important, as some employers won't hire you if the school isn't regionally accredited. I'm also a bit wary of for-profit schools. Some employers won't hire from for-profit schools. Just be aware of that.

Mandatory Employment Arbitration: Keeping It Fair, Keeping It Lawful

A Short Outline On The Topic Of » Employment Law Attorney Employers In Addition To Similar Analyses

Sunday, March 14th, 2010

[mage lang="" source="flickr"]employment law attorney employers[/mage]
Are there any attorneys out there who are involved in employment law that will answer a question I have?

Listen, I worked at a resort in Montana for 5 months where I had been given outstanding performance evaluations, fufilled my contract, never been suspended, and had managers giving potentiall employers good references on my behalf. Lets make it clear that I was never terminated okay? I had been written up twice and was never given any indication that I am not ellgible for rehire until over a year later today. If I would have known that human resources would have given me a bad reference I would not have put this company down on my application for I am sure it has cost me many job opportunities. Exactly what types of information are Montana employers allowed to give out on their employees?

You need to list this employer on your application/resume in case the prospective employer does a background check. If you leave the employer off and it comes up on the background check, even if you have already been hired, you may be terminated for lying on your application/resume. Honesty is the best policy.

In today's society normally smart employers would only provide the following information with respect to a reference; the dates of employment, position, ending salary. Most prospective employers will try and ask what the rehire status is hoping the previous employer will divulge the information. Normally, previous employers only make record of the rehire status for internal purposes. Such may be in the instance of your employer, if it is a chain of resorts they would want to keep this information on file to make sure another resort within the chain did not hire you.

Unfortunately, the only way you can prove that you have not obtained many prospective positions due to your past employer disclosing negative references is if you ask the prospective employer straight out if you were not hired due to your former employer's reference or have someone call who is believable enough to be performing a reference check on you for a job and see for yourself what information is being given to prospective employers.

If proven, which is difficult as I have mentioned above, then you can file a cliam against your former employer for preventing you from willfully gaining other employment with the Department of Labor.

Best wishes.

Law Videos - Employment Law - Chapter 18

A Limited Summary With Regards To » Texas Employment Law Government In Addition To Other Studies

Saturday, March 13th, 2010

texas employment law government
Letters: What constitutes an 'invasion'?
The indignant hysteria opposing the new Arizona statute directing state officers to enforce federal law raises some rhetorical questions. What if a Russian naval ship ran its prow onto the sands of, say, Oregon, and discharged a load of troops?
Texas Governor 2010 - No law requires you to pay taxes1 of 2

An Important Simple Overview On The Topic Of » Employment Law Europe

Sunday, March 7th, 2010

employment law europe
Law degree from a 4th tier US law school - can I use it in a European job market?

I am a getting a law degree from a lowest (lower than 4th tier) small regional law school in US (ABA approved). I don't want to live in US forever and want to settle in Europe. Is there any chance I could use my 4th tier american JD to find any employment in Europe? Does it have any value there? Could I work in United Nations maybe? Unfortunately, my grades are not stellar (top 50%), but I speak multiple languages.

A JD from a TTTT law school with a low GPA is not going to help you find employment in Europe. As you probably already know, you will not be qualified for admission to practice law in any European country with a U.S. JD. To the extent there are positions in the UN that require a JD with your credentials you are going to be put at the bottom of the list of candidates if you are even put on the list at all, which makes the prospects of being hired by an employer like the UN based on your JD very low. The only way your JD might help in this situation is if you can get hired in the United States as a lawyer and build up some strong work experience on your resume relevant to whatever job for which the UN is seeking JD degree holders.

The European Private International Law of Obligations

A Quick Online Compendium Of » Employment Law Crossing

Sunday, March 7th, 2010

employment law crossing
Ex-Military: Is it possible to edit or amend medical/psycological record?

I served 4 years in the military, but during my last two years I suffered a great deal with OCD. Things got so bad that I was eventually medically discharched. I have made so much progress in my life since then that it seems to me that I am pretty much cured. I have not had a single instance or episode in at almost 2 years. It never crossed my mind that I could be discreminated against due to my past problems until I tried to look for employment in law enforcement. I have absolutly no criminal record or anything negative for that matter besides my bout with OCD. I have been screened out 3 times since I have been trying to get in. I want to know if there is (ANY!!!) way with legal help or whatever to help get this behind me? I can prove my health is perfectly fine, but it does'nt seem to be good enough. I need to figure out a way to amend my past medical history. Please anybody, help in this matter is greatly appreciated.

Jesse,

Sorry to hear of your difficulties.

Your best course if action is to see whether you can upgrade your discharge code (the thing that appears on your DD-214). You'll probably have to provide documentation that your OCD has improved and you have been able to lead a normal life. By the way - there is a very strong chance that you may not be able to change the code. If that is the case, it will always be on your record. It's still worth a shot, though.

In addition, when you go to police deparments, you may want to bring a notarized statement from a psychiatrist that states that you're able to function normally. That may help to clear up their concerns.

Good luck.

Employment Paralegal Jobs - LawCrossing.com

A Simple Conclusion Related To » Employment Law Today Together With Comparable Research

Saturday, March 6th, 2010

employment law today
Littler Adds Experienced Employee Benefits Lawyer to its Pittsburgh Office
www.littler.com [Littler Mendelson, P.C. (Littler), the nation’s largest employment and labor law firm representing management, announced today the addition of shareholder David Sawyer, a widely respected lawyer in employee benefits issues, to its Pittsburgh office.
New foreign employment law going to introduce by the Nepal g

[affmage source="amazon" results="5"]employment law today[/affmage]

Concerning » Employment Law Vancouver

Wednesday, March 3rd, 2010

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

Adoption and The Workplace

Barb and Maxine work for a large corporation whose profit for the last quarter was $400 million. Both women are new moms, currently at home caring for their children. Barb will be at home for 52 weeks and will receive 85% of her regular salary. Maxine, on the other hand, is able to stay home for only 35 weeks during which she receives 55% of her usual salary. What's the difference? Barb is a biological mother; Maxine is an adoptive mother.

Both the Federal Government and the employer are treating these women differently, based on the way they have chosen to build their families. Their employer, like many organizations, "tops up" the payments received from Employment Insurance so that employees receive full (or near full) salaries while they are off work1. In Maxine's case, however, their employer does not extend the benefit to adoptive parents.

The Federal Government pays Employment Insurance (EI) benefits to provide financial assistance to new parents (currently 55% of average insurable earnings to a maximum of $413 / week). Maternity benefits are payable to biological mothers for a maximum of 15 weeks. Parental benefits are payable to parents (biological or adoptive) for a maximum of 35 weeks. Thus biological parents are eligible for 50 weeks of employment insurance while adoptive parents hit the maximum at only 35 weeks. One adoptive parent is mounting a Charter of Rights challenge on this very issue in the E.I. Legislation.2

Biological parents are provided with EI benefits over a one- year period comprised of:

a) 2 week disqualification period (i.e. no EI payments) and

b) 15 weeks of maternity benefits; and

c) 35 weeks of parental benefits

Total: 52 weeks

Many employers also pay top-up wage compensation to their employees for the two-week E.I. disqualification period by topping up their wage to between 85% and 100% of their normal salary (i.e. the employer pays all of this benefit during the first two weeks). For the next 15 weeks, the top-up reduces by the amount of the E.I. maternity benefits (described above). Some employers also top-up the employees' salary for the full 35 weeks of parental benefits as well3.

As a result of complaints we received about how adopting parents were treated in the workplace, Sunrise conducted a limited and informal poll of its clients to see how widespread the differential treatment of adoptive and biological parents by employers is, and we were stunned by the responses. Many of our clients reported situations in which a biological parent receives top up payments, while an adoptive parent is refused. Here are some examples of what we heard:

Government of British Columbia: The B.C. Provincial Government is one of least discriminatory employers we heard about. It offers a top-up to both biological and adoptive parents (to its unionized and non-unionized employees.) It also offers adoptive parents a " Pre-Placement Adoptive Leave." This leave allows adoptive parents to attend pre-placement visits for their homestudy or to complete legal requirements for the adoption while collecting 85% of their regular salary.

Government of Canada: A federal civil servant, who is an adoptive parent, received 93% of her wage by top-up for 37 weeks. The real irony is that the Federal Government treats its adoptive parent employees better than most employers do, but discriminates against all adoptive parents with its EI policy!

Police: The RCMP (a federal government employer) offers both adopting and biological parents the top-up for 37 weeks. Other police forces in British Columbia (Municipal forces) generally do not pay the top-up to adoptive parents. (The municipal public force in Saanich, B.C., however, does pay the top-up for 37 weeks).

Municipalities: One adopting parent reported that the Municipality she worked for finally gave her the top-up right after she filed a complaint with the Human Rights Commission.

Hospitals: Regional Health Districts are the employer for nurses in British Columbia. One adoptive parent reported that in his hospital, biological parents receive a top-up on the EI Maternity Benefit only. No one receives a top-up on the Parental Benefit. Since adoptive parents don't qualify for maternity benefits, they don't receive any top-up at all.

Universities: Universities do not seem to take a consistent approach in how they treat their employee parents. Adopting parents employed by universities told us about a wide variety of benefits payable to adopting parents. Often these were inconsistent, unusual, and at times discriminatory.

At the University of British Columbia, adopting parents get topped-up for 12 weeks, while biological mothers receive 20 weeks. At the University of Toronto, adopting parents receive 27 weeks of top-up, and biological mothers receive 3 weeks more. At Capilano College, parents on parental leave are topped-up to 80% of salary, and for parents on maternity leave to 90% of salary.

Professors at Simon Fraser University are the only employees we found who were treated absolutely identically whether they were biological or adoptive parents. To do this, the maternity benefits not paid to adoptive parents by EI are covered by the university. Kudos to SFU!

Schools: We heard from many teachers across the province. School Districts in British Columbia bargain separately with the teachers' union (BCTF). As a result, adopting parents (who are also teachers) receive different benefits depending on where they work. For example, Surrey Teachers do receive the top-up of 95% of salary for the first 2 weeks, 70% for next 15 weeks and zero for the balance of parental leave. North Vancouver District teachers receive 95% for the first 2 weeks, but then 70% for only the next 10 weeks (while biological mothers receive it for the next 15 weeks). Most other school districts do not pay top-ups at all to teachers. There is no rational basis for treating teachers, who choose to create their families by adoption, differently. One parent was told that top-ups are not paid to adopting parents because the school district follows "Government of Canada rulings". This doesn't accord with our findings; all federal government departments that we heard from do top up adopting parents.

One adopting parent employed by the Coquitlam School Board was recently refused the top-up. When she told her employer that she was filing a complaint with the Human Rights Commission, she immediately received a top-up.
Falling Between the Cracks

Some adopting parents are in a catch-22 situation and the problem may not be resolved until a parent takes action. We heard from several British Columbia parents who reported that employers dodge responsibility by saying it is up to the union to ask for benefits through the collective bargaining process.

One city police department we heard from only offers the top-up to biological parents. A Port Moody police officer said, "I am a union member and was entitled to nothing under the collective agreement. However, we were in the middle of negotiating a new one, and I asked for a provision to be added. I was unsuccessful".

Pursuant to Labour Relations legislation, unions are required to represent minority interests (like those of adopting parents). Failure to do so can lead to a complaint with the Labour Relations Board. Exercising that legal right against your Union, however, can be a scary prospect.

Another adoptive parent reported:

"I wasn't sure if there are many others in the same boat as myself, and considering the extremely daunting task of applying for change in our organization (my employer is Vancouver Coastal Health), I have not bothered to try. I would have to put forth a motion to the union (membership = 40,000) and the union would then vote on whether or not to pursue this issue with the Health Authority and ultimately the Government. Another union colleague who adopted several years ago felt the same as I do now."

Many adopting parents had similar experiences when they approached their union. They were told that nothing could be done. Studies in the USA show that less than 1% of eligible employees receive adoption employment benefits. No wonder adoptive parents can feel lost in big unions!
What Can Be Done?

In a landmark 2002 study, 94% of respondents stated that adopting parents should receive the same benefits in the workplace as biological parents4. It is clear our society feels overwhelmingly that adopting and biological parents should be treated equally.

This doesn't seem right. Large government employers (such as hospitals, health districts, municipalities and school boards) should not justify continuing to discriminate by claiming that the unions need to ask for it. They should take responsibility and end the discriminatory treatment.

Employers should treat parents equally, whether they give birth or adopt. If an employer pays an E.I. top-up to a biological parent, then the same compensation should be paid to an adopting parent. To not do so is discrimination. 6

The need for change is apparent and many parents expressed an interest in making that change happen. Unless adopting parents object, this discrimination will not end. One possibility is to file a complaint with the BC Human Rights Tribunal.7 The most effective solution may be for adoptive parents to lobby their MLAs and MPs for legislative change. How about a law that simply says adopting parents and biological parents must be treated the same in any workplace. (After all 94% of society already thinks this is what should happen)

Talk to your employer and/or your union officials. If your organization tops up biological parents, insist that they treat adoptive parents equally.

1 We also heard about a few employers who give their employees a lump sum payment to help with adoption expenses. These payments ranged between five and ten thousand dollars.

2 This appeal is currently making its way towards the Supreme Court of Canada. The appeal at the Federal Court of Appeal is scheduled to be heard March 29 - 30, 2007. For a review of the issues in this case see http://www.bcadoption.com/afabc.

3 The rules about E.I. Supplemental payments (Top-Ups) are set out at www.hrsdc.gc.ca

4 The Dave Thomas Foundation in the USA has established a website with materials and assistance to help employers establish adoption friendly workplaces - see www.adoptionfriendlyworkplace.org

6 One adopting couple has written an impassioned plea for parents to lobby their MP's to help end discrimination against adopting parents. See www.bcparent.ca/articles/adoption/overcoming_discrimination.html.

7 In Ontario court the courts have not been sympathetic to adopting parents. In a case called Shafer the Ontario Court of Appeal decided that the discrimination built into the EI legislation did not contravene the Charter of Rights.

The information in this article has been obtained from a limited survey of Sunrise clients. The next step is to broaden the scope of this investigation to the BC and Canadian adoption community as a whole. If you know of someone who has had a similar experience (good or bad), please contact us. We would like to understand the full extent of this problem in British Columbia and Canada and will publish the results of the final survey.

About the Author

Mr. Douglas Chalke has been the Executive Director of Sunrise Family Services Society (a British Columbia government licensed adoption agency) since its inception twelve years ago. Mr. Chalke has considerable experience with international adoption and has visited orphanages and government ministries across the world. Mr. Chalke is an administrator with many years experience assisting children to find homes in Canada, and in assessing, educating and approving the families who are going to provide those homes.

http://www.lawyerahead.ca - employment lawyers, labor lawyer

[affmage source="amazon" results="5"]employment law vancouver[/affmage]

The Reality As It Relates To » Labor And Employment Law Opportunities Coupled With Comparable Analyses

Monday, March 1st, 2010

[mage lang="" source="flickr"]labor and employment law opportunities[/mage]
I did not receive my final paycheck?

A view weeks ago I quit my job because I had a much better opportunity coming up for me. Since employment with this company was at will I was not required to give them 2 weeks notice. On March 2nd was payday (normal pay period), and I should have received my final paycheck in the mail. But unfortunately I didn't get paid.
Does anyone know the labor law in CO and how much time the employer actually has to send the final paycheck.
What can I do if I don't get the paycheck within the next few days?

Thank you
Shaylee

found this website http://www.coworkforce.com/LAB/

and it has what u are asking about and how to file a complaint against your former employer..should be helpful...good luck

Sacramento Labor Lawyers - Mastagni, Holstedt, Amick, Miller & Johnsen

Another Simple Outline On The Topic Of » Employment Law Business Services

Saturday, February 27th, 2010

employment law business services

Definitions of Worker & Employee - Employment-law Rights

EMPLOYMENT LAW DISTINCTION BETWEEN 'EMPLOYEES' & 'WORKERS' AFFECT HOLIDAY & PAY RIGHTS

Affect who the employer is and who is responsible for one’s wage or salary, holiday pay, employer’s contribution to national insurance, pension rights, and employment protection, the legal distinction made between "employees" and "workers", and between those and "contractors" ~one's entitlements depend on whether in the eyes of the law one is an employee, or a worker, subcontractor, self employed contractor –or partly a freelancer.

Because of their different legal definitions an 'employee' or a 'worker' in the eyes of the law may be in fact a 'contractor' or a 'subcontractor', and vice-versa -and employment through an employment agency may or may not itself fall in different category. Definitions and categories affect entitlements.

Many employees lose out on entitlements, because their legal employment category, or because who the law regards as employer, is different than they think or have been told. When one is paid to do work for another it is important to know how the employment contract is formed, and one’s employment status.

Are you liable for your income tax or must the employer deduct it and attend to it at source, what are your holiday and pension entitlements and whose responsibility are they, are you entitled to employer’s part of your national insurance contribution –who is your employer at the workplace that you work, the business you work on the premises of, or an employment agency, or is it you whose responsibility those are, in the eyes of the law?

These affect liability, vicarious liability and the statutorily implied terms of any contract -as well as various other statutory requirements ~from equal treatment to employment protection under the employment laws -many have sued and lost because the employer was not in law the sued party but another.

Often these also affect 'pay' (in law defined as being what is received directly or indirectly in cash or kind for work done) ~an 'employee' gets full holiday pay, paid leave -a 'worker' does not.

In employment there is sometimes a company pension scheme; as the norm the employer must pay part of one's national insurance contributions (covering, e.g., unemployment, health-care, state-pension) if one is an 'employee'; but the entitlement is partial if one is a 'worker', and nil if one is in law a 'contractor' -one's employment status matters.

The following helps ascertain one's employment status in law, and who in law is one's employer.

Is one an 'employee' or 'self-employed contractor'? There are three tests that are applied to the question:-

The first is the 'Control Test' and is based on this that if the employer controls the job to be done but not how it is done than the person doing the job is an employee; but this test would not be satisfactory, because also to an employee with specialist knowledge, e.g. a company nurse, the employer would not tell how to do the job.

The second, 'Organisational Integration Test', seeks to ascertain whether the person paid is an integral part of the business: an anaesthetist was not a self-employed contractor in Cassidy -v- The Ministry of Pensions 1961 ~he was a resident of the hospital -an employee.

But this did not suffice: drivers who were paid for an agreed minimum number of jobs per year and had to wear company uniforms as well as to have the company colours on their lorries and who could not work for the competition without the employer's permission, but who could choose to do extra work and decided their own routes and used their own lorries and could use at their pleasure substitute drivers, in Ready Mixed Concrete -v- The Ministry of Pensions 1968 were self-employed contractors, not employees.

There is a third, the 'Multiple Test' to be applied: 'one is an employee if.. provides work or service for remuneration.. the business has some degree of control.. without any terms contrary to the employment relationship.'

This is the consideration in the case of those engaged or introduced by employment agencies:-

Who is the employer? Is one, as a specific individual, under the direct supervision and control of the business? If so, one is an employee of the client business -where one works...

Does the business where one works pay that agency and that agency itself pay one? If so, one is not an employee of the client business, but may be an employee or worker of that agency itself -agency staff.

Employees normally receive holiday pay, self employed contractors do not ~but what about the 'worker'-the casual worker who is not in self employment and yet is also not a regular employee?

Is one an 'employee' or 'worker'? There is a different 'worker' category for casual workers which was created under the Employment Rights Act 1996 s.230 (3) to deal with this question.

If a casual worker is genuinely on an ad hoc basis employed, that casual worker is, in law, an employee while he is employed, and for the period/s of such employment has employment rights -e.g., to receive wages and holiday pay.

A 'subcontractor' normally would be in the category either of employee or of worker on the same basis, but instead of the business where the sub contractor works, of the self employed contractor who engaged the sub contractor.

If there is a dispute about whether a contractor engaged a subcontractor as a self employed person, then the same three tests above are applied to ascertain the employment status of that subcontractor in relation to that contractor.

If that subcontractor receives a wage and is not self-employed in relation to that contractor, then if the subcontractor works regularly for that contractor he is an employee of that contractor, and if he works casually for that contractor he is a worker of that contractor.

Being a 'freelance-worker' is, to all intends and purposes, the same as being a self-employed contractor.

One can lawfully be both: an employee or worker, as well as a freelancer -self employed.

If one who is normally an employee or worker wants also to do some freelance work, then one officially is an employee or worker and one's entitlements in relation to ones normal status are not affected -but those entitlements do not extend to one's freelance work and employment.

If one normally self employed wants also to do some work as an employee or worker of a business, then one's official status as self-employed does not change -but one's entitlements for work done as an employee or worker are not affected to the extent of one's such work.

If one is not paid for holidays.. if a pension scheme depends on whether one is a freelancer or not.. if the employer is responsible for one's colleagues' taxes or pension contributions but not one's own.. if one is working for one business but is paid by another… one might need to ascertain one's employment status -the above are the legal tests.

(Laws change –always ascertain current law.)

About the Author

The author's favourite site is: Teacher of Teachers

San Jose Employment Law Attorneys, Employment Law Firm - Polaris Law Group LLP

[affmage source="amazon" results="5"]employment law business services[/affmage]
[affmage source="cj" results="5"]employment law business services[/affmage]

The Truth Of The Matter As It Applies To » Employment Law Uk Together With Other Research

Tuesday, February 23rd, 2010

employment law uk
What would you like to see on an employment law blog?

I've started a UK employment law blog. There are lots of people on here interested in their rights at work, and I know a fair bit about it. Have a look and tell me what you think, but what I'd really like people to do is suggest what subjects I should tackle.

http://www.usefullyemployed.co.uk/

Thanks, Ive bookmarked it and will return. Any stuff on managing the Capability process with a poor performing worker? want to give them the best possible chance of success.......just a thought

Testimonial www.EmploymentLawUK.org.uk

A Revealing Dialogue And Synopsis Regarding » Uk Employment Law Advice

Tuesday, February 23rd, 2010

[mage lang="" source="flickr"]uk employment law advice[/mage]

How much disciplinary investigation is necessary (UK Employment Law)

When considering whether to dismissal for misconduct, a question that often comes up is how much investigation should the employer carry out first? It's commonly known that under the ‘Burchell' test:

 

  • the employer must establish that he believed the employee was guilty of misconduct;
  • the employer must have had reasonable grounds for that belief;
  • the employer must have carried out as much investigation into the matter as was reasonable in all the circumstances.

 

In the recent Court of Appeal case of Salford NHS Trust v Roldan, Ms Roldan was a staff nurse, when a colleague complained that she had ill-treated a colleague, discarding cleaning wipes on a patients face and slapping his hand. She was suspended, and informed that serious complaints had been made. In the investigation the colleague was interviewed, as was Ms Roldan and her supervisor. The complainant's recollection was precise and consistent, but Ms Roldan's recollection was inconsistent and vague. Ms Roldan was dismissed following a disciplinary hearing, who then appealed saying amongst other things that the wipes had gone in the patients face by accident, but that the patient had assaulted her.

 

The appeal took the form of a re-hearing with all the witnesses giving evidence again. The appeal was rejected. The consequences for the appellant were very significant; not only did she lose her job, but in addition she lost her work permit and the right to remain in the United Kingdom, as well as being the subject of a criminal investigation by the police for which she was prosecuted but acquitted.

 

One of the grounds of appeal was whether the investigation was adequate.  On the facts, the Court of Appeal considered that further investigation should have been carried out:

 

  • The more serious the consequences of dismissal for the employee, the more careful an investigation is required. In this case, a more careful investigation was needed because the consequence of dismissal was that Ms Roldan could be deported; ‘This is particularly so given that here was a woman who had given service to the employers over 4 years, apparently without complaint, and there was a real risk that her career would be blighted by this dismissal. It would certainly lead to her deportation and destroy her opportunity for building a career in this country'. More could have been done to check the allegations made.
  • An employer faced with a conflict of evidence between two witnesses is not obliged to believe one employee and to disbelieve the other. If it is unable to resolve the conflict, it is perfectly proper to give the alleged wrongdoer the benefit of the doubt.

 

At first reading, the Trust's investigation and complete re-hearing at appeal seemed quite thorough. However employers would be wise to consider the full consequences of a disciplinary dismissal, and investigate as exhaustively as possible if deportation, prosecution or being placed on a barred list might follow. If in doubt, take legal advice, as not doing so could prove to be expensive!

About the Author

James Carmody is lawyer advising on UK employment law in Central London EC1 http://www.reculversolicitors.co.uk/ 0207 324 6271

Getting Fair Legal Advice - a video from Unbiased.co.uk

A Simple Online Summary Of » Employment Law Part Time Contracts

Tuesday, February 23rd, 2010

employment law part time contracts
Can anybody help with employment law in Higher Education (UK)?

I am seeing advice about a pro-rata contract dispute between the University and a part-time member of staff, can anybody point me in the direcion of some good employment law advice - preferably free. I am in the UK. thanks

http://www.acas.org.uk
They will help you with this, I have used them loads!!

Contracts for Freelancers - Part 2 - Legal River

[affmage source="amazon" results="5"]employment law part time contracts[/affmage]

A Brief Summary About » Employment Law Courses London

Monday, February 22nd, 2010

[mage lang="" source="flickr"]employment law courses london[/mage]

What is Commercial Law?

Commercial Law is the name given to any legal issues around the area of business and commerce. Commercial Law is made up of many different areas.

CONTRACTS

Contracts are legally binding agreements, usually in the form of a document. Contrary to popular belief though, verbal agreements are also legally binding. Contract can be agreements with clients or customers, such as what work will be done, how and when. In a retailer, when an item is sold to a customer that automatically becomes a contract of sorts. The customer has certain rights, such as the right to a refund if the item is faulty.

Another area where contract are important, are employment contracts. Employment contracts dictate an employees’ salary, working hours, holiday entitlement and working conditions. The employer then has to abide by these agreements.

TAX

It is important that businesses pay the right amount of tax, or they will be held legally accountable. Solicitors can advice business on the areas where tax can be saved, and which tax breaks they are entitled to. For example charities are often entitled to certain tax reliefs.

EMPLOYMENT LAW

Employment Law regulates the legal rights of workers. Businesses have to make sure employees are paid correctly. This is even more important since the advent of the minimum wage in 2000. Employment Law also protects against discrimination; businesses are not allowed to discriminate in any situation, including during the recruitment stage. This area of commercial law also dictates the legal holiday entitlement and the maximum working hours allowed.

MERGERS & TAKEOVERS

There are a number of legal issues to consider when a business takeover or a merger between two or more businesses takes place. Commercial Solicitors London are required to make sure everything is as the law dictates. Contracts must be sorted out to state the conditions of the takeover. This can include how the role of employees may change, any agreement as to the direction the company will take, and of course the financial agreements. Agreements as to when payments should be made, and whether it is in instalments or a lump sum are covered here. The company which is being taken over may demand certain conditions of the sale.

HEALTH & SAFETY

This is an area that has become increasingly important in recent years. This area of law covers the health and safety of employees and customers. Areas of operation must have potential dangers clearly marked and steps must be taken to prevent accidents where possible. Companies can be help responsible if accidents occur.

FINANCE

Finally, finance is an area that is relevant across business. Relationships between businesses and banks can be crucial to the financing of businesses so it is an important consideration. Finance overlaps with many other areas of commercial law, such as employment, tax and contracts.

Andrew Marshall ©

About the Author

Commercial Solicitors London

London Law firm

[affmage source="amazon" results="5"]employment law courses london[/affmage]

Concerning » Employment Law Denver

Monday, February 22nd, 2010

employment law denver
Best place to live in Denver area for young family?

We will be a mid to late 20's family with one kid and one dog relocating from ft. benning, ga to Denver area after I get out of the Army.Were both originally from Panama city, FL, . Wife is an accountant, I will be seeking employment with local law enforcement. Looking for a place that is relatively safe, good schools, house prices that match our jobs, a big backyard, the best possible place to raise a family. We'll be looking to buy.. Any help would be appreciated.

First of all, thank you for your service to this country. I think you'll find that Colorado is one of the more pro-military places around, so you will be thanked often.

I'm a big fan of Littleton, Highlands Ranch, and southern Lakewood. Denver and Colorado generally are very, very kid-friendly. Everything here is geared to families with children mostly because it seems that just about everyone is married with kids.

But you'll find the best schools and neighborhoods in the southern and western suburbs, in my opinion.

Again, welcome to Denver. I think you'll just love it here for your growing family....

Firm Philosophy Rosenthal & Heymann Denver Colorado Lawyer

A Quick Online Conclusion Of » Employment Law Links

Thursday, February 18th, 2010

employment law links
Is it illegal not to have at least 15 minuets break for every 4 hours of employment?

I ask as i have heard many people say it is the law that employers should give 15 minuets break when you have worked over 4 hours. If it is does anyone have any links?
What can we do if an employer is breaking the law in the treatment of it's employees? If we were to raise any such points with the employer we would get the sack and be stiched up so is there any outside bodies that could help?
This is in the uk, thats why i ased on uk yahoo answers.

No it isn't illegal to not have a 15 minute break for every 4 hours of employment.Adult workers are entitled to a minimum 20 minute rest break if there working day is longer than 6 hours and this law is different for adolescent workers. It can also be different for shift workers and the type of work and the hours you are paid for.I have worked at an airport and with some companies you never got an official break, but didn't work for 8 or 12 hours straight through but were paid for the full shift and took your breaks as you could .Go to www.hse.gov.uk/workers or www.adviceguide.org.uk

Job Search. Find a Job

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

Regarding » Employment Law Job Posting

Sunday, February 14th, 2010

employment law job posting
Should there be a law that prevents employers from posting jobs and withdrawing them from applicants?

I applied for 2 jobs at a state employment recruiting office for the same company. Three weeks went by and I had absolutely no response. I notified the employer today and they stated that they were running slow; therefore, they were not hiring. Should this be illegal?
Seriously, what do employers think applicants are? Fish?

We are in a RECESSION. The employers have everything in their favor right now so they feel that they can treat applicants like crap. I have never seen the business world so cruel. The only advice I can offer is: toughen up. I am sorry, but it is very tough right now.

Nadine Bocelli & Company, Inc. - New York Legal Staffing Services

With Regards To » California Employment Law Advisors Along With Other Studies

Sunday, February 7th, 2010

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

Covering All the Angles

Risk Management Advisors is a consulting firm dedicated to the design, implementation and management of captives. From its Los Angeles, California office, R Wesley Sierk, president and lead strategist for Risk Management Advisors explains why companies require a captive consultant: “Most people don’t truly understand how a captive functions in the market and they usually don’t have the expertise to craft a captive on their own. To create an effective captive, they need to figure out what kind of risk should or should not be taken by the captive.”

 

Total understanding when asked what sets Risk Management Advisors apart from other managers, Wesley states: “Many of our clients may have talked to other captive managers or providers and the feedback we receive is that many either understand the risk management side, or the tax side. Very few organisations have a complete knowledge of both “As a captive manager, once a client gives us the green light, we create the insurance company for them and manage the entire process from the risk management to the taxation, as well as all the regulatory aspects.” As the promotion of captives remains an integral part of the industry, Risk

Management Advisors ensures it is in a position to market the benefits effectively to new clients. Sierk says: “Our business has been built on referrals. Once we have organised an excellent captive programme for a client, they often tell other colleagues within their industry.” Sierk is also active politically. He is an adviser to the US Congress on tax issues which affect small businesses. This, he says, aids his expertise and knowledge.

 

A healthy interest The thriving US economy, tough insurance market and recent losses by large carriers have caused the captive industry to experience large growth. Sierk says: “Captive growth has been robust and there has been a lot of change. The majority of our clients have been developers and contractors in the past few years, but most of the interest currently has been from the healthcare market, specifically, nursing homes and surgical centers. Many manufacturers and service businesses are also taking a closer look at captives.” The focus of Risk Management Advisors has traditionally been with middle market companies. “This area has been expanding rapidly. We haven’t traditionally done any work with publicly traded companies,” continues Sierk “Middle market companies have been under-served from the traditional insurance market for years. Some carriers have looked at them as a cash cow and designed programs that lacked creativity and thoroughness. We find many of the middle market captives are overpaying for their premium and do not really understand all the policies they are buying. “Through the idea of Risk Management, we consult with the clients and help them understand their traditional insurance, identify holes in coverage and identify certain aspects that would . …….Cont.

 

To know more about Covering Angles and Risk Management please refer to http://riskmgmtadvisors.com/

 

 

 

About the Author

R. Wesley Sierk, III is the President and Lead Strategist for Risk Management Advisors, Inc. He is an expert in executive compensation, corporate benefit planning, alternative risk transfer, and captive insurance formation and management. Sierk has more than 14 years experience helping highly profitable, closely-held businesses limit their risk exposure and taxes through qualified plan structures, onshore and off-shore entities, and trust arrangements. He works primarily with homebuilders, manufacturing companies, real estate developers, and sports and entertainment professionals.

To know more about this author visit http://riskmgmtadvisors.com/

Sexual Harassment in the workplace - Legal Advice by Attorney Joel Baruch

A Quick Web Conclusion Of » Employment Law Pay Rise

Saturday, February 6th, 2010

employment law pay rise
Kenya : Furniture Sector Set for Boom as State Applies New Incentives
allAfrica: African news and information for a global audience
Tom's Tribute to Dennis Chavez

A Brief Conclusion About » Employment Law Pasadena In Addition To Comparable Analyses

Saturday, January 23rd, 2010

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

Bcg Search

BCG Search

BCGSearch has take attorney placement and recruiting far beyond what is expected of people. We all assume a certain level of professionalism and standards but BCGSearch sounds too good to be true. BCGSearch updates legal careers seven days a week throughout the entire year. Not one day goes by when BCGSearch doesn’t find at least one available position open to bring to the public’s attention. If you are sick and tired of your current legal employment then you should start your new life - and that is by investing in BCGSearch (you won’t be disappointed you did).

BCGSearch places attorneys inside law firms - that is BCGSearch only purpose. BCGSearch does not do in-house attorney placements, does not place contract attorneys, and does not place legal secretaries or paralegals. It is very important for a company (no matter what they sell, promote or manufacturer) to be up front on what they can’t and can do for their client. BCGSearch is straight forward and 100% honest in what is offered.

BCGSearch is headquartered in Pasadena, California, with offices throughout the United States. BCGSearch is CareerMission's smallest attorney-placement company. BCGSearch prides itself on being the biggest, smallest guys on the block - and for good reason.

With the market taking a downward spiral over the last several years, BCGSearch has remarkably had success in the legal placement market despite the downward turn. What does this mean? This means that BCGSearch recruiters still maintain a certain level of commitment and dedication even when the market says “You should fail.” If BCGSearch can succeed when the market is down, what will happen when the market bubbles back again?

Harrison Barnes, Founder and CEO, of BCGSearch.com has done something quite amazing with the biggest, smallest company. Harrison Barneshas taken a simple idea that was previously done, legal recruitment and placement, and turned the volume way up on it to level that can’t be ignored. People have ideas all the time. Those who can take that idea and improve upon it are those individuals who have even greater success perhaps.

How much emphasis to you put on costumer service? A lot, a little, or none? You won’t have to worry about costumer service because BCGSearch has outstanding recruiters who will be your right-hand men (and women) to find you a quality legal career in your desired location if possible. Every company wants your business, but do they deserve it? There are many companies who want your money but don’t do everything possible they can to ensure you are taken care of in the best way possible. BCGSearch knows how to take care of you and will do so as long as it is necessary until you find your new legal career.

Harrison Barnes has developed a little monster that keeps growing and growing (BCGSearch). BCGSearch may not want to be the biggest attorney placement and recruitment company in the United States but it’s the best. You shouldn’t have to settle for a legal job you dislike (and perhaps even hate) any longer.

About the Author

Elizabeth Martinez - Ph.D. - Organizational Psychology. Provides you with a deep level of insight into your career direction and career development.

Pasadena Immigration lawyer - Reeves & Associates

[affmage source="amazon" results="5"]employment law pasadena[/affmage]

A Simple World-Wide-Web Compendium Of » California Employment Law Website

Tuesday, January 19th, 2010

[mage lang="" source="flickr"]california employment law website[/mage]
Can someone explain this to me please realating to LAPD Citizenship?

i want to join the lapd but i don't understand on joinlapd website

''The City of Los Angeles requires that a Police Officer candidate be a United States citizen, or that a non-citizen be a permanent resident alien who, in accordance with the requirements of the U.S. Citizenship and Immigration Services (USCIS), is eligible and has applied for citizenship.

During the selection process, each non-citizen is required to prove that USCIS accepted his/her application for citizenship prior to the date the Police Officer written test was taken.

California State law requires that citizenship be granted within three years after the employment application date. For information regarding citizenship requirements, contact the USCIS''

the part it say about you can join with out citizenship but would do you have to prove please could some explain it to all to me

Before you (a non-citizen) apply at the lapd you have to have a green card and have the receipt notice that you filed your N-400 (naturalization application) with USCIS. They will take you with a pending citizenship application, but they will fire you if you haven't received your citizenship within 3 years of hire.

Jack on the 2009 ERI California Employment Law Update

About Employment Law Online Advice Together With Similar Research

Saturday, January 9th, 2010

[mage lang="" source="flickr"]employment law online advice[/mage]
I'm looking for legal/professional advice. What are the steps in forming a freelance part-time company?

I'm looking to start a freelance illustration company. I have a full time employment, but wish to get my illustration company up and running, part-time only. It would only be one employee, myself. I need to find any information as to what steps to take in regards to IRS, New Jersey law. As my business will be an online service.

Given the potential legal liabilities that could be tied to an illustration company, copyright infringement being one of them, it would be prudent for you to incorporate your business. Incorporating your business will afford you some measure of protection to your personal assets if someone should sue your business. You will need to file a certificate of incorporation or you can incorporate online with New Jersey at https://www.state.nj.us/cgi-bin/treasury/revenue/dcr/filing/page1.cgi

After incorporating, the next step is to get a federal tax ID number for the corporation (called an Employer Identification Number) from the IRS by applying at https://sa2.www4.irs.gov/modiein/individual/index.jsp

After that you are going to want to make what is known as an S-election for your corporation with the IRS within 75 days of your incorporation. The form to make the election can be found at http://www.irs.gov/pub/irs-pdf/f2553.pdf and the instructions can be found at http://www.irs.gov/pub/irs-pdf/i2553.pdf

You will want to make a corresponding election with New Jersey. The form and instructions can be found at http://www.state.nj.us/treasury/revenue/sub-s.pdf

What these elections do is prevent you from having your income taxed twice, once as corporate income and a second time as personal income and/or dividend income when you transfer income from the corporation to you. Instead it gets treated as a disregarded entity and your income is only taxed once on your personal income tax return.

Even with this general outline, it may be confusing for you to navigate the entire process on your own. You may want to consider having an attorney handle the process for you.

Good luck.

Marc Tow from www.TowLaw.com a Real Estate Attorney

[affmage source="amazon" results="5"]employment law online advice[/affmage]

The Reality As It Pertains To » Employment Law Singapore

Friday, January 1st, 2010

employment law singapore

Singapore Employment Pass Visa (EP)

Foreign Entrepreneurs, Professionals, Managing Directors and Shareholders who wish to relocate to Singapore to be actively involved in your company operations, can apply for an Employment Pass (EP)

Foreign individuals who are residing overseas can setup a Singapore private limited company and apply for their employment pass to operate their company operation.

To apply for your Employment Pass, you will need to setup a Singapore Private Limited Company.

To be considered for an Employment Pass, applicants will be assessed based on their salary, qualifications, relevant work experience and nature of job, and other factors. EP applicants must earn a fixed monthly salary of at least $2,500.


There are basically three categories of EP: the P1, P2 and Q Pass. They differ in the amount of salary earned and types of jobs. All EP holders qualify for dependant privileges

Pass Types

P Pass/Q1 Pass

There are three categories of Employment Pass: P1, P2 and Q1 Pass. The P Pass is for foreigners seeking professional, managerial or executive and specialist jobs.
P1 Pass – for applicants earning a fixed monthly salary of more than $7,000.
P2 Pass – for applicants earning a fixed monthly salary of more than $3,500 and up to $7,000 and he/she possesses recognised qualifications.
Q1 Pass – for applicants earning a fixed monthly salary of more than $2,500 and he/she possesses recognised qualifications.

Compensatory factors such as skills and years of experience may be taken into consideration for Q1 applications.
Passes for Family Members


Employment Pass holders can apply for the Dependant's Pass and/or Long-Term Visit Pass for their family members.

Dependant's Pass

Both P and Q1 Pass holders can apply for a http://www.rikvin.com/Singapore-Employment-Pass-Visa-Employment-Entrepass.html for their:
Spouse
Unmarried or legally adopted children under 21 years of age, including newborns


Long-Term Visit Pass

P Pass holders can also apply for a Long-Term Visit Pass for their:
Common law spouse
Unmarried daughters above 21 years of age
Handicapped children
Step-children
Parents/parents-in-law

In summary,

Pass Type Granted to Employment Pass Holders

Dependant's Passes

Long-Term Visit Passes

P

Yes

Yes

Q1

Yes

No

Singapore Dependant's Pass

The Dependants Pass is for spouses or children of current Work pass visa holders in Singapore.

The visa holders must be Employment pass, EntrePass or S Pass holders and currently drawing a minimum fixed monthly salary of S$2,500 and above.

Holders of a Dependants Pass are also permitted to work in Singapore once the potential employer issues a letter of consent. (LOC)

AsiaBiz can assist you in the compilation of all necessary documents and forms for the Dependant's Pass. We will then process your application with the Ministry of Manpower

Singapore Term Social Visit Pass (LTVP)

Employment Pass (P1, P2) holder may apply for the Long Term Visit Pass (LTVP) for:
Common-law spouse;
Unmarried daughters above 21 years of age;
Handicapped children above 21 years of age;
Step children; and
Parents/parents-in-law.

Asiabiz can assist you in the compilation of all necessary documents and forms for the submission of the Long term Social Visit Pass.

About the Author

For more information of Singapore Company Incorporation, please visit www.rikvin.com



For more information on Singapore Accounting and tax services, please visit www.rikvinsingapore.com

Singapore Company Incorporation for Foreigners

A Simple Synopsis With Regards To » Employment Law Law Firms Along With Other Studies

Thursday, December 31st, 2009

employment law law firms
Are thier oppurtunities in UK to continue law studies whilst engaging in legal work in UK?

my son an attorney in Sri Lanka with 2 years experience in Maldive Islands and in the oldest law firm, wish to continue his law studies in UK. Is it possible for him to get employment in the legal field whilst further studies

Your question opens up a lot of possible different answers. It really depends on which qualification your son is wanting to complete; which country (or countries) he wants to work in; whether he will need permission to work in the UK; and which type of legal work he wants to do.

As he is an attorney, he will be used to doing research in a lot of detail. That being so, he needs to research the points that I mention above that best tie in with his own wishes.

Tips on How to approach an employment law firm

The Reality As It Applies To » Employment Law Consultants London

Wednesday, December 30th, 2009

[mage lang="" source="flickr"]employment law consultants london[/mage]

Study in University of Queen Mary of London

Queen Mary, University of London is one of the U.K‘s leading research focused higher education institution. Queen Mary University of London is one of the oldest, largest and most diverse Universities in U.K. Study in University of Queen Mary London delivers world class degree programmes & research across wide range of subjects such as humanities, social sciences, law, medicine & dentistry, science & engineering. University was ranked 13th in U.K in 2008 Research Assessment Exercise(RAE).

Queen Mary University of  UK offers completely integrated residential campus ,with 2,000 bed award winning student village on its Mile End Site. University of Queen Marry provides best possible educational, cultural & social experience to its students. It provides wide range of educational & social facilities to its students. These facilities include Senate House Library. This Library contains more then 1.4 million volumes & university of London union (ULU) which is very active & lively in U.K. Queen Mary University has student support office, this office help students by providing them comprehensive information, support & guidance on academic issues. There are also computer terminals with full internet access available for students use. Study in Queen Mary University provides opportunity to its students to participate in decision making process of university. This opportunity is provided through student representation. This union is recognized by the college’s royal charter as the student cooperate body. Members of Student Representative body sit in the decision making committee of University.

Post graduate study in Queen Mary University of  England also provides opportunity to develop skills through student community action projects or volunteering opportunities run through accredited volunteering programme called PROVIDE. Students who graduate from Queen Mary University earn second highest salaries in U.K .QMUL school of law is among the most highly rated law schools in U.K .It was ranked 5th in 2001 by Research Assessment Exercise. Qmul offers advance teaching in all major fields of law. Queen Mary, University is very well known for its Mathematics Research Centre (MRC), school of Mathematics is one other largest school of mathematics in U.K. School of mathematics Science of  University is centre of excellence, learning, scholarship and research. Arts and Humanities of Queen Mary University of London is ranked 4th and  ranked 6th best for students employability in U.K. Department of Economics of University is ranked 6th by RAE exercises. Department of Physics of Queen Mary University of London is ranked number one in country. This University also known for its teaching quality and provides modular system of teaching. This system makes degree courses very flexible.

Queen Mary University, UK tries its best to provide them practical work experience to its students so that they can meet requirements of employers. University provides counseling services to its students. There counselors are fully trained. If students are facing any academic or personal problem then they can go and consult counselors. Counselors try there best to solve the problems of students. Consultations are kept confidential. Queen Mary University of London helps its students to integrate according to British society and British educational system. Medical School of Queen Mary University is one of the oldest medical schools in Europe.

About the Author

Siddharth Gupta of Global Opportunities is a well known consultant for graduate and postgraduate study in UK. He has written several articles on topics like, Why Study in UK and Australia etc. His company provides active assistance for graduate and postgraduate study in Queen Mary University of London among others.

CHEAP LEGAL WORK - Bluefish Legal Consultants

A Small Conclusion With Regards To » Employment Law Human Resources

Monday, December 28th, 2009

employment law human resources

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.

Human Resource-Business Administration

A Small Synopsis About » Employment Law Compliance Jobs

Thursday, December 24th, 2009

[mage lang="" source="flickr"]employment law compliance jobs[/mage]

Latest Developments-Equality and Diversity Training and Employment Issues

Baby Oliver secures more! -Government confirms that Associated Discrimination will be extended to all diversity strands

The Leader of the House of Commons has just confirmed that the government will extend the prohibition against associative and perceptive discrimination to “all other diversity strands and areas” where it does not apply at the moment. This important announcement reflects the government’s considered response to the landmark case of Mrs Coleman, published in our July 2008 edition. In that case, Mrs Coleman a personal secretary working for a firm of solicitors endured a barrage of daily abuse about her increased requests for flexible working. Mrs Coleman had given birth to a very severely disabled child, Oliver and in consequence had to balance carefully her work and family responsibilities. The barrage of abuse was directed at her son.  By association with her disabled son, the European Court of Justice ruled, Mrs Coleman had been discriminated against contrary to the Disability Discrimination Act.

The Minister’s announcement means that the concept of associated or perceptive discrimination will now apply in respect of race, sex, gender reassignment, disability, sexual orientation, religion or belief and age. The Minister says the Single Equality Bill going before Parliament just now will be amended to include this provision both in relation to employment and the provision of goods, facilities and services. QED Training has produced a free briefing on the Coleman case and the concepts of associated and perceptive discrimination. Get in touch for a free copy. Our courses are completely updated with the latest case law developments in this area from both an employment and service delivery perspective. And our training includes techniques showing how to challenge inappropriate behaviour from both staff and customers.

New Laws on Flexible working now in place

In a related development, new laws were introduced on April 5th extending the right to request flexible working hours to parents of children aged 16 and under. Previously, the right was only open to parents of children under six or parents of disabled parents under 18 and carers of adults. It is estimated that approximately ten million people will now be able to exercise this right. This represents an increase of four million on the six million already eligible. Employers will still be able to reject flexible working applications if they have “legitimate business concerns” but last year more than 95% of requests were met. Campaigners say this highlights the hard economic argument for equality based upon staff retention and not wasting trained talent. In the current economic climate, flexible working, which can include a wide range of measures, has brought about increased productivity and recruitment savings.

 

·      Women need not name male comparators in equal pay claims-Court of Appeal Ruling

The Court of Appeal has recently ruled that women no longer have to name a specific male employee as a comparator when lodging an equal pay grievance. The ruling was in response to a group of women working as healthcare and administrative staff for a number of local authorities and primary care trusts. The women had argued that like many others they had found it difficult to get information about possible male comparators because of a widespread “culture of secrecy” about pay and benefits such as bonuses. The law had required claimants to have all this information before being able to go in front of a Tribunal. The Appeal Court ruling removes this technical requirement.

It is estimated that about 7,000 equal pay claims which had been deadlocked or stalled because of this technical requirement will now go forward with much greater speed. And in the future, it will remove what had been a technical argument used to slow down and even impede equal pay claims. Westminster sources appear to be in agreement that compulsory pay audits in the private sector will not be introduced within the Single Equality Bill. But there are provisions already within existing laws and duties on the public sector to eradicate the pay gap and seek contract compliance evidence from all stakeholders, public and private, about their arrangements. The Single Equality Bill has also a little noticed amendment which will require all employers to review all their pay rates given an adverse tribunal ruling on equal pay or equal pay for work of equal value.

·      Golden “Hello” of up to £2500 now available- more on the way

Any business can now apply for up to £2,500 in recruitment and “on the job” training subsidies as an incentive to employ people who have been looking for work for six months or more. The new employment and training subsidy or “golden hello” is part of a continued package of welfare benefit and job seeker’s allowance payments which will continue apace throughout the year. The other measures include more support for people who want to set up their own business, access to over 75,000 new work based training opportunities and a brand new concept of “work focused volunteering”. The Chancellor has earmarked £2 billion for these and other initiatives to be announced in his budget in a few days time.

·      London Council fined for failures to help profoundly deaf housing applicant

A London local authority failed to interview a deaf housing applicant with a British Sign Language interpreter on two occasions, despite knowing he could not communicate effectively without one. Redbridge Council also failed to supply a telephone without a text phone so that he could use their housing advisory call centre and delayed his application by almost a year. Damages were paid to the applicant and the authority has now taken steps to train all staff in disability awareness issues as well as making remedial improvements including a new texting service.

The case is additionally interesting because the damages were not paid as a result of formal County Court action but through a complaint to the Local Government Ombudsman who stated:-

The faults I have identified in this matter demonstrate a failure by the Council to comply with the Disability Discrimination Act in making reasonable adjustments to enable disabled people to access services”

The case helps to illustrate how other non legal channels can also sometimes be activated to secure redress of grievances and discrimination claims.

·      15 year old newspaper delivery boy takes “employer” to court!

And in a very creative way, a resourceful 15 year old paper boy has just taken his local newsagent to court! Myles Bebington had been working as a paper boy for the same local newsagent since he was 13. One day, his employer told him to start at 06.30a.m instead of the usual 7.00 start. When his mother complained that this was unlawful, the boy was sacked.

The Tribunal found in favour of the newsagent saying that was no employment contract in place between the boy and the shop. But lawyers supporting Myles were glad of his statutory right to go before a tribunal and to highlight the grievance. This would not have been possible without the 2006 Age Discrimination Regulations which are designed to extend unfair dismissal protection not just to older people but to young people and children. Prior to 2006, a boy like Myles would never have got through the front door of the courts!  And it is certain that similar cases will continue to be lodged. Even before the age new regulations came into force, cases of this kind were being raised. In December 2002, a former paperboy settled a case for more than £1,000 after he was threatened with the sack by a newsagent when he couldn’t find anyone to cover for his holiday.

·      Your holiday entitlement – new increases

The raft of April 2009 employment law changes included an increase in the minimum statutory entitlement to paid holidays. The increase for full timers goes from 24 to 28 days paid holiday a year. Part timers have a pro-rata entitlement based on the number of days they actually work. Whatever the status, a holiday should replace a worker’s normal day and they should be paid the same amount as if they were working normally.  

·      New legal framework for disputes

The legal framework to resolve employment disputes was amended on 6th April 2009 under the Employment Act of 2008 which came into operation on that date. There is a new ACAS Code of Practice which sets out the principles of what an employer and employee should do to achieve a reasonable standard of behaviour to resolve both grievance and disciplinary cases. ACAS say that the new arrangements provide for a system of dispute resolution which it is intended to be easy to use and will enable problems to be resolved earlier, with less lost time, expense and stress for all parties.QED Training provide a one day and a more intensive two day training course on disciplinary and grievance policies and procedures. Do get in touch if you would like more details.

 

QED Training Services

A to Z -One Stop Training Shop!

Visit our website for details of all our services including our:-

Showcase equality law and diversity issues training courses
and many others, plus
Free monthly newsletter by e mail
12 month after care service
Lots of free resources and advice

http://qedworks.com/

 

 

About the Author

UK training expert in equality laws and diversity issues

Akerman Expands Labor and Employment Practice

[affmage source="amazon" results="5"]employment law compliance jobs[/affmage]

The Reality As It Relates To » Ny Employment Law New York And Other Research

Tuesday, December 22nd, 2009

ny employment law new york
New York State Child support laws?

My fiance' was unemployed due to lay offs for 7 months and had the courts adjust his child support to a feasible amount, so that we were able to provide for ourselves and our children. Now that he has found new employment and his ex petitions the court, will they go back to what he was paying according to court order before, or will the adjust everything again going by his new job? According to the laws of NY state, child support can not be adjusted for 2 years, and it has only been 1 year since they last adjusted it. Just curious if anyone has had the same experience?

Look up NY Fathers for equal rights and call them. This will also help.

http://tinyurl.com/ChildSupportModification
http://tinyurl.com/StepFamilies
http://tinyurl.com/Custody-Can-A-Father-Win
http://tinyurl.com/ChildSupportTrustFund

New York Employment Discrimination NYC Lawyers

A Revealing Debate And Conclusion Related To » Employment Law Cases Employees

Thursday, December 17th, 2009

employment law cases employees
BLR Announces Dates, Location for 2010 National Employment Law Update Conference
Educational Sessions to Inform and Prepare Employers and HR Professionals for Changes Ahead (PRWeb May 10, 2010) Read the full story at http://www.prweb.com/releases/2010/05/prweb3974674.htm
1/2: Harvey Birdman - S&S Employee Orientation Video

[affmage source="amazon" results="5"]employment law cases employees[/affmage]
[affmage source="cj" results="5"]employment law cases employees[/affmage]

Concerning » Labor And Employment Law Milwaukee And Other Studies

Monday, December 14th, 2009

[mage lang="" source="flickr"]labor and employment law milwaukee[/mage]
Photo Release -- Orion Energy System's Apollo(R) Light Pipe Included in Landmark Renewable Energy Legislation Signed ...
MANITOWOC, Wis. -- Orion Energy Systems, Inc. thanks Wisconsin Gov. Jim Doyle for his leadership in signing into law forward-thinking legislation that will improve the environment and create jobs statewide.

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.
Best of all, its all FREE.

A Limited Synopsis About » Employment Law Training Contracts In Addition To Similar Research

Saturday, December 12th, 2009

employment law training contracts
Employment Law / diciplinary?

I was promoted to a mangers post and recieved a massive workload, i had no handover as the guy just left, i have had no training at all, i conduct diciplinaries and have fired people. weve been taken over and my new boss fails to answer lots of emails, this has hurt the contract and he has suapended me in a bar after i had been drinking for performance of the contrract, i eveidence immediately my reasoning however he removed my blackberry, can he check my emails, there is no policy in place, also he removed my laptop, this has also been checked however they had to bypass my passwords as i didnt give them. can they do me on performance if ive had no notification thats its going wrong, also that ive had no training at all. also can i have access to my emails for my defence as he failed to answer meant me being whipped by the client and them complaining. i am worried i may loose my job, please help - ive had no form of performance reviews etc. let me know at malcolmdunn@talktalk.net

Yes you must have access to your emails for your defence. if the out come of the disipilanry means you are fired, take them to tribunaral for uunfair dismissal. This is the time to start logging everything every call, letter, email etc. the fact that you were suspended in a bar after work is wrong. it should have been done in work in a formal setting with a witnesss for you and the company. When it comes to the trib there will be an evidence meeting where you can request evidence for your defence from the company, they must compile with this. failure to do so will mean contempt of the trib. Mind you whatever evidence they ask you for must be provided that is why it is important to start documenting everything from now on. Also make a list of expences involved and keep the receipts. That cannot do you on your performance if you have had no warning that things have been going wrong as you have not had an oppotunity to address the issues. Be prepared for a little fight. They may appear to take this all the way to the trib but could well settle on the steps as it were.
Good Luck

Clifford Chance: Is a career in law right for you?

[affmage source="amazon" results="5"]employment law training contracts[/affmage]
[affmage source="cj" results="5"]employment law training contracts[/affmage]

A Simple Summary With Regards To » California Employment Law Tools In Addition To Other Studies

Thursday, December 10th, 2009

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

Most Common California Overtime Law Violations – Find Out Now!

Before discussing the California overtime law, it’s important to know who is eligible to receive overtime. There are two types of employees: "exempt" and "non-exempt". Exempt employees are often referred to as salaried employees and non- exempt employees are often referred to as hourly employees. However, an employee may be salaried and still be considered non-exempt and entitled to overtime. Exempt employees are treated exactly as the term sounds; exempt from overtime pay. Non-exempt employees are not exempt from receiving overtime pay. In other words, non-exempt employees are eligible to receive overtime unless the employee is misclassified or the employee is otherwise exempt under a California wage order. For more information on the guidelines for classifying employees as exempt or non-exempt, you should contact the California Department of Labor or a California labor law attorney. Not classifying employees properly is illegal and can be a costly mistake for employers out of compliance.


In general, California overtime law dictates that the non exempt employee is entitled to time and a half pay or 1.5 times their regular wage for each hour the employee works past 8 hours in a day or 40 hours in a week. The California overtime law also states that the non exempt employee is due double time pay or twice the amount of their regular hourly wage for every hour past 12 hours in a day. Where as federal overtime laws only require additional compensation past 40 hours in a week, California overtime laws differ in this regard.


California employers will often choose to follow federal law as opposed to California overtime law, and in doing so they sometime unknowingly cheat their employees from daily overtime that is due to them. But the most common violation of California overtime law is frequently referred to as misclassification. This occurs when the employer misclassifies the employee as exempt from overtime when in fact, their actual job duties are that of a non-exempt employee and are actually entitled to California overtime pay. California labor laws are very specific about what mandates an exempt employee classification.


Other common violations that might require the assistance of California labor law attorneys or the California Department of Labor would be if the employee’s time sheet is altered in anyway and does not truly reflect the time worked, or if unlawful deductions have been made from the employee’s wages. Some common examples of unauthorized wage deductions are unintentional breakage of employer property (glassware, tools, etc) or cash shortages identified at the end of a shift.


Lastly, the employee’s rights are violated if they do not receive the proper rest periods and meal breaks. This means that if the employee is going to work more than 6 hours in a day, the employee is entitled to a half hour uninterrupted meal break within every 5 hour period worked and a 10 minute break within every 4 hours worked. Sending the employee home a half hour early or clocking them in a half hour before they have begun working, to avoid giving the employee a break during the day, is a direct violation of the employee’s rights. If you find yourself in this situation, or in a similar circumstance, it may be prudent to contact a California labor law attorney for a more informed opinion of your potential wage claim.


California overtime laws are in place to protect the California workforce. If an employee has had their rights violated in any of the ways discussed above, the employee may very well be entitled to overtime pay and should seek the assistance of California labor law attorneys or the California Department of Labor. The biggest difference between the California Department of Labor and California labor law attorneys is that a California labor law attorney can go back up to 4 years to recover unpaid overtime. The California Department of Labor typically will only recover wages from the last 3 years of employment. Often employees will worry that legal costs may be an issue when making this type of choice. However, there are a large number of qualified California labor law attorneys that offer their services on a contingency fee basis. Either way is shouldn’t cost you anything to claim what is rightfully yours.

About the Author

Lars Vheltzer is a freelance journalist who comments on California overtime law and using either the California Department of Labor or a California labor law attorney to resolve overtime violations.

Is Capitalism Always Good for Democracy? - Robert Reich

[affmage source="amazon" results="5"]california employment law tools[/affmage]

A Brief World Wide Web Summation Of » Overseas Employment Law Enforcement Together With Other Research

Tuesday, December 8th, 2009

[mage lang="" source="flickr"]overseas employment law enforcement[/mage]

Executive Protection 10 Secrets For Gaining Bodyguard Jobs

Executive Protection 10 Secrets For Gaining Bodyguard Jobs provides inside secrets on how to find well paid executive protection bodyguard jobs.

Globally business security is a huge growth industry, and the sector of providing VIP executive protection for business executives is one of the fastest growing sectors of the security industry.

People are flocking to the executive protection industry searching for lucrative bodyguard jobs.

Professional bodyguards have never been in greater demand as businesses trade more freely overseas in joint venture business partnerships. Sadly this leaves many businesses vulnerable to attack from organised crime gangs and terrorist organisations.

Business executives and company directors are being specifically targeted for kidnap for ransom. Company freight and other valuable assets are being frequently hijacked. Marine transported freight; cargo and crew are under constant attack from modern day pirates.

This increase in attacks against businesses dictates a need for professionally trained bodyguards. Key emphasis on professionally trained.

Unfortunately the interpretation of a professionally trained bodyguard is wide open to interpretation and is often different between all the bodyguard training companies.

In my 20 plus years of close protection bodyguard industry experience the highest majority of bodyguards I've trained joined the close protection industry because they wanted a career change which offered them a sense of excitement but also paid well.

Hence lucrative openings for close protection jobs and the rush to join the executive protection sector providing close protection for business executives.

This is one of the sectors that many new close protection recruits leave their training programme seeking bodyguard jobs in Iraq, or bodyguard jobs in Afghanistan. In reality these close protection jobs are not for the feint hearted or fresh recruits.

Ideally you should begin by searching for a bodyguard job in the UK, or a bodyguard job in some other low to medium risk theatre so that you can learn your trade before seeking bodyguard jobs in any of the high to extremely high risk theatres of operation.

Cutting your teeth on a low risk close protection operation in the UK is often a great foundation to build your body guard jobs search campaign.

VIP Protection 10 Secrets #1

Bodyguard Job Research

Contrary to what many close protection companies may tell you when they attempt to extract your money for training body guard jobs are difficult to come by.

In-depth research into identifying recruitment agents and agencies offering bodyguard jobs in any of the security sectors is essential. The British American Security Expert is a good first port of call.

VIP Protection 10 Secrets #2

Close Protection Basic Training

Before you even begin to think about finding a bodyguard job in any of the security and close protection sectors you need to have completed your close protection basic training.

Complete your due diligence to identify that the company taking your money for training is recognised Internationally. If they are not then you will struggle to find any body guard jobs.

VIP Protection 10 Secrets #3

Close Protection Membership

It is always a huge help when seeking a bodyguard job in any of the close protection sectors to have a close protection membership in an internationally recognised bodyguard association.

Many past students found their first bodyguard job in the security industry by being a member of the LEBAI Law Enforcement & Bodyguard Association International.

VIP Protection 10 Secrets #4

Bodyguard Employment Mentoring

Well paid body guard jobs rarely present to fresh close protection recruits.

If you are serious about long term sustainable bodyguard job in the close protection sector then you need to retain the professional services of a globally recognised British American Security Expert to provide you with close protection mentoring.

VIP Protection 10 Secrets #5

Bodyguard Employment Identify Your Niche

Before you begin to search for close protection jobs, you need to identify your niche or your USP Unique Selling Point.

i.e. What particular skill set do you possess that sets you apart from every other recruit seeking well paid body guard jobs. Identify your niche & USP and better paid body guard jobs will come your way.

VIP Protection 10 Secrets #6

Bodyguard Job Advanced Training

The British American Security Expert recommends if you are looking for a bodyguard job in Iraq or Afghanistan than it's essential to have graduated from advance close protection training that prepares you for high to extremely high risk close protection jobs.

Executive Protection 10 Secrets #7

Bodyguard Job Specialist Training

Many new recruits to the close protection industry view body guard jobs Iraq and Afghanistan as the route to instant riches.

Many enter this close protection jobs sector ill-equipped and ill-prepared. The key to obtaining close protection jobs in any high risk theatre of operation is graduation from close protection specialist training.

VIP Protection 10 Secrets #8

Bodyguard Employment Overseas Networking

Lots of recruits enter the close protection jobs market seeking bodyguard employment overseas. However it is worth noting that overseas bodyguard employment is generally found by registering with one or more of the agency recruitment companies.

VIP Protection 10 Secrets #9

Body Guard Jobs Marketing Yourself

The British American Security Expert has written extensively for the need for new bodyguard recruits to understand the need for marketing yourself.

The highest percentage of bodyguards seeking a bodyguard job in the security industry fail because they never address marketing themselves.

VIP Protection 10 Secrets #10

Body Guard Jobs Promoting Your Business

You may be a highly trained bodyguard seeking close protection jobs in the security industry but you are more than likely one of the 90% plus close protection officers working for themselves.

This means when considering any kind of bodyguard job in the security industry you have to promote your business.

Until you accept that you are first and foremost a business person and second a close protection officer you will struggle to find any close protection jobs.

About the Author

Dr. Mark D. Yates The British American Security Expert provides high risk close protection, counter terrorism & SWAT training & consultancy in 42 countries. He's one of the world's top 5 executive protection specialists hired by government, military special forces, security agencies & corporates for his security expertise. Claim his FREE 52 security tips & visit him at => http://www.closeprotectiongz.com or e-mail him at drmarkdyates@aol.com

A Simple Overview With Regards To Employment Law Offer Letter In Addition To Other Studies

Tuesday, December 8th, 2009

employment law offer letter
About Singapore labour law?

I need to consult you something on the employment issue.

For instance, if I have signed an employment letter on 14 August 2007, stating date of commencement on 1st October, and now I decide to reject the offer, is there any penalty to be incurred?

On the employment letter stated, "During this probationary period, we shall be entitled to terminate this contract by giving you 1 week's notice or 1 week's pay in lieu of notice without assigning any reason whatsoever. You will entitled to terminate your employment upon giving us 1 month's notice in writing."

From the above statement, according to Singapore labour's law, am i liable for penalty?

Please advise, appreciate with lots of thanks.

If a new recruit has signed the letter of employment but subsequently informed the employer that he does not intend to start work with the company and failed to turn up on his first day of work (such as your case), the Employment Act does not apply as the employer-employee relationship has not started.

Hence the employer will not be able to claim notice pay or any compensation under the Employment Act.

However if your employer wishes to claim compensation from you, he can still pursue a civil claim through his own lawyer.

You can check out with MOM for more details.

Final Demand Debt Collection Letter

A Good Brief Summary On The Subject Of » Employment Law Enforcement

Friday, December 4th, 2009

employment law enforcement
Does receiving separation from DEP affect future employment with a law enforcement agency?

I recently requested -and subsequently received- separation from a military branch's DEP (Delayed Enlistment). I have been advised that I can honestly state I have never been in the Armed Services (due to never being on Active duty, nor entitled to any kind of military pay). Although I wanted to serve, circumstances changed between my signing and my ship date.
My question is: If I choose to apply to a police/law enforcement agency at a later date, can I honestly state that I have never been in the military? Will the military keep a record of my DEP separation? I have heard contradicting answers, and am looking for definitive answer from former or current military.
As well, to military servicemen, I envy your position and thank you for your honorable service. Thank you in advance for your answers.

You never served but you did apply and were accepted. That generates a paper trail for yourself and not necessarily a bad one. The fact you were accepted means your character and background are reasonably sound. When filing out the application state you never served if it asks any other questions like have you been dishonorably discharged, you can answer no. Keep the paperwork handy and explain to the person reviewing your file what took place. They will most likely ask for copies and check out your story. If its legit, there should be no problems. If it isn't there will be. BUT if you don't at least mention it and they find out about it, it may seem like you are hiding something and that could be the worst thing of all.

Women In Federal Law Enforcement / Documentary Video

The Reality As It Relates To » Employment Law Texas Dallas And Similar Research

Monday, November 30th, 2009

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

Texas Invests In Its Future: The Young See Hope For Retirement

No wonder so many of us run from discussions on financial matters, ignore our bills, and spend too much money, as if in rebellion. It's scary out there.


Last year, the Employee Benefits Research Institute released the results of a study concluding that the majority of Americans are unprepared for retirement, are not saving enough for it, and have unrealistic expectations about how much they will need to live comfortably in their golden years. Texas is no exception. With its high poverty rate, and even higher rate of those going without health insurance, it's lucky many can get through day-to-day life.


Being one of the millions in debt myself, I can understand this. The rising cost of housing, food

-- even clean drinking water -- can drive anyone with a limited income to distraction. I decided to stop changing the television channel with every new disastrous financial report, and to start researching, when an investment counselor said to me with matter-of-fact conviction, "You know, young adults now just may need a million to retire." After the initial (and expected) incredulous gasp, I decided gulping air wasn't going to do me much good. As usual, knowledge and simple planning gave me hope. Here are a few tips on digging yourself out of the panic.


Checking and Savings Accounts:


The first step in building a sound financial future is practicing money management skills with both checking and savings accounts. Most of us have at least one of them; keeping track of their balances is an entirely different matter.


Free checking accounts are fairly easy to procure. At one point, it was common for financial institutions to charge monthly fees for the privilege of stashing money with them, but the banking industry rakes in so much profit from successfully luring their customers into other investments that it's just not necessary anymore.


The theory is that if one has a free account with a particular financial institution, there's a good chance that person will return to that institution for other investments as his or her income grows -- investments that will make both the customer and the bank happy.


By all means, take advantage of this. Texas abounds with students -- students needing any freebies they can get -- so it shouldn't be difficult to find a bank offering free checking and savings accounts, especially in cities like Dallas, Houston, and Austin. Look for a checking account without a minimum balance requirement, and one that doesn't, of course, charge monthly fees.


Free checking accounts are not usually interest-bearing, so put only enough money in it every month to cover your monthly bills, plus a little padding. Keep track of your balance; the greatest risk with these accounts is the astronomical overdraft fees most of them charge. Once all of your bills are paid at the end of each month, stash extra income in an interest-bearing savings account. The average APY (Annual Percentage Yield) on low-balance savings accounts hovers somewhere just around 0.5%, but at least it's something.


Short to Middle-Term Investments:


Once you feel you've established a healthy pattern of money management -- no overdrafts, a properly balanced ledger, and all bills paid in full -- start looking into other investments. Most of the time, you'll need at least $500.00 to invest in other types of accounts, and, at least initially, look for those with better APYs than your current savings account, but will not inflict penalties for withdrawing funds whenever you need them.


Money Market Accounts:


Money market accounts are great investments at any age, but they're particularly advantageous for beginning investors simply because there are no penalties for withdrawing any amount at any time, no waiting period to continue investing (you can, likewise, deposit money at any time), and the funding is usually only a check away. There are several types of money market accounts, so be sure to investigate the minimum investment required, interest rates, and restrictions on each before making any commitments.


Money markets work by pooling investments from thousands of contributors into an assortment of (usually short-term) funds from municipal bonds, to stocks. The result is a fluctuating interest rate that is almost always at least a few percentage points higher than that of a standard, low-balance savings account. According to USA Today, non-bank money market funds are currently at about 5% APY.


Certificate of Deposit:


Certificates of Deposit, or "CDs" have been around longer than the replacement for the tape cassette. Interest rates are fixed, rather than fluctuating, are usually comparable to money market accounts and can be purchased at a bank or other financial institution, including many sites online, for terms as short as three months. Of course, the longer the term you lock in, the higher the rate you will obtain under most market conditions In other words, whatever interest rate you lock in at the beginning will remain the same throughout the course of the investment. Once you've invested in a CD, however, you cannot continue adding to the same one during the life of that investment, until renewal -- which is one reason you may want to go with a shorter term.


The primary disadvantage of CDs lies in the substantial penalties inflicted if the investor withdraws his or her money before the allotted time. The average APY for a six-month CD is currently 3.59%; for a one-year CD, 3.77%; for a five-year CD, 3.96%, although some banks may offer better deals. CDs are a good idea if their current APYs are higher than contemporary money market accounts, and you don't expect to -- or perhaps don't trust yourself to -- handle the money for a while.


Health Savings Account:


Health Savings Accounts, or HSAs were created by a 2003 Medicare bill, and are, without a doubt, worthy of consideration for many individuals and families. HSAs strive to address the growing problem of underinsured Americans (Texas knows this well, with over 25% of its population going without any insurance) by allowing investors to save for qualified medical expenses and future retirement health expenses, on a tax-free basis.


These accounts are only made available to those with qualifying high-deductible health insurance policies, and are a great choice for many young, middle-class Americans. HSAs provide incentives for saving towards healthcare, and a bit of financial padding in case of disaster. The major disadvantage is that penalties are inflicted if the money is withdrawn for unqualified expenses prior to the age of 65.


Retirement Accounts:


The types of retirement accounts available to Americans are too numerous to mention, and are highly dependent on employers in most cases. Entire sections of libraries and many websites are dedicated to this subject. The first, and most important thing to do, is to check with your employer to see if, or what, retirement plans are offered. Some companies offer employee benefits, including flexible 401(k) plans and matching funds. Look seriously into these options.


However, rather than briefly attempting to delve into the plethora of accounts that may, possibly, be available to you, this article will focus on an account available to all, regardless of employer


-- the Roth IRA account - which has become increasingly popular since becoming law in 1997


Now, IRAs have been around for some time, but traditional IRA accounts require funds going in, and coming out, to be taxed. This means that whatever dividends or proceeds an investor earns over the years will be taxed upon withdrawal. Considering that IRA interest rates are compounded, this could (and is intended to) add up to quite a bit over several decades


Roth IRA accounts, on the other hand, do not tax funds upon withdrawal. Funds invested into the account are considered taxable income going in, but the compounded interest or proceeds can accumulate tax free, until the age of 59 1/2, at which point they can be withdrawn without penalty or taxes. A Traditional IRA, on the other hand, is not taxed going in, but is subject to tax coming out, at whatever rate of income will apply to you at that time -- the assumption being that you will withdraw most of this money during retirement, when you will not have other earned income driving up your tax rate,. This means that whatever your Roth IRA account balance statement is, is the amount you have for retirement, free and clear. No more taxes.


If an investor begins an IRA account in his or her twenties, and contributes a modest amount every month (possibly matched by an employer), principle and compounded interest could conceivably yield a million or more dollars over four decades. The way to think of a Roth IRA, as opposed to a Traditional IRA, is that you are paying taxes on the seeds instead of on the crop.


Now, that's something to think about. Maybe retirement is possible...


See, that wasn't so hard. Respect yourself (and your anxiety levels) enough to seriously investigate financial opportunities. There's a good chance you're missing something you have the funding for -- right now, sitting in a no-, or low-, interest-bearing account. If you have any kind of steady income, financial security should be within your grasp. A comfortable retirement is in your future. Just take a deep breath, open your bills, and start acting like the adult you always dreaded you'd have to be someday.


Taking care of your financial responsibilities can have a positive effect on your anxiety levels, sense of security, and overall health. Being aware of your health, and what you can do to safeguard it, will certainly affect you as you age, and eventually your wallet as well.

About the Author

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

Immigration Attorney Helps Others Realize The American Dream

The Latest Simple Outline Regarding » Employment Law Visa Coupled With Other Research

Monday, November 23rd, 2009

employment law visa

Comparing the United States E1 Treaty Trader and EB5 Investor Visas

 

The fifth preference employment based visa (EB5) was created in 1990 as a way for foreign investors to gain United States permanent residency (and eventual citizenship if desired), through an investment in a new or pre-existing American business that sees the creation of at least 10 new full-time jobs for American workers. The E1 Treaty Trader visa is described by the government's website as being a "nonimmigrant classification (that) allows a national of a treaty country (a country with which the United States maintains a treaty of commerce and navigation) to be admitted to the United States solely to engage in international trade on his or her own behalf."   In this article we will take a closer look at the E1 Treaty Trader and EB5 investor visas to see how the two compare and contrast.

 

E1 Treaty Trader Visa – As per the government's website: The E-1 nonimmigrant classification allows a national of a treaty country (a country with which the United States maintains a treaty of commerce and navigation) to be admitted to the United States solely to engage in international trade on his or her own behalf.  Certain employees of such a person or of a qualifying organization may also be eligible for this classification.

Who May File for Change of Status to E-1 Classification - If the treaty trader is currently in the United States in a lawful nonimmigrant status, he or she may file Form I-129 to request a change of status to E-1 classification.  If the desired employee is currently in the United States in a lawful nonimmigrant status, the qualifying employer may file Form I-129 on the employee's behalf.

How to Obtain E-1 Classification if Outside the United States - A request for E-1 classification may not be made on Form I-129 if the person being filed for is physically outside the United States.  Interested parties should refer to the U.S. Department of State website for further information about applying for an E-1 nonimmigrant visa abroad.  Upon issuance of a visa, the person may then apply to a DHS immigration officer at a U.S. port of entry for admission as an E-1 nonimmigrant.

To qualify for E-1 classification, the treaty trader must:

  • Be a national of a country with which the United States maintains a treaty of commerce and navigation
  • Carry on substantial trade
  • Carry on principal trade between the United States and the treaty country which qualified the treaty trader for E-1 classification.

"Trade" is the existing international exchange of items of trade for consideration between the United States and the treaty country.  Items of trade include but are not limited to:

Goods – Services - International banking – Insurance – Transportation – Tourism - Technology and its transfer - Some news-gathering activities.

"Substantial trade" generally refers to the continuous flow of sizable international trade items, involving numerous transactions over time.  There is no minimum requirement regarding the monetary value or volume of each transaction.  While monetary value of transactions is an important factor in considering substantiality, greater weight is given to more numerous exchanges of greater value.

"Principal trade" between the United States and the treaty country exists when over 50% of the total volume of international trade is between the U.S. and the trader's treaty country.

 

EB5 Visa – In stark contrast to the E1 visa, lays the EB5 investor visa. According to the government's web page, to qualify for the EB5 visa program you must:

 

1)      Invest or be in the process of investing at least $1,000,000.  If your investment is in a designated targeted employment area (A Targeted Employment Area is defined by law as "a rural area or an area that has experienced high unemployment of at least 150 percent of the national average.) then the minimum investment requirement is $500,000.

2)     Benefit the U.S. economy by providing goods or services to U.S. markets.

 

3)     Create full-time employment for at least 10 U.S. workers.  This includes U.S. citizens, Green Card holders (lawful permanent residents) and other individuals lawfully authorized to work in the U.S. (however it does not include you (the immigrant), or your spouse, sons or daughters).

4)     Be involved in the day-to-day management of the new business or directly manage it through formulating business policy – for example as a Limited Partner, corporate officer or board member.

We see in this comparison that despite the E1 Treaty Trader and EB5 immigrant investor visa are very different in nature and offer disparate paths to a green card visa. While the E1 allows a national of a treaty country to come to the United States for the purposes of conducting international trade on their own behalf, the EB5 visa relies on an immigrant's investment to create new full-time jobs for the American workforce.

 

 

 

About the Author

This article was written by Terry Martin. He recommends you visit http://Eb5Central.com for more information on the eb5 investor visa, also known as the immigrant investor visa.

 

F-1 Student Visa and Employment. Legal Permenant Status

About » California Employment Law Information

Wednesday, November 18th, 2009

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

California Labor Law Posters

The labor laws keep getting updated and California labor law posters have to display the correct information to its employees and as a result the State and federal labor law posters have been changing quite often as a lot of legislations have been passes in the area of employment that businesses have had to continually upgrade their labor laws. They have an added responsibility of informing about these changes to their employees who work for them. This is a process that goes on and thus organizations have to keep a track of the changes coming about in the labor laws.

There are many labor laws that affect the employees directly and to name such a few are laws related to wage and hour regulations, family leave, sick leave, discrimination, child labor and occupational health and safety that are the prominent ones today in the workplaces. The California labor law posters display all the information that employees need to know. They are informative and updated. These posters have all the relevant information regarding the numerous state minimum wage laws that were passed across the country before 2007 and to name one of those changes is the federal minimum wage increase In California. In America the minimum wage rates that adjust annually in ten different states and the information has to be given to the employees about it through these labor law posters. The states are Florida, Missouri, Montana, Nevada, Ohio, Oregon, Vermont and Washington, Colorado and Arizona. People think that the posters are changed only during January each year, but it is not so, labor law posters can change anytime as when the new legislations are passed and so it is a misconception that posters are upgraded only at the beginning of the year.

Various states have their own posting requirements, and these are found in the individual labor laws that are displayed in the labor law posters.  Some states require few posters while other states require 10 or more state posters. The California labor law posters and safety posters that are required mostly are related to wage and hour rules, health and safety, family leave law etc.

About the Author

The California labor law posters display all the information that employees need to know. They are informative and updated. These posters have all the relevant information regarding the numerous state minimum wage laws that were passed across the country before 2007 and to name one of those changes is the federal minimum wage increase In California.

Equal Rights 101: Employment (All 4 Videos)

[affmage source="amazon" results="5"]california employment law information[/affmage]
[affmage source="cj" results="5"]california employment law information[/affmage]

With Regards To » California Employment Law

Tuesday, November 17th, 2009

california employment law
California law on employment and GED?

My younger half sister is 18 and working to get her GED. She is one test away from obtaining it but it may take more than a month. Most jobs require that you have a HSD or GED if you are 18 or older. What is the law in California on this? Can she still get a job w/o a GED? She didn't lie on any applications, either.

There is no law (federal or state) concerning HSD or GED. If she does not have one she should not state she has it on a job application or resume. As long as she doesn't lie on those she can apply any where she wants to.

Tamie Kennedy on the 2008 California Employment Law Update

[affmage source="amazon" results="5"]california employment law[/affmage]
[affmage source="cj" results="5"]california employment law[/affmage]

The Reality As It Relates To » Employment Law

Tuesday, November 17th, 2009

employment law
are there any good EMPLOYMENT LAW SCHOOLS in California and Nevada?

I just decided my HR degree sucks!! I want something more challenging so I want to be a Labor/Employment Law Attorney. I first want to know if there are any good schools in California or Nevada..

1.UC Berkeley School of Law
215 Boalt Hall
Berkeley, CA 94720-7200
510-642-1741
2. University of California, Irvine School of Law
4500 Berkeley Place • Irvine,
CA 92697-8000 • 949-824-0066
3. William S.Boyd School of Law,
4505S, Maryland park way,Las Vegas,
NV89154.

Employment Law: Youth in the Workplace

[affmage source="amazon" results="5"]employment law[/affmage]
[affmage source="cj" results="5"]employment law[/affmage]

A Simple Internet Summary Of » Employment Law Help For Employees And Comparable Research

Sunday, November 15th, 2009

employment law help for employees

Employment Law Training Suggests Employers Offer Alternative Jobs Before Redundancies

Several tips and pitfalls for employers regarding offering and moving employees to new jobs as an alternative to making staff redundant. Employment Law Training offers UK businesses the full picture of options when axing staff looms.

Employers facing a round of tough redundancies should consider offering staff alternative jobs instead.

In today’s increasingly competitive marketplace, some employers may well find they face tough decisions, with the harsh reality being that they have no option but to make some of their workers redundant.

This is obviously a difficult situation, but one which more and more companies are faced with as the economy struggles to cope on the verge of a possible recession.

But have you considered all the options – don’t just jump in straight away and take the drastic step of axing staff without exploring every other possible approach.

Could you for instance minimise the impact of your difficult position by finding alternative roles for those staff within your organisation instead? It may take time to work this out and solve the jigsaw puzzle of moving people around between different departments, but it could be well worth the patience and effort.

This approach though may seem to be the perfect solution, and could save you from the dreaded redundancy announcement.

But employers need to make sure they stay on the right side of the Employment Rights Act 1996 when it comes to managing the process.

You don’t want to find that simply by trying to help your employees, you are contravening the rules and getting your company into trouble.

The Employment Appeal Tribunal has also set out new guidelines to explain how you should manage the offer of an alternative job and there are definitely pitfalls you need to avoid.

Employers should offer the person a trial period in the new potential job, usually four weeks is the right kind of timescale as it will give you, and them, the chance to carefully assess whether it’s a suitable move.

Communicate clearly to the employees involved how the trial period for an alternative job will operate, right from the start – don’t leave them in any doubt about where they stand.

Ensure they know that if they want to turn down the new job, they must do it within the four-week period, because if they don’t, and the four-week deadline passes without a formal decision, they could forfeit their right to a statutory redundancy payment.

Make sure too that any proposed alternative employment is actually suitable for the employee involved, and not just a position where you happen to have a vacancy.

Offering your staff a job which you know will be beyond their skills or totally out of their remit could put you at risk of an unfair dismissal claim.

It’s completely understandable that bosses should want to try to help their staff, particularly if they’ve been with your company a long time, but make sure you’re operating within the guidelines, and that an alternative job offer really is appropriate.

You don’t want to make a difficult situation even worse by raising their hopes of avoiding the axe with a possible new job offer, only to find that it’s not right for you or them, and they are faced with being made redundant after all.

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

About the Author

John Mehtam is a specialist Employment Law Solicitor and heads the employment law team at Martin Kaye Solicitors. John runs numerous presentations on this specialist subject and offers Employment Law Training.

Can Employers Force Workers to Retire?

A Limited Net Summary Of » The National Employment Law Institute

Thursday, November 5th, 2009

[mage lang="" source="flickr"]the national employment law institute[/mage]
Protesters storm cordons at National Party conference
Protesters broke through security and police cordons at the SkyCity Grand Hotel, while next-door John Key announced sweeping changes to employment law at
Safar Sonia Ka (Telugu) Part 1

[affmage source="amazon" results="5"]the national employment law institute[/affmage]

Concerning Employment Law Wages Uk And Similar Analyses

Wednesday, November 4th, 2009

[mage lang="" source="flickr"]employment law wages uk[/mage]

Employment Contracts: Workers' Written Statement Rights

AN OUTLINE OF THE TERMS WHICH SHOULD BE INCLUDED IN ALL CONTRACTS of EMPLOYMENT

There exists a contract between each employee and employer which is not necessarily, but is preferred to be, in writing, not necessarily as a single, and often more than one, document readily accessible, containing in a written statement which must be issued to the employee by the employer within a period of not longer than two months from the date of the commencement of the employment, if the employee works more than eight hours per week and has continuously been employed for at least one month, which must contain the major terms of the contract of employment ~of which some are express terms and found also in itemised pay or salary slips and notices and in such other documents as work-rules and relating to any collective agreements affecting and not by the individual employee contracted with objected to -as well as in verbal exchanges such as oral instructions (if only can be proven, in practice), and some are legally bindingly implied terms in common-law and/or by custom and practice and increasingly by statute.

>>>Section 1 of the Employment Rights Act 1996, as amended, treats the written two-month statement as being the most crucial and important source of the express terms of the contract of employment which the Act requires that must include the following:

i... The names of both the employer and the employee;

ii... the date of commencement of the employment;

iii... the remuneration -including the method of payment and at what intervals paid ~and in the case employment outside the UK longer than one month extra pay;

iv... the holiday and sick-leave entitlements;

v... pensions and pension schemes;

vi... notice requirements -or reference to statutory entitlements if not better;

vii… the area of employment -indicating if place of work is more than one;

viii... the job-title and description -which may be brief;

ix... details of the disciplinary and grievance procedures -ACAS's are regarded the minimum.

>>>As to implied terms, there exist in common-law and by statute a number of duties of which some are on the part of the employee, and those binding on, or also on, the employer are...

i… Mutual respect.. in Warner -v- Barbers Stores 1978 refusal to give leave of absence to attend to a domestic crisis was breach of contract, as was to swear at the employee in Palmanor -v- Cedron 1977 but if in that particular trade in common use Futty -v- Brekkers 1975 might excuse it, and to have been heard by another speaking derogatorily of the employee also was a breach in Isle of Wight Tourist Board -v- Coombes 1978...

ii... Remunerating and paying wages so long as the employee is available for work, even if no work is provided -unless collectively or as guarantee payments in cases of short-time work or lay-offs…

iii... Provision of Work.. for.. in Devon -v- Roser & Son 1906 one might be on piece-work or Turner -v- Goldsmith 1891 commission-wise might suffer, at any rate Provincial Financial Group -v- Hayward 1989 is entitled to practise and retain his skill -Clayton -v- Oliver 1930 it may affect his reputation…

iv... Indemnifying.. any expenses employee reasonably incurred the course his job…

v... References.. if chooses to give about the employee to another, with care must do so, Spring -v- Guardian Assurance plc 1994 else he may be liable to the (former) employee for negligence or recklessness for any loss so caused…

vi... Confidentiality.. of the details furnished by the employee must not without his permission without a right in law to do so be broken, for they were not in Dagleish -v- Lothian Border Police Board 1991 in the public domain and an injunction prevented disclosure for identifying non-payers of poll-tax…

vii... Care in safety.. must be not less than reasonable in providing and maintaining a safe place of work as well as tools and equipment and competent colleagues -Walker -v- Northumberland County Council 1944: else may be liable to the employee for any physical injury or psychiatric harm.

viii… By statute implied terms include those below:

a… Paid maternity leave and job protection;

b… time off for union activities or to seek work if under redundancy notice;

c... a safe system of work;

d... guarantee and statutory sick pay;

e... equal opportunities regardless of race, gender, marital status;

f… not to dismiss wrongfully, nor unfairly -including constructively.

An employee has the right to ask an employment tribunal has the obligation to order an employer to issue these and, if the Written Statement is not in issued or not in full or clear, in case of employment termination or any other employment dispute to deem it issued as statutorily required and binding in determining the matter -as well as to hold the employer in breach of the laws relating to contracts of employment.

This is an outline –laws change, always ascertain current law.

About the Author

The author's favourite site is Teacher of Teachers

Statement Re' PRS for Music (UK) by 12semitones Music

A Short Synopsis With Regards To » Employment Law Scholarships Together With Similar Research

Wednesday, November 4th, 2009

[mage lang="" source="flickr"]employment law scholarships[/mage]
Which should I choose? 3rd-tier Law schl with 20,000/yr scholarship, or Top-60 Law Schl with no scholarship?

I have been admitted to a fairly new Law School which does not rank even among the top 100 in the country, but they have offered me a scholarship of 20,000 every year for the 3-yr period. I have also been offered admission ot a school that is among the top 60 law schools, but with no scholarshoip. Should I go to the more recognized school and hope to pay off my loans by getting a good job wherever I can? or should I go to the less recognized school and give up the opportunty to be able to get employment anywhere I want in the USA?
Please help.

Agreed, the name of a law school really matters. The $20,000 per year may help you now, but it may be very hard to find a job, coming out of a law school that is relatively unknown among employers.

But before making the decision, there is something else you have to consider: are both schools located where you eventually want to practice law? Both schools will be regional schools, and it is hard to find a job in another region straight out of law school. If the third-tier school is located in a city where you want to work after graduation, while the T60 school is not, that would be a reason to consider the third-tier school.

2003 New Pioneers Awards

The Truth Of The Matter As It Relates To » Employment Law Openings Along With Similar Research

Sunday, November 1st, 2009

employment law openings

Importance Of Employment Contracts - Know Their Value

Anyone who works for an employer for a regular wage or salary automatically has a contract of employment, regardless of whether it is written or not. The majority of employees work under open-ended contracts of employment. In other words, the contract continues until such time as the employer or employee ends it.


Many other employees however, work under fixed-term or specified-purpose contracts which are contracts which end on a specified date or when a specific task is completed.

The contract of employment will include some or all of the following elements (regardless of whether the employer and employee have specified them or not):


The terms that the courts say are in every contract of employment. Examples include the duty of every employer to provide a safe workplace and the duty of every employee to carry out the job to the best of his/her ability. This part of the contract is occasionally referred to as "common law".


Terms that must be part of the contract as a result of laws passed. Examples include the right to take maternity leave. Such terms are part of the contract of employment even if the employer and employee do not specifically include them and replace any agreement between the employer and employee not to apply the particular law. So, the statutory right to take maternity leave overrides any agreement between the employer and employee that the employee will not take maternity leave.


Terms and conditions states must be in every contract, for example, the right of an employee to join a trade union.

Collective agreements


Joint Labor Committee Regulations


In addition, custom and practice in a particular workplace may form part of a contract. An example would be a particular level of overtime pay for employees.


In the case of these items instead of giving each employee the details in writing, the employer may refer an employee to other documents, for example, a pension scheme booklet or a collective agreement, provided that the employee has easy access to such documents.


The statement of terms must indicate the reference period being used by the employer for the purposes of the calculation of the employee's entitlements under the Minimum Wage Act, 2000. (Under that Act the employer may calculate the employee's minimum wage entitlement over a reference period that is no less than one week and no greater than one month).


The statement of terms must also inform the employee that he/she has the right to ask the employer for a written statement of his/her average hourly rate of pay for any reference period (except the current reference period) in the 12 months prior to the date of the employee's request.


Note. Specific provisions in contract of employment

In recent times, some employers are adding in specific provisions in contract of employment that limit the ability of employees to work in a certain sector, with certain suppliers, clients, for a period following termination of employment. (For example, it may specifically state that the employee cannot work in a certain sector, with or for suppliers or clients of the former employer, etc.). There is nothing in employment law in that strictly forbids this, but there is no provision in employment law that allows this either.


Essentially, this is an issue of contract law - that is, the contract of employment signed and agreed between the employer and employee. If you have any concerns about this issue, you are strongly advised to seek legal advice from a competent legal professional in advance of signing this contract of employment. However, even if the contract of employment is signed, you are always free to seek such legal advice. Attorney fees can vary widely so shop around and obtain some quotes for legal advice before you proceed.


Note. Probationary period

The contract can include a probationary period and can allow for this period to be extended. The Unfair Dismissals Acts will not apply to the dismissal of an employee during a period at the beginning of employment when he/she is on probation or undergoing training provided that:


* the contract of employment is in writing

* the duration of probation or training is one year or less and is specified in the contract.


The above exclusion from the Acts will not apply if the dismissal results from trade union membership or activity, pregnancy related matters, or entitlements under the maternity protection, parental leave, adoptive leave and career's leave legislation.


Changes to your contract of employment.


Changes to your contract of employment can occur due to a change in the law, but otherwise, changes must be agreed between your employer and yourself. The requirement for both the employer's and the employee's consent to changes in the terms of the contract is part of contract law.


From the above information you will see that the contract of employment is a very important document to have. Whenever you get hired, ensure that your new employer offers you this kind of security. Be cautious of employers who don't give contract of employment.

About the Author

Abhishek is a Career Counselor and he has got some great Career Planning Secrets up his sleeves! Download his FREE 71 Pages Ebook, "Career Planning Made Easy!" from his website http://www.Career-Guru.com/769/index.htm . Only limited Free Copies available.

Employment Lawyers Jobs

A Revealing Dialogue And Conclusion Related To » Employment Law Smith Together With Similar Research

Wednesday, October 28th, 2009

employment law smith
Our Supreme Court and 1st Amendment - What's wrong with this picture?

In Florida, for example, animal sacrifice is legal to the extent that it applies as a religious observance for practitioners of Santeria (Church of Lukumi Babalu Aye v. City of Hialeah 508 U.S. 520 (1993)) but the possession of the medicinal cactus Peyote by a Native American person (as well as everyone else) is illegal and punishable by up to 15 years in prison according to state law and supported by the Supreme Court Decision Employment Division v. Smith, 494 U.S. 872 (1990)

So punish the peaceful natives and promote animal sacrifice instead, eh?
Flash - You may want to take a 2nd look at the 1st Amendment...
It doesn't just cover "free speech" you know...

THAT is why the handful of tribes that use peyote only do so ON the rez. In their 'special' places. Not all Tribes use peyote.
and they absolutely will NOT share this with a non tribal member.

The problem with that 'native american church" is
1. It's "Pan Indian"
2. Pseudo Religion "sage AND jesus"
3. lets NON indians into ceremony
4. Conducted OFF the rez.
5. Not Sponsored by ANY federally recognized tribe.

Will Smith On Work Ethic & Focus

A Brief Summation About » Employment Law Flexible Hours Together With Similar Research

Tuesday, October 27th, 2009

[mage lang="" source="flickr"]employment law flexible hours[/mage]
Community Calendar
The deadline for calendar items is two weeks prior to the desired publication date. Send information on clubs, lectures, community events, religious events, reunions, support groups and singles to: Community Calendar, Evanston Review, 3701 W. Lake Ave., Glenview IL 60026; fax to (847) 486-7451 or e-mail to evanston@pioneerlocal.com.
Flexible Work Arrangements and Low-Wage Work

A Short Overview With Regards To » Online Employment Law Degrees

Tuesday, October 20th, 2009

online employment law degrees

Earning An Associate Degree Online In Law Opens Up A World Of Opportunities

Are you interested in working in law enforcement, a law office, or even getting into the private security field? If you are, you may want to start by getting an associate degree online in one of the many legal specialty fields. Many individuals are astonished at just how many different kinds of associate degrees you can earn in law and related fields.


One reason for this is that the United States has more people incarcerated than just about any other country on the planet. What that translates to is a wealth of opportunities in fields like criminal justice, where you could get a job in administration, corrections, cybercrime, law enforcement, private security, or even an associate's degree in probation and parole. Jobs like these are stepping-stones to getting an important job with a firm specializing in criminal defense, perhaps a job with the FBI or even the Justice Department. All you need to do to secure a good job with excellent pay and benefits is to take that first step: earning a degree in the appropriate field. Many people take that first step online, completing their studies through an online college or university.


The great advantage to earning your associate degree online is that you can do it at your convenience, at your own pace, and working from your own home, the public library, or anywhere that you can get access to the Internet. If you have a laptop with a wireless card, you can get started at your neighborhood coffee shop or at the local shopping mall, if it has Wi-Fi access. You don't have to be stuck at home if you don't want to be. With the growing prevalence of Wi-Fi access all across the country, you can access the Internet from almost anywhere. Many students would rather work from home, but at least there is the option to studying at a coffee shop or some other restaurant with Wi-Fi, having access to better coffee and not having to clean up after yourself when you leave are perks in their own right. But really, the main point is that it's never been easier to attend college, whether you intend to go into a legally related field or enter some other profession.


However, with unemployment up, and many businesses cutting back on hiring, some type of legal job is one of the best opportunities currently available. Some fields may be shrinking, but metropolitan police forces, sheriff's offices and other branches of law enforcement seem like they're always hiring. Right now private security is a growth industry. Once you're established in private security, there's almost no limit to what you can do. Working in private security can make it much easier to get a job with a police force, or you can continue to work in private security, rising through the ranks until you can establish yourself in a management or executive position. And it all starts with earning your associate degree online. Even if you have a full-time job, a family at home and other responsibilities, anyone with ambition to achieve this goal can do so and receive their diploma.


If the idea of working in the exciting, challenging world of law and law enforcement sounds like what you want to ensure your future employment, then start researching online schools now, checking out the colleges and universities where you can earn an associate degree online. There are so many legally related jobs out there that once you begin exploring these opportunities, you'll probably have a hard time making your choice.

About the Author

AssociateDegreeOnline.com offers the most informative and up to date information for people searching for an associate degree online.

The Versatility of a Law Degree

The Reality As It Pertains To Employment Law Uk Employers As Well As Other Studies

Monday, October 19th, 2009

[mage lang="" source="flickr"]employment law uk employers[/mage]

Employment Law Magazine, Personnel Safety Matters, Employers Legislation Information, UK

The Bottom Line Online is a quarterly employment law magazine, covering employer legislation information and personnel safety matters, published by Peninsula and distributed exclusively to its client base. The first edition was written and created in 1996 and over the years this publication has informed, entertained and educated Peninsula's clients.

The subjects covered in the employment law magazine include news, views and in-depth articles of how companies (particular SMEs) deal with and manage staff within the ever changing legal environment plus all the latest government legislation changes on employer legislation information, employment law, health and safety matters as well as general personnel safety matters and other issues.
It is written entirely by people who work within the employment law and health and safety profession, and is a vital reference point for managers and company owners who deal with HR and/or Health and Safety on a day to day basis.
This online version of the employment law magazine can be used as a reference point for all company owners, directors and senior managers who need to know the essential rules of employing and managing staff, keeping up to date with employer legislation information and personnel safety matters. As well as scrolling through the pages of the current edition, you will be able to check the back issues through our search facility.
To get started and view these latest articles register for free and gain access to the benefits.

The Bottom Line is only part of the portfolio of our services. To both their valued existing clients and any new welcome visitor to their site, it should be emphasised how BusinessWise online management service and the 24 Hour Advice Service can help ensure you are up to date with the complexities of the ever-changing employment law and health & safety legislation.

Employment Law Magazine | Personnel Safety Matters | Employer Legislation Information | UK

About the Author

1 of 3, Russell Brimelow

A Brief Internet Summary Of Employment Law Projects Coupled With Other Research

Sunday, October 18th, 2009

employment law projects

Law Firms - Providing Support Services Across The World

The Intercontinental Group of Accountants and Lawyers (IGAL) serves as a confluence of ideas and promotes business opportunities among its members who provide the necessary support services to their clients.

An International Network of Law Firms is a business entity formed by one or more lawyers to engage in the practice of law. The primary service provided by a law firm is to advise clients about their legal rights and responsibilities, and to represent their clients in civil or criminal cases, business transactions and other matters, in which legal assistance is needed.

In today's fast growing economy where the competition is really high, whether it is national or international every organization faces a great amount of challenges when working with clients. This challenge goes on increasing on international standards. To cope up with these challenges, IGAL provides consultations to clients to set up new business standards.

The member of International group of lawyers helps their clients in overcoming any obstacles in doing business in foreign environment, where a great emphasis has to be made in communication, quality and collaboration.

This international network of law firms provides consultations in the field of-

1. Company law,

2. Finance law,

3. IP-law, competition law,

4. Employment law, litigation,

5. Mergers and acquisitions and tax law and many more diverse areas

6. Legal assistance in project financing.

7. Advice on labor law, employment contracts, remuneration and severance packages

One of the biggest advantages of IGAL is that its law firms have highly qualified professionals and support staff, fluent in several languages – English, the common language of the network.

The members of Law firms take time to understand the business problem of the client, and then, identify various potential opportunities and obstacles. After thorough evaluation; they finally work with the client to create solutions in a timely and highly effective manner.

The network of law firms has an expansion all over the world. Some of its members are from the countries like-USA, India, Brazil, Switzerland, Chile, Singapore and many more.

IGAL as in "International Network of law firms" was formed in October 2005 and since then it has been giving an exceptional services to its clients through its member firms located in diverse countries.

About the Author

For more information about International network of law firms, International group of accounting firms and International group of lawyers visit http://www.igal-network.com/

Employment Law Project with bloopers 0001

About » Employment Law Bibliography In Addition To Similar Research

Friday, October 16th, 2009

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

Ethics of Legal Profession

Synopsis:

Ethics of Legal Profession

Introduction

The profession of law is honourable, and its members are expected to act in an honest and upright manner, and any deviation from these elementary principles is liable to e dealt with severely.

An advocate practising law is under a triple obligation­­­­­­:

An obligation to his clients to be faithful to them till the last, an obligation to the profession not to besmirch its name by anything done by him, and an obligation to the court to be and to remain a dependable part of the machinery through which justice is administered. It is beyond the scope of treatise on legal ethics to describe the aims and uses of examinations of witnesses or to state the rules as to how evidence shall be recorded. In examining witnesses the advocate should not forget that he is not merely the counsel of client but also an officer of the Court to further the ends of justice. Similarly, the advocate should maintain towards his opponent utmost cordiality. Clients and not counsels are litigants. The ill-feelings between clients should not be allowed to influence the conduct of their counsel. Says Daniel Webster: “lawyers on opposite sides of a case are like the two parts of shears, they cut what comes between them, but not each other”

In the same way, Law being a fraternity, the profession is entitled to loyal support of its members in the maintenance of this tradition. There are certain duties of advocates towards his profession also; like, professional courtesy, co-operation, equal consideration to all members of the profession, encourage junior brethren, should stand up for its dignity and privileges whenever there is occasion for it, he should expose corrupt or dishonest conduct in the profession. Similarly advocates should also owe certain duties towards his colleagues which is analysed in subsequent pages.

In the words of Chief Justice Marshall has observed;

“the fundamental aim of Legal Ethics is to maintain the honour and dignity of the Law Profession, to secure a spirit of friendly co-operation between the Bench and the Bar in the promotion of highest standards of justice, to establish honourable and fair dealings of the counsel with his client opponent and witnesses ; to establish a spirit of brotherhood in the Bar itself ; and to secure that lawyers discharge their responsibilities to the community generally.”

Legal profession is not a business but a profession. It has been created by the state for the public good. Consequently, the essence of the profession lies in the three things-

  1. Organisation of its members for the performance of their function ;
  2. Maintenance of certain standards, intellectual and ethical for the dignity of the profession;
  3. Subordination of pecuniary gains to efficient services.

The codification of the canons of the professional ethics may give impression that the code is exhaustive while in reality it cannot be exhaustive. It has been rightly stated by P.Ramanatha Aiyer and N.S. Ranganatha Aiyer that it is not possible to formulate a code of legal ethics which will provide the lawyer with a specific rule to be followed in all the varied relations of his professional life.

Therefore, my project extensively deal with certain accepted canons of legal ethics which should be followed by lawyers in their ordinary discourse.

Meaning , nature  and  need  of  Professional  Ethics:

Professional ethics may be defined as a code of conduct written or unwritten for regulating the behaviour of a practising lawyer towards himself, his client, his adversary in law and towards the court. Thus, ethics of legal profession means the body of rules and practise which determine the professional conduct of the members of a bar. When a person becomes an advocate his relation with men in general is governed by the general rules of law but his conduct as advocate is governed by the special rules of professional ethics of the Bar. The main object of the ethics of the legal profession is to maintain the dignity of the legal profession and the friendly relation between the Bench and the Bar.

The American Bar Association Committee has well explained the need of the code of legal ethics. It is observed that the legal profession is necessarily the keystone of the arch of Government. If it is weakened by allowing it to be increasing for subject to the corroding and demoralising influence of those who are controlled by craft, greed or gain or other unworthy motive, sooner or later the arch must fall. The future of the country, thus, depends upon the maintenance of the shrine of the justice pure and unrolled by the advocates and it cannot be so maintained, unless the conduct and motives of the members of the legal profession are what they object to be. It, therefore, becomes the plain and simple duty of the lawyers to use their influence in every legitimate way to help and make the Bar what is ought to be. A code of ethics is one method of furtherance of this end. The committee has further observed that members of Bar, like Judges, are officers of the court and like judges they should hold office only during good behaviour and it should be defined and measured by such ethical standards, however high, as necessary to keep the administration of justice, pure and unsullied. Such standard may be crystallized into a written code of professional ethics and lawyer failing to conform thereto, should not be permitted to practise or retaining membership in particular organisation.

Stating the need for the code of conduct of lawyers Justice Sundaram Aiyer has said:-

Rules are necessary even for the best self interest is a misleading factor when you have to decide on the spur of the moment what is to be done in the circumstances. The fact that these are definite rules and that much discretion is given to the individual would itself be an additional source of temptation. Never adopt the standard of business profession. But after all whatever light we may seek to get from rules of conduct which has been prescribed in England or other countries, a great deal will have to be left to individual conscience. Nothing but a determination to err always on the safe side in cases of doubts will enable you to do your duty consciously. In this country it must be confessed that very often petitioners are guilty of questionable conduct owing to ignorance. They do not really know what is proper to be done in any particular case and as there are no rules to guide there, no settled tradition to serve as an aspiration, each one is a law unto himself. He has further observed that it is not desirable that the lawyer guidance should be altogether under the judicial control. It would be impossible for judges to control the bar satisfactorily. To strict a discipline on the part of courts is likely to unfair the independence and self-reliance on the members of the Bar. It is all the more necessary, therefore, that there should be disciplinary bodies and that the profession should itself try and frame rules for its guidance.

Sir Sivaswamy has rightly observed that it is of course true that men are not necessarily made moral by courses of lectures on ethics but it must be remembered that lapses from the traditional standard are often due to ignorance and that the diffusion of knowledge of rules applicable to the professions must contribute to the maintenance of a high standard of integrity. The observation of the canons of legal profession will, no doubt, raise the profession in the publication estimation.

Even prior to the Advocates Act of 1961, the provision for punishment for misconduct is found. Section 10 of the Indian Bar Councils Act, 1926 contained provision for the punishment of misconduct. Besides this, Legal Practitioners Act, 1879also contained provisions for punishment of advocates for misconduct. Like section 13, which says:

“Suspension and dismissal of pleaders and mukhtars guilty of unprofessional conduct”

Section 14 . “Procedure when charge of unprofessional conduct is brought in subordinate court or revenue office”

Section 15.  “Power to call for record in case of acquittal under section 14”

Professional Ethics

Section 49(1)(c) of The Advocates Act of 1961,empowers the Bar council of India to make rules so as to prescribe the standards of professional conduct and etiquette to be observed by the advocates. It has been made clear that such rules shall have effect only when they are approved by the Chief Justice of India. It has also been made clear that any rules made in relation to the standard of professional conduct and etiquette to be observed by the advocates and in force before the commencement of the Advocates (Amendment) Act, 1973, shall continue in force, until altered or repealed or amended in accordance with the provision of the Act.[1]

Rules of conduct

The Bar Council of India has framed standard of conduct and etiquette of the Bar. They are called rules, and have been made is exercise of its rule making power under secs. 49(1)(c) of 1961. These are statutory rules, binding and enforceable. These rules have been printed in full in the Appendix 2 and may be seen, and read there.

The following rules, however, sum up the standard of conduct of the Bar and  are in no way inconsistent with the Rules of conduct referred to above. In so far as they are covered by the Rules of the Bar Council, they are statutory; the rest are traditional, and have their sanction is hoary past.

  1. In no circumstances may a lawyer be a party to a breach of the law.
  2. A lawyer may advise a client how to avoid a legal burden or restriction but is not bound to lend his services to an attempt to evade the policy of the law.
  3. No lawyer owes a duty to the court to assist it in the administration of justice, and with respect to certain matters this duty overrides his duty to his clients. Accordingly---
  • He must not be a party to the fabrication of false evidence. If he knows that his client has given false oral evidence, he should withdraw from the case if the client refuses to correct it. If the client insists on a false affidavits being filed, he should refuse to continue to act for him.
  • He should take care not to say anything to a client of whose honesty he is not sure, that may show the client how to improve his case by false evidence.
  • He must not present to the court on behalf of his client a dishonest claim or defence; but a defence that does not more than put the plaintiff to proof is proper.
  • Where the laws lays on a litigant a duty to disclose facts, it is the duty of the legal advisor to see that true disclosure is made, and if the client refuses to retire from the case.
  • He must not abuse the process of the court in order to injure the opponent or to benefit himself.
  • When appearing as an advocate, he must disclose to the court any relevant legislation or cases of which he is aware.

4. A solicitor must deal honestly and carefully, and in accordance with instructions, with money or other property held on behalf of his client. He must keep proper books and a separate account for the moneys of his client.

5.  A solicitor must not allow his business to be conducted by unqualified persons.

6. An Advocate is bound, except in special cases, to accept any bribe offered to him, provided it is to appear in court in which he profess to practise and a suitable fee is offered.

7. When the client can pay, a lawyer should not charge less than the fees allowable on taxation. But where the client is poor, there is no objection of charging a low fee or no fee at all.

8. A lawyer must not vary his fees according to the success or failure of the cause. However, in a case of poor client with a bonafide case, a solicitor may proceed on the basis that his costs will be met in the event of success, out of what is recovered. In the case of barristers this relaxation of the rule is not recognised.

9. A lawyer must not solicit business, (except to a strictly limited extent in the case of solicitors) advertise himself either directly or indirectly.

10. A lawyer must devote himself entirely to his client’s interest. He must disclose any personal interest inconsistent with the client’s interest, and he cannot represent two or more clients whose interest conflict.

11. A lawyer must not, except with the clients consent, at any time disclose confidential information or use it otherwise than on behalf of the client.

12. A lawyer must make every legitimate effort to win his client’s case, and must not exercise a private judgment as to the soundness of any reasonable arguments or the propriety of any client or defence allowed by the law.

13. A lawyer should not allow a client to entertain false hopes of success in litigation, and where success is doubtful, should make the position clear to him.

14. In the conduct of a case it is lawyer’s duty to do for his client all that the client may legitimately do for himself. More, particularly, in criminal cases, he may defend a prisoner whom he knows to be guilty provided he does not make a false case or attempt to place the guilt on another person.

15. A lawyer must not express to the Tribunal his personal opinion in the matter arising in the case.

16. A lawyer owes a duty to the opponent not to use unfair methods against him. More especially, he must not deliberately convey to the jury information not admissible in evidence, nor makes needless attacks on the reputation of the opponent or his witnesses, or otherwise harass them unduly.

17. A lawyer may make concessions to the convenience of the opponent and his legal advisors, and he is not bound to take advantage of errors that can be cured, where the only ultimate result is delay or increased costs to the opponent. But he may not overlook, without the clients consent, an error that is fatal to the opponent or even one that will assist his own client’s case.

18. In contentious business a barrister may not accept instructions from any person but a solicitor.

19. As a general rule, witness should not be interviewed in one another’s presence.

20. A barrister fees should be marked on the brief, either by the solicitor or by himself before the commencement of the hearing. It is improper to alter the fees marked on the brief after the case is finished.

21. A solicitor is bound to pay a barrister’s fees whether or not he has received his money from the client.

22. An advocate should not agree to refund part of his fees in case they are not allowed on full on taxation, nor should he give a receipt for fees not actually paid nor accept a post dates cheque.[2]

Advocate and Court: Duty towards Court

1. Advocate is an officer of justice and friend of the Court:

The cardinal principle which determines the privileges and responsibilities of advocate in relation to the court is that he is an officer to justice and friend of the court. This is the primary position. A conduct therefore which is unworthy of him as an officer of justice cannot be justified by stating that he did it as the agent of his client. His status as an officer of justice does not mean he is subordinate to the judge. It only means that he is an integral part of the machinery for the administration of justice.[3]

It is difficult to lay down any hard and fast rule as to what expressions a lawyer can use, with impunity, while addressing a court and what should ordinarily be tolerated by the court. Where an advocate receive an application or petition for correction or for removing objections, it is the duty of the advocate to return it and he has no authority to retain it. It is misconduct on his part if he retains it as held in;

Punjab National Bank v. FM Gold Head Ltd.  AIR 1993 HP 79

It is true that lawyer should always conduct himself properly in court of law, and exert his best at all times to maintain dignity of the court, but court has also a reciprocal duty to perform and should not only be discourteous to the lawyer but should also try to maintain his respect in the eyes of his clients and the general public with whom he has to deal in professional capacity.[4]

By accepting the brief of his client, the advocate does not cease to be an officer of justice. If that were so, the high and honourable office of counsel would be degraded to that of mercenary. It is the function of advocate not merely to speak for the client, whom he represents but also to act officer of justice and friend of the court. As friend or amicus curiae he has a privilege to offer suggestion to the court, with its consent, as aids to justice in a controversy that he does not appear for either side.

A famous case on the point is the trial of Algernon Sidney, for high treason in 1683. By the law of England, as it then stood, a man accused of high Treason could not have the aid of counsel. There was a technical defect in the indictment. A barrister rose, as an amicus curiae, and brought it to the attention of the court. Chief Justice Jeffreys remarked at this, “We thank you for your friendship”. The Court itself sometime appoints an advocate as amicus curiae if there is a question of law to be considered and his court thinks it advisable that someone should help it in arriving at a just decision.

2.  Co-operation between the bench and the Bar is a necessity:

The first duty which advocates and judges owe to each other is of co-operation. Co-operation between the bench and the Bar is not a mere conventional statement. It is a fundamental necessity. Without it, there can be no orderly administration of justice. Says Sir Cecil Walsh in his book called

The Advocate:

“Nothing is more calculated to promote the smooth and satisfactorily administration of justice than complete confidence and sympathy between Bench and the Bar”.[5]

An intelligent knowledge of their respective positions should make both advocates and judges realise that though their functions may be different, their aims are identical. Both are equipments of the same machinery designs for administration of justice. Both are equally necessary in a free country.

3. What the counsel owes to the court:

i. The first duty which the counsel owes to the court is to maintain its honour and dignity—this is the cardinal principle determining the advocate relation in court. One of Hoffman’s Resolutions for Guidance of lawyers was this :

“To all judges when in court I will ever be respectful; they are the Law’s Vicegerents, and whatever may be their character and department, the individual should be lost in the majesty of the office”.

“Should judges, while on the Bench, forget that as an officer of this Court, I have rights and treat me even with disrespect, I shall value myself too highly to deal with them in like manner. A firm and temperate remonstrate is all that I will ever allow myself”.

“To the various officers of the court, I will studiously respectful, and specially regardful of their rights and privileges.”

The advocate owes courtesy and respect to the court for the following reasons:

a)     Because he is the like judge himself, an officer of the court and an integral part of the judicial machine. The legal position consists of the Bar as well as Bench, and both have common aims and ideals.

b)    In theory, it is the King or Sovereign who presides in the court of justice, and judge is merely the mouthpiece and representative of the Sovereign. Respect shown to the court is, therefore, respect shown to the sovereign whose representative the judge is.

c)     Because not only litigants and witnesses but the general public will get their inspiration in this respect from the examples of advocates. It is necessary for the administration of justice that judges should have esteem of the people.

d)    Because it is good manners, and advocates before anything else are “gentleman of the Bar.”

e)     Even from the purely practical standpoint, there is nothing to be gained but there is much too loose by antagonising the Court. Conflict with the judge renders the trial disagreeable to all and generally an injurious effect on the interests of clients.

f)      Because the usual practise in modern times is to appoint judges from among the members of the Bars, and even where this rule is not strictly observed the bench is fairly representative of the Bar.

g)     Because it is necessary for dignified and honourable administration of justice that the court should be regarded with respect by the suitors and people.

(I) The advocate should not display temper in court. He will not indulge in any kind of insinuation in the court against the judge. He should convince the judge by argument and reason and not by appeal to his sentiments. While the case is going on, the advocate cannot leave the court without the court’s permission, and without putting another man in charge. While in court any expression of approbation and disapprobation of an order of the judge, e.g., that it is unjust or that it should be accepted with gratitude is against the etiquette of the profession. An advocate may, for the personal reasons, refuse to practise in a particular court or before any particular judge but if he joins the movement of boycott of courts it is disrespect to the courts. Such a conduct on the part of officer of court is reprehensible.[6] It is his duty to co-operate with the court in the administration of justice. The advocate should not criticize judicial conduct while the case is pending. After, however, the case is decided, a fair comment will be justified. The Advocate should submit to the ruling of the judge whether he considers it right or wrong. He must not lose temper at an unfavourable ruling. In the words of Lord Bacon:

Into the handling of the cause anew after a judge has declared his sentence.”

It is disrespectful to read newspaper in court, or to engage in private conversation in court, or not to wear proper dress, or to laugh at the argument of the opposite party.

Respect for dignity of the court has behind it not merely moral support but also the sanction of law. The court is empowered to punish conduct which undermines its authority or impairs its dignity. Such conduct amounts to “contempt of Court”.

(ii) The advocate must not do anything which lowers public confidence in the administration of justice:

For instance, he must not make unfounded allegations of corruption and partially against the judicial officers. He must not allege in a transfer application scandalous charges against the judge which cannot be proved. Lord Heward L.C.J. said:

“It is important that justice should be done, it is hardly less important that it should manifestly appear to be done.”

(iii) It is the duty of the bar to support judges in their independence because in the integrity of judges lies the greatest safeguard of a nation’s law and liberties. Judicial independence is the only protection against tyranny and whims of the executive.

(iv) The advocate must not do anything which is calculated to obstruct, divert or corrupt the stream of justice, for instance, he must not advise disobedience to the courts order and decrees.

(v).  Another duty which the advocate owes to the court is that of fidelity, he must be honest in his representation of the case. He must not deceive the court. Sir John E. Singleton says;

The whole foundation and structure of the administration of justice in this country depends on the confidence of the bench and the bar...it is the duty of the counsel to draw the attention of the court to any case which is contrary to his contention if he knows of that case. And it is scarcely necessary to point out that the duty of the counsel in this regard is in complete accord in the interest of his client and with his own interest.”

(vi). The counsel is under an obligation to present everything to the judge openly and in the court, and nothing privately. He must not attempt to influence private influence upon the judge: seek opportunities for the purpose; or take opportunities of social gatherings to make ex parte statements or to endeavour to impress his views upon him.

(vii). The advocate must not place himself in a position which he cannot effectively discharge his obligations to the Court as minister of justice. He should not have any personal interest in the litigation he is conducting. It will be misconduct on his part to stipulate with his client to share in the results of litigation.

In, Manjeri S.K. Ayyar V. Secy. Urban Bank Ltd, Calicut; 56 mad 1970:AIR 1933 Mad 682

Merely because a legal practitioner is a member of a corporate society is not sufficient to prevent him from accepting instructions from the society of which he is a member. But it is improper for a legal practitioner who is a director to appear for remuneration for the society in its legal business.

(viii) Relations of advocates and judges outside the court:

Advocates and judges are members of same fraternity. They are both officers of state engaged and united in the common ideal of promoting legal justice. Judges are generally selected from lawyer’s rank and, have therefore the same lineage.

(ix) Lawyers are not subordinate officers of the Court:

In, Mahant Hakumat Rai V. Emperor; AIR 1943 lah 14: ILR 1943 Lah 791

To call such a responsible person a subordinate officer of the Court and thus degrade him to the level of the other ministerial officers working in the court is an entirely erroneous conception of the position he acquires.

(x). Advocate’s Duties toward court:

It is difficult to lay down any hard and fast rule as to what expression a lawyer can use with impunity while addressing the court and what should ordinarily be tolerated by it. As remarked in Oswald on Contempt Of Court, Ed. 3 at page 54:

An over subservient Bar would be one of the greatest misfortunes that could happen to the administration of justice”.

(xi). General Duties of Advocates: Absence of appearance in murder cases

In the matter of F.K. Byrne, Bar at Law, Lahore. AIR 1928 Lah 448

It has been authoritatively laid that where a counsel at having received his fees from his client for arguing a murder appeal, hands over the case to another counsel at the eleventh hour giving only the small portion of his fees, on the ground that he was engaged elsewhere, is guilty of grave impropriety in the discharge of his duties.

Adjournments:

A pleader who asks for adjournments on different occasions to move the High Court for the transfer of a case and takes no steps at all, on these occasions in either himself or by means of his clients to move the High Court and it appears that the adjournments were asked for merely to delay the course of justice with deliberate intention renders himself liable to be punished for grossly improper conduct in the discharge of his professional duty.

Advice from Court:

It is not proper on the part of the counsel to take advice from the court as to the kind or amount of evidence which is required to be adduced in support of his client’s case.[7]

Drunkenness:

It is highly objectionable on the part of advocate to attend the court in such a drunken state as to enable to conduct the case properly and keep the decorum of the court.[8] In the above cited case a pleader for an accused appear in the court of a magistrate in a drunken state and was unable to conduct the case of his client, as he ought to have done.

Attempt to influence judge:

Where a pleader tried to influence judge before whom he was arguing the case, through a relation of the latter, it was held that the pleaders act was highly reprehensible and it was in the interest of the legal profession that serious notice should be taken of such an act.[9]

Conduct in bail matters:

A legal practitioner standing surety to a man arrested under section 420 of the IPC, and convicted under that section and keeping in possession on behalf of the accused properties held later on to have been involved in the offence is not guilty of professional misconduct.[10] But advocate who receives money in furtherance of a contract of indemnity of bail is guilty of grave misconduct and only suitable punishment for retention by him of the money on pretence that it was his fees is the removal of his name from the roll as held in;

Lambaji Motiji V. Kewal Gopaldas, 3 IC 897: 19 CrLJ 412

Bribery:

Corruption cannot be eradicated unless the public refuse to pay bribe. Of all the public, lawyer is a privileged position and he should be the first to oppose payment of bribe. Instead of that if a lawyer collects money from his clients for the purpose of having to pay them as a bribe to get his client’s work done, it is highly unprofessional.[11]

Apart from these some other ethical conduct requires on the part of advocates are:

  • He should not disobey the order requiring payment to the client.
  • It is the duty of legal practitioner to assist the court. If he appears in the court and makes the demonstration which has the effect of interfering with the work of the court and the administration of justice, then it amounts to misconduct.
  • It is the duty of the pleader to bring to court’s notice death of any party.
  • An attorney is bound to honour his undertaking in his capacity as a solicitor.
  • Lastly, it is the counsel’s right to insist on gettig what is truth in the matter.
  • Advocate and his clients: Duty towards clients

1. Sources of relations between counsel and client:

In India, the counsel’s relations with his client are primarily a matter of contract. The relation is in the nature of agent and principal. The agreement determines to what extent the counsel can bind his clients by his acts and statements; what shall be its remuneration, whether he will have a lien on his client’s property, etc. It is evident, however, that as counsel is also conform to the ethical code prescribed for him by law and usage, he cannot be a mere agent or mouthpiece of his clients to carry out his biddings.

(i). The relationship is personal and fiduciary:

It is a relation of trust and confidence. It is confidential requiring a high degree of fidelity and good faith. In V.C. Rangadurai V. D. Gopalan, AIR 1979 SC 281;

Justice Sen has observed that the relation between the advocate and his client is purely personal involving a highest personal trust and confidence.[12]

a)     It is a relationship of trust and confidence. All transactions between the advocate and his client will be watched by the Court with jealousy and suspicion. Even though the transaction is not illegal, the court will scrutinize it most closely and requires strict proof that no undue advantage has taken by the counsel of the confi