NLRB ISSUES FINAL RULE ON POSTING OF EMPLOYEE RIGHTS

The National Labor Relations Board issued a Final Rule that requires employers to notify employees of their rights under the National Labor Relations Act. The issuance of the Final Rule follows a notice and comment period in which employers generally called such a posting unnecessary and misleading. When the final rule was announced, it required posting the notices no later than November 14, 2011. Since that time, the posting rule has been the subject of a number of legal and political challenges. To address these and other concerns, the NLRB has moved the required posting date to January 31, 2012.

The posting requirement applies to all private-sector employers (including labor unions) subject to the National Labor Relations Act, which excludes agricultural, railroad and airline employers. The Board has also chosen not to assert jurisdiction over very small employers, whose annual volume of business is not large enough to have more than a slight effect on interstate commerce.


Covered employers will be required to post the employee notice where other workplace notices are typically posted. Also, employers who customarily post notices to employees regarding personnel rules or policies on an internet or intranet site will be required to post the Board's notice on those sites. Copies of the notice are available from the Agency's regional offices, and it may also be downloaded from the NLRB website.

The notice, which is similar to one required by the U.S. Department of Labor for federal contractors, states that employees have the right to act together to improve wages and working conditions, to form, join and assist a union, to bargain collectively with their employer, and to refrain from any of these activities. It provides examples of unlawful employer and union conduct and instructs employees how to contact the NLRB with questions or complaints. The notice must be posted in English and in another language if at least 20% of employees are not proficient in English and speak the other language. The Board will provide translations of the notice in the appropriate languages.

Failure to post the notice may be treated as an somekeyword under the National Labor Relations Act. The Board investigates allegations of unfair labor practices made by employees, unions, employers, or other persons, but does not initiate enforcement action on its own.

The Board received more than 7,000 comments regarding the proposed rule. In response to the comments, some parts of the rule were modified. Under the Final Rule, for example, employers are not be required to distribute the notice via email, voice mail, text messaging or related electronic communications even if they customarily communicate with their employees in that manner, and they may post notices in black and white as well as in color.

Author Bio: J. Mark Baird and Beth Doherty Quinn, the somekeyword at Baird Quinn, LLC have practiced law for more than 25 years and 15 years, respectively, with an emphasis on employment law and labor-management. They have extensive experience litigating employment law matters, including discrimination, harassment, somekeyword, wage and hour, retaliation, unfair labor practice, non-compete/employee loyalty, and breach of contract. They also litigate commercial fraud matters. Not only have they represented clients before a variety of administrative agencies and courts, Mr. Baird and Ms. Doherty Quinn have conducted numerous seminars, such as seminars on ADA compliance, and in-house training for clients regarding sexual and somekeyword and other Title VII discrimination issues as well.

My Rights As An Employee

As an employee, many questions about specific rules and rights that come with it can be raised throughout employment. This is rightly so, as you should be informed of the rights and limitations that an employer has regarding your work. From hiring to firing and everything in between, specific topics should be discussed regarding the rules. These specific laws vary from state to state, so if you have serious concerns or questions, consider contacting a local law firm to help you review your rights as an employee of your current career. >


At the hiring process, one of the most commonly asked questions by employees is, -What can an interviewer not ask?- That is, what details about the employee is not necessary to disclose when job hunting. Well in most cases, questions can't escape the scope of what is relevant to the position you are applying for; skills and employment history. Outside of this is essentially just what feels correct, but some obvious discussion topics that should be omitted are questions regarding sexual orientation, religious affiliation. Interactions with the law in the past (such as arrests) that don't result in an actual conviction also do not have to be disclosed. If still in the application process, an employer does have the right to request a drug test. Not conforming to these requests will most certainly lead to the job seeker to not get hired. After being hired, drug tests work slightly differently. In most cases there has to be probable cause for a requested drug test, unless your job has an already indicated requirement for random drug screenings.

Another common question is, -Can I be fired without reason?- The answer to this is complicated and changes from state to state. In general, you can be fired for any reason, as long as there is one. In Texas, for example, an employer has the right to fire or demote an employee at will. This is to protect a business' interest; as an employee's wages versus work become unprofitable, the company can fire that employee without repercussions. This, however, isn't true if you feel you've been discriminated against. If you feel like you've been fired for an invalid reason, such as a refusing a sexual offer from a coworker or refusing to work off the clock, contact a somekeyword immediately. You have rights too, and with proper representation, you can restore those rights and punish those that abused them.

About the Author: Jeff Davis is the Owner of the Davis law firm and a highly experienced Killeen and somekeyword. To find out more information about a Killeen or somekeyword, please visit somekeyword.

Building Site Accident Employee and Employer Rights

The Occupational Safety and Health Administration (OSHA) has ensured that employee rights and employers obligations have been established in accord with the regulations set down to make certain that every workplace is safe all the time.

Employee rights include: :


* The authority to being able to view or access a copy of all workplace standards, regulations and rules must be given to all employees, as needed or desired.

* Employees have the authority to be given access to any employee exposure or medical records as they desire or require them. This of course pertains to the employee's personal medical records.

* To request an OSHA official or other qualified person to conduct an inspection at the workplace when employee concerns rise over potential dangers and hazards there, and have the right to have a representative accompany the official throughout the inspection and present during discussion with the employer.

* The right to keep their identity hidden to their employer (upon request) if an employee does submit a written complaint to OSHA is given to employees.

* To be free of any action that might be deemed retaliatory or discriminatory in nature on the part of the employer due to any OSHA compliant request.

Employers Obligations:

* The right to work in a safe workplace is an obligation employers must give to employees.

* Employers are required to give all OSHA standards, rules and regulations to employees, for their full review.

* Employers have to place an official OSHA chart of the official standards, regulations and rules in an area employees regularly access, such as a high traffic area.

* It's required employers come up with a comprehensive hazard communication program (all-encompassing) which gives a way to provide accurate container labeling, any information on any materials being used in the workplace and safety sheet review. In addition, employers are required to hold training for employees to learn somekeyword.

* Employers must be willing to disclose all medical records or employee exposure records to the employee upon a hiring. In addition, these records must be available every year after the hiring or as desired by the employee.

Regarding a physical injury or the death of a construction worker, the injured worker or his or her family does have the authority to seek personal damage compensation by law. These compensations can include money for lost wagers, medical bills, rehabilitation costs, emotional suffering, physical pain compensation and other issues. In addition, Worker's Compensation is available to those workers who've been injured at work which may be very helpful.

Those who have been involved in a somekeyword of any kind are encouraged to contact an experienced construction injury lawyer as soon as possible. You may need help getting the justice you deserve.

About the Author: Garrett Hawkins is a law student in Oregon who writes about legal topic that interest him. Garrett hopes to be a somekeyword someday, specializing in auto accidents, boating injuries, somekeyword laws and more. Please do NOT take my opinions as legal advice. I am NOT an attorney.

Your Rights Under the Employee Retirement Income Security Act

The Employee Retirement Income Security Act is a federal law. This Act sets minimum standards for most voluntarily established pension and health plans in private industry to provide protection for individuals in these plans. Under this Act the participants are entitled to written information (some automatically and some upon request) from the plan administrators about the retirement and health benefit plans including plan rules, financial information, and documents on the operation and management of the plan. The law requires the administrator to provide the summary plan description and a copy of the plan's summary annual report to the participants free of charge. The participant can also obtain them by writing to the United States Department of Labor if the administrator fails to provide them. Plans are legally required by the Act to provide participants with important information about plan features and funding and sets minimum standards for participation, vesting, benefit-accrual and funding. The Act also lays down certain eligibility criteria - how long a person may be required to work before becoming eligible to participate in a plan, to accumulate benefits and to have a non-forfeitable right to those benefits. The Act also creates detailed funding rules. These rules require plan sponsors to provide adequate funding for the plan. Consult with an experienced somekeyword to know your eligibility for participating in a pension plan. The Act requires accountability of plan fiduciaries (someone who exercises discretionary authority or control over a plan's management or assets, including anyone who provides investment advice to the plan) and protects the plan from mismanagement and misuse of assets through its fiduciary provisions. The Act give participants the right to sue for benefits and breaches of fiduciary duty. The Act guarantees payment of certain benefits if a defined plan is terminated, through a federally chartered corporation, known as the Pension Benefit Guaranty Corporation. One requirement of the Act is that the plans must include a certain proportion of (but not all) employees. Workers "covered" by a plan must be given an opportunity to become plan members if they meet certain requirements. If you work for specified periods of time, you will earn non forfeitable rights to receive pensions at retirement. Plans are required to give benefit credit for all years of plan participation. A dollar value is assigned to each year of benefit credit. This value must conform to nondiscrimination rules aimed at preventing excessive weighting in favor of higher-paid and older employees. Plans are required to provide benefits for widows and widowers of plan participants, although this protection can be given up if both spouses agree and must pay pensions to former spouses if directed to do so by a specific kind of court order. The timing and form of payment of their pensions can be decided by the participants. Persons administering pension plans or investing plan assets must follow certain mandatory standards of conduct. Each plan is required to report detailed financial and actuarial data regularly to the IRS which may be made available to participants. The Act has provision for appeal against adverse pension benefit decisions, first to the plan, and then, if necessary, to the courts. In case of any violation of the law, the courts can award certain remedies. Under the Act, plans cannot interfere (by the use of discharges, layoffs, plant closings, or other means) with participants' attaining their benefits under a pension plan. somekeyword to discuss your rights. An experienced employment attorney can help fight for your rights under the Act

Your Rights When Employer Fails to Obtain Workers Compensation Insurance,

Your Rights When Employer Fails to Obtain Workers Compensation Insurance, Part II

When a worker in Illinois is injured on the job, he or she often is eligible to file for workers' compensation benefits. State law in Illinois requires most employers to provide such coverage for their eligible employees. But as we explored in a recent article, the reality is that sadly some employers' flout the law. Whether they allow coverage to lapse, never obtained coverage, or simply fail to pay awarded benefits, injured workers are the ones who suffer the most. Such workers, however, may not be without justice or options. As discussed in a previous article, employers in violation of the law may be fined and even jailed for failure to provide coverage. More importantly, such employers make themselves vulnerable to expensive lawsuits. While the Workers' Compensation Act sheilds employers in most cases from lawsuits by injured workers, noncompliance may negate this protection. As such, employees may be able to seek a far greater amount for their injuries than would otherwise have been paid out by workers' compensation coverage. Another possible option for workers without coverage, and the subject of this article, is the Illinois' Injured Workers' Benefit Fund./p>


The Injured Workers' Benefit Fund (IWBF) was created in 2005 to provide assistance to injured Illinois workers' whose employers illegaly failed to provide workers' compensation coverage. The IWBF is funded via fines and penalties assessed against such employers. When an eligible worker is left without coverage, he or she may be entitled to petition this fund for payment of benefits if injured. According to the Illinois Workers' Compensation Commission, the IWBF has -collected over $6 million in fines and brought over 500 uninsured employers with thousands of workers into compliance-[and] has paid $5.5 million in workers' compensation benefits to 128 injured workers whose uninsured employers failed to pay them.-

However, application for benefits under the IWBF is a complicated multi-stage process. According to the commission, the first step is to make certain one is eligible to file:

An employee must first make certain their employer does not have coverage. The employer must have -failed to provide WC coverage for the employee's injury- and -failed to pay the WC benefits due and owing to the injured employee under the final award.-

After eligibility is determined, several steps must be taken, including multiple applications and petitions to various government entities such as the State Treasurer and the Workers' Compensation Commission. Deadlines are strict and it is vital that required procedures are met. Success can be best assured through the use of a somekeyword who not only has ample experience with the process but who also knows the most effective way to win your case.

For some injured workers, the Injured Workers' Benefit Fund has been incredibly beneficial. But it's important to note that coverage and payment are both limited, as payment relies upon availability of money in the IWBF. When insufficient funds are available to cover all eligible claims, payment must be limited, and workers' may not receive the amount they would otherwise have been awarded with normal workers' compensation benefits. Similarly, the fund will not pay any penalties/interest assessed to be paid to an employee by the employer. Therefore, it's vital that employees consult an attorney to make certain they have explored all options available to them in recovering payment for their injuries.


About the Author: Brooke Haley is a Marketing Associate at Millon & Peskin, somekeyword that practice in the areas of Workers' Compensation and Personal Injury. Millon & Peskin is a General Civil Litigation Practice with the goal of representing the interests of injured workers, throughout all applicable Courts in the State of Illinois. For more information about somekeyword,please visit somekeyword.

Understanding Your Rights as an Employee

When you go for an interview, when you are on the job, or when you leave a job, you have certain rights. Federal and state legal statutes protect these rights. If you feel that your employer did something illegal, it is better to consider an employment attorney to understand what step you can take.

Federal laws prohibit discrimination on grounds of sex, color, race, religion, age, national origin and disability. Along with these, the Illinois laws also prohibit discrimination on grounds of marital status and sexual orientation. Moreover, Chicago also has legal directives that prohibit discrimination concerning having/not having children.


If you are trying to get a job, and face questions at the interview that are not quite relevant, it depends on you whether you want to answer them or not. Asking something related to the job is legal. However, if you come across personal questions that do not seem relevant, you may enquire politely about the reason for the question.

Discrimination occurs when an employer takes a job-related decision based on the aforementioned -protected traits'. This may be in case of hiring or firing, promotion or demotion, salary hike or decrease, and any such others. Whatever the issue, legal counsel and representation helps you take the right approach to the case.

While you are at the job, you have the right to a minimum wage. For Illinois, this is $8.25 per hour. The overtime pay directive also makes it essential for an employer to pay one and a half of the wages, according to the number of extra hours, to an employee who works in excess of the stipulated 40 hours a week.

You also have the right to paid leave for voting and donating blood and unpaid leave in certain circumstances, e.g. to nurse a baby (for a female), and so on. Dress code for particular employees is also illegal. However, understanding the difference between unfair and illegal requires help from a somekeyword.

After you leave a job, you may be entitled to severance pay, vacation pay, and such others. Unemployment insurance, available in Chicago, is also helpful at this time. You can continue to avail the health benefits from the employer. However, this implies that you have to pay for it.

Understanding your rights and getting an somekeyword to help you in case of a violation is important. These rights safeguard you from discrimination and other illegal activities, and therefore, you need to understand the interpretations and implications of these laws.

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Protect Your Rights with the Help of a Personal Injury

Protect Your Rights with the Help of a Personal Injury Lawyer

Work injury can be a common type of personal injury that happens within the course of duty in a workplace. Work injuries could happen to anybody at any time and in numerous ways. As an example, one may possibly be injured due to undertaking simple routine tasks like turning the laptop on, or as a result of the negligence of a co-employee.

When an injury occurs, you will need to have yourself treated by a medical specialist first before you can proceed with filing a work injury claim. As soon as medical experts have administered the appropriate remedy, you'll be issued a medical certificate. The amount of compensation you get depends upon the injury's location and severity, which is indicated by this document.


It is imperative that you know what triggered your accident to happen. As mentioned earlier, routine tasks or negligence could potentially result in a personal injury. As an illustration, you may have acquired an injury in the course of going down a wet set of stairs in your office after personnel failed to put a warning sign. Writing down a summary of how you think the accident happened could help your claim.

In any personal injury claim, getting evidence is extremely critical. This comes in several forms: affidavits, recordings as well as other types of documentation, and witnesses. For instance, if your workplace has security cameras, you could get in touch with the security department to see if they have footage of your accident. They could have recorded how you sustained an injury resulting from, say, a personal computer malfunction.

With your narrative, establish how the evidence could help enhance the points in your claim. The main point of your claim is the fact that a malfunctioning object, an obstacle, or a negligent act inside the workplace has injured you. To see how you may use your evidence in your case perfectly, it is best to consult somekeyword.

A somekeyword law firms have could prove valuable mainly because there are lots of technicalities in terms of making a work injury claim. You will be dealing with an established firm that has experts who are knowledgeable concerning the workings of law. They can enable you to strengthen your claims, defend your case in court, and assist you to get the compensation that you deserve.

An somekeyword could work under a contingency basis. This signifies that you won't be paying any fee for the lawyer; you will only pay once your lawsuit has been litigated in your favor. Law professionals who work under this basis will therefore guarantee your claim's success.

Grounds for a Personal Injury Lawsuit Complainants' Rights to Claim

Grounds for a Personal Injury Lawsuit Complainants' Rights to Claim Payments

Anyone who got physically or psychologically injured by another party can file a personal injury lawsuit. If it is proven in court that the negligence of the other party is indeed the cause of the injury, the complainant is entitled to receive payments for all the damages done. Personal injury cases might come in diverse types as accidents and negligence can happen in various circumstances. Below are some grounds for a physical injury complaint.

Auto accidents. Road accidents are widespread occurrences and are most of the time caused by the negligence of a party. If physical or emotional injuries are involved, one has the right to file a physical injury lawsuit against the other party. If the complainant wins the case, s/he can obtain a corresponding compensation that the court approves-this could consist of medical costs and payment for property losses.


Slips and falls. Slips and falls might not seem to be a significant ground for a lawsuit. But these seemingly harmless accidents can cause numerous injuries to some, and these can be strong grounds for a personal injury complaint. If a structure, for example, is poorly constructed and has caused a slip/fall injury, the property owner may be held liable to the accident. However, if the person acquired the injury in the course of the time s/he is not permitted to come inside the property, the complaint may possibly be rendered invalid.

Medical malpractice. Medical malpractice is also a strong ground for a physical injury complaint. It can be a cause of severe physical injury, emotional stress, or worse, death. To get proper legal representation for such circumstances, it is best to hire a somekeyword.

Work-related hazards. Employers have the duty to ensure the safety of workers. An employee can file a complaint if s/he believes that it is the employer's negligence why s/he has obtained an injury. If it is verified that the employer is at fault, the complainant may be entitled to compensation for the harm experienced. For workers involved in such a case, it is best to seek help from lawyers in somekeyword for proper legal representation.

Psychological injury. An individual psychologically harmed by another individual or organization can also file for a physical injury lawsuit. If it is confirmed in court that the entity or party is really the cause of trauma or emotional stress, corresponding compensation can be obtained by the complainant. For all those that are suffering from psychological trauma, it is best to seek help from a somekeyword to defend your rights.

Employee Rights and Succeeding US Labor Laws

Working on a specific job is not always about the time of day one wakes up to go to work, or the income a person earns in a month. It is not also always about the experience garnered while performing the duties of that specific job. It also about the relationship created within the workplace. In order to work in harmony, a good employer-employee relationship must always be present.

A good employer-employee relationship must always start with a compromise. A mutual agreement between the two should always ensue, and must be applied at all times from the applicant's hiring up to the end of an employee's stint with an employer. It is unavoidable, though, that this working relationship can develop into negative implications. These negative acts of advancement usually concern the employees, especially when on the topic of wages, promotions, and the like.


It is important to note that employee rights must always be exercised. Just like every citizen, an employee working in the United States should be very well-knowledgeable about their basic rights as employees. The most important rights of an employee would include the right for privacy, the right to be free from being discriminated against and being harassed, right for a safe and work-friendly environment, and right for transparency and fairness, especially in terms of wages.

Federal laws regarding employment regulate employers to provide necessary needs for their employees, as well as the awareness of their rights as workers. Here are some of the few important law regulations being applied in all federal employment entities.

Employers must have at least fifteen (15) or more employees in order to be subjected under the federal employment laws

Employers are prohibited from engaging in any discriminatory acts during the process of hiring, especially in the basis of race, color, religion, nationality, and sexual orientation.

As long as a person with disability can perform duties and responsibilities of a certain job either with or without reasonable accommodation, he can get hired by an employer with no prejudice.

Age discrimination laws prevent employers from favoring younger employees over older employees, provided that the employer has twenty or more employees that are mostly forty years old and up.

Fair labor must always be exercised, especially in terms of the employee's work days, breaks, leaves, and wages.

Any untoward incidents that violate the rights of employees can talk to an employment and labor law attorney. He can evaluate the case by pinpointing who is held liable for the actions against employees.

About the Author

Jester Maru used to write several articles for a Law Group in Los Angeles, California. He personal loves writing articles on the topic somekeyword and somekeyword. Visit for more info.

Why Choose Personal Injury Attorneys In Indianapolis To Represent You

Why Choose Personal Injury Attorneys In Indianapolis To Represent You Or A Loved One

Accidents and injuries are experiences we never want for ourselves. No one in their right mind would want to deal with the suffering that is caused by them. But a lot of these accidents and injuries cannot be predicted and in some cases, it can be due because of another person's neglect. So do you still have the right to complain when such situations happen? A lot of people do not even know that they are also entitled to their own legal rights with it comes to accidents and injuries.

Although accidents happen because of circumstances and that there is even no intention for an accident to occur. So those who suffer from accidents may not even look for personal injury attorneys in Indianapolis because they are not just familiar that they can get claims over what happened to them. It is a sad fact that most would just carry on with their daily lives and spend money for their medical bills not knowing that they have grounds to make a claim.


If you incur medical bills because of personal injury that was not even your fault, better talk to a lawyer and ask for help. Your visit will enlighten you that you are entitled to claim payment for those unwanted bills. A lot of company workers have insurance so that they can be protected over certain accidents that can happen. And there are a lot of accidents that can even happen at work and some of these accidents are mostly accepted as a basis for claim. However, there are also other types of accidents, which some companies tend to rule out because of its simplicity, but could still render their employee years of suffering.

For instance, an employee slipping on water that was not cleaned up, a simple slip can cause many year of back injury and this would eventually cost years of medical bills and disturbance not just physically, but mentally to the patient.

Dealing with such injuries without any medical assistance from the person, group, or company that is responsible for the suffering could be said unfair and unjust. That is why there are so many personal injury attorneys in Indianapolis that could also help to the problem at hand. These attorneys even give a free consultation and assessment so that they will know if your injury can get enough ground to warrant a claim.

Getting the services of a personal lawyer will also give you a peace of mind especially that you know your rights and that you are entitled to make a claim. Having an attorney with you will also make you feel confident that you are not alone in fighting your battles over what should be given back to you.

Accident, negligence, malpractice? Find exceptional, passionate Indianapolis Personal Injury Attorneys here: somekeyword.

Disability Lawyer Services Simplified

Before we start discussing the services provided by disability lawyers- we must understand that the Disability Law in the US is largely based on the -Americans with Disabilities Act (ADA)', which was formulated in 1990. The scope of the law strives to ensure that disabled individuals in the US are treated with utmost dignity in matters pertaining to civic rights and privileges, education, employment, social benefits, housing, and so forth. Now, when an individual tries to file a disability claim- it won't be long before he gets to realize that the benefits cannot be won without professional legal assistance. This is exactly where the services of a disability lawyer become extremely useful!

These attorneys are legal experts who are experienced in dealing with cases and claims which relate to the Disability Law. Such lawyers are known to represent a variety of clients, as they fight for their rights and privileges. Besides ensuring that the employment-related rights of their clients are protected, disability attorneys try their level best and help their clients to win disability benefits and other compensation to make up for their lost incomes (if there be any).y).


Citizens suffering from mental and physical disabilities or certain other emotional disorders are largely represented by a disability lawyer. Glendale (AZ), Sun City West (AZ), Avondale (AZ), Goodyear (AZ), and so forth, are some of the cities and townships in the US where it is convenient to locate the offices of reputed disability attorneys. These legal experts help their clients in preparing the necessary paperwork which is required for filing disability claims. There had been several instances where it was found that more than a few employers did not provide proper work environment and time accommodations to a disabled employee. And, this prevented the victim from carrying out work-based responsibilities within the limitations of his disability. This is where disability attorneys use legal forces and see to it that these victims get their vocational requirements met, and are able to continue working with dignity and equal privileges.

However, before hiring a disability lawyer- US citizens must take care that they choose someone who's well qualified, experienced, and features considerable market credibility. Moreover, everyone who's interested to hire such attorneys must also ensure that they are comfortable with the lawyer they are hiring. There must be unrestricted communication between the attorney and his clients, if the case is to be won!

somekeyword - When looking to hire the services of a proficient disability lawyer- Glendale (AZ) residents and other citizens in Arizona can always trust Wilmer & Testini, PLC!

top 10 Christian grant funding sources, Christian Aid Ministries,

How Do I Fund Our mission ministries? There are several ways to fund your mission ministries, the following are the top 10 Christian grant funding sources in terms of funding generosity.

1. Of all the Christian grant foundations accepting applications at this time the Alharetta, Georgia-based National Christian Foundation (NCF) provides the most funds. Seeking to further the gospel of Jesus Christ, its funding territory is national. This is largely a donor advised fund. A donor-advised fund is a charitable giving vehicle administered by a third party and created for the purpose of managing charitable donations on behalf of an organization, family, or individual. A donor-advised fund offers the opportunity to create an easy-to-establish, low cost, flexible vehicle for charitable giving as an alternative to direct giving or creating a private foundation.


NCF helps individuals and families plan their giving through such programs as the Legacy Fund (after death giving). It advises them on asset giving (cash, stocks, real estate, business interests, restricted securities) and shows them how to balance income needs and estate planning goals (through charitable trusts and charitable gift annuities.)

The Single Charity Fund allows supporters to donate all kinds of assets; the Professional Advisors group - comprised of financial planners, CPA's, attorneys, and more - advises supporters in the art of tax-efficient giving.

2. The Christian Aid Ministries is a foundation based in Berlin, Ohio. Having an international gift giving scope, the Ministries seeks to "provide spiritual and material assistance such as food, clothing, medicine, and Christian literature to needy people in various countries." It also provides emergency funds and in-kind gifts. The Ministries supports Amish, Mennonite, and other conservative Anabaptists as they minister to the physical and religious needs of people worldwide. It aids victims of war, famine, and natural disasters.

3. The Nehemiah Corporation is a foundation out of Sacramento, California. Its mission is to facilitate "home ownership and asset development opportunities for diverse populations in underserved neighborhoods across the U.S., while maintaining a commitment to successful, responsible homeownership." It gives mostly to California foundations and individuals and to Christian organizations that support its mission.

4. The Trinity Christian Center of Santa Ana is a foundation from Tustin, California. It supports Christian services and organizations that seek to spread the gospel around the world. It provides care, comfort, and emergency aid to the sick, the disabled, the homeless. It is also known for producing televised religious broadcasts for ministries that spread the gospel worldwide.

5. The Barnabas Foundation is a foundation from Tinley Park, Illinois that supports its nearly 200 member Christian ministries through planned giving and estate planning. Its participating churches include Legacy Churches, Good Steward Ministry Churches, Member Asset Management Churches, Member Churches. It also offers stewardship education as well as development programs that facilitate stewardship "based on God's ownership of all gifts."

6. The J. Bulow Campbell Foundation is an independent foundation from Atlanta, Georgia. The foundation seeks to uplift "intellectual and spiritual life, preferably projects of a permanent nature or for capital funds." It does not fund operating expenses or recurrent programs except in cases where funding might allow a significant new program to succeed without continuing support from the foundation. It gives anonymously to church-related agencies of the Presbyterian Church, but not to congregations. It mostly supports organizations in Georgia, though it does give to organizations in Alabama, Florida, North Carolina, South Carolina, and Tennessee.

7. The Rupert H. Johnson Foundation is an independent foundation in San Mateo, California that generally funds only educational programs in California and Virginia. Only Christian organizations seeking grants for education programs in these two geographic regions would be eligible for funding.

8. The Rees-Jones Foundation, a family foundation based in Dallas, Texas, funds "programs that help improve the quality of life for the underserved of north Texas." It provides employee/matching gifts and funds capital campaigns, general operations, management and program development, and scholarship funds. It supports churches that seek to relieve hunger, and it provides medical care for the mentally and physically disabled, educational opportunities for youth, and affordable housing, shelter, and spiritual development for those left behind.

9. The Poplar Foundation is an independent foundation that mostly gives within its base of Memphis and the metropolitan area. It funds mostly youth services and education. Ministries that focus on these two areas are eligible for funding.

10. The Wege Foundation, an independent foundation in Grand Rapids, Michigan, gives mostly within Kent County and above all in Grand Rapids. Christian agencies that provide health, human services, and education are likelier to receive funding from the foundation than those that do not. It funds annual campaigns, building/renovation, capital campaigns, curriculum development, endowments, equipment, matching/challenge campaigns, and program development.

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Ottawa Employment and Family Lawyers at Your Service

Once an employment relationship comes to an end, both parties owe obligations to each other. At times when employers fail to be responsible in this matter, employees may assert their rights with a lawyer who can stand by them. However, these lawyers may not be easy to find.

Employment lawyers are like mechanics who can tell you what you need and how to get it through their educational background in studying the law and expertise in dealing with employers. These lawyers should be able to handle employment disputes without intimidating their clients. It is with an utmost importance that the lawyer anticipates all the demands of the other party and quickly provides solutions for his/her client.


In choosing an employment lawyer, it is imperative to first locate a law firm where lawyers with good credentials can be found. Once you find an employment lawyer, then you must find out the nature of the cases they have previously handled and the outcome of each of the cases. They must be skilled in giving advice and representations in court.

somekeyword may also handle not just the common -termination without notice- or discrimination cases. These lawyers can also help employees with issues on harassment at the workplace and employee compensation. Be sure that before you find a lawyer, you have figured out your case and you have a cause that is worth fighting in adversarial proceedings.

During the first consultation, good somekeywordshould be able to give a good idea of the outcome that is most likely to happen. They may suggest things such as staying in your job, explaining the limitations of the case or suggesting other outcomes which may also be anticipated to happen depending on the client's demand for a solution. When it comes to payment, you should always review the retainer agreement stating how the lawyer will charge you for their services.

somekeyword can also help you when it comes to matters that are obviously non-business in nature. These lawyers are mostly experts on family law and profoundly understand that each family case consulted by a client is unique. Just like business lawyers, they may also specialize in a variety of cases such as divorce, child custody, spousal subsidy, etc.

On Job Injury Lawyers & Attorneys at Geklaw

Despite the care you and your employer take, accidents and injuries happen. Your actions at the time of an injury can affect your right to receive benefits. Take a few minutes now to review the "Ten Tips to Protect Yourself if you Suffer a Job-Related Injury or Illness," and keep a copy nearby to refer to if you or a co-worker is injured in the workplace. The following tips for on job injuries were prepared by attorneys with many years of experience representing injured workers.

Ten Tips to protect yourself if you suffer a job-related injury or illness.


1. Report your work-related injury or illness, regardless of the nature or severity, to your supervisor immediately. Request an "Employee's Claim for Workers' Compensation Benefits" form from your supervisor.

2. Fill out the "Employee" section of the claim form accurately and return it to your supervisor immediately to avoid a delay in benefits. Be sure to indicate all the parts of your body you feel may be affected or hurt by the work-related injury or illness.

3. Keep a copy of the completed claim form as your receipt. Request that your employer return the claim form to you with the "Employer" section filled out. According to the law, your employer has 24 hours to return the completed form to you.

4. Advise your supervisor immediately if you need medical care. If you have filed a Personal Physician Pre-Designation form with your employer before the work-related injury or illness occurred, see your own designated treating doctor as soon as possible. If you did not file a Personal Physician Designation form, request that your employer send you to a treating doctor as soon as possible. Treatment must be provided within 24 hours of filing the claim.

5. Accurately describe in detail to the treating doctor how your work-related injury or illness occurred. Tell the doctor about all the parts of your body that have been affected or hurt by the work-related injury or illness.

6. Attend all medical appointments. Keep copies of all medical slips and notes - such as notes excusing you from work - given to you by the treating doctor.

7. Keep copies of all documents received from your employer or the insurance carrier regarding your work-related illness or injury. Keep accurate records of the following:

* Days off work. * Dates of all medical treatment. * All round-trip mileage incurred for the medical treatment. * Receipts for all out-of-pocket medical and prescription costs.

8. Write down all facts about any injury or illness you suffer at work. You may have a civil lawsuit in addition to your Workers' Compensation claim and this information may be helpful to a lawyer evaluating your potential lawsuit.

9. Review the facts of any work-related injury or illness as soon as possible with an attorney who specializes in Workers' Compensation law and handling on the job injury cases. New laws have shortened many deadlines, and early missteps can seriously affect your rights.

10. Do not abuse the Workers' Compensation system. Injuries or illnesses that are not work-related should not be reported. All statements and facts that you provide must be accurate and true. Filing a false or fraudulent Workers' Compensation claim is a felony under California law.

BONUS TIP: Beware - Under the new law, do not pick a doctor from a State Panel without first consulting an attorney who specializes in the on the job injury cases!

Alex is a well-known author who writes on topics related tosomekeyword, somekeyword, somekeyword for Geklaw.

Budget Shortfalls Could Affect Workers Compensation

As state governments begin tackling their budgets, many face the sobering realization that their financial wells have gone dry. Even areas less affected by the recession are feeling the pinch as too many years of shrinking tax revenue, investment losses and increased demand for services have taken their toll. As a result, many states are looking for ways to cut costs and increase state and business revenue. Some services on the chopping block include education, safety works, and health services. For workers, a particularly troubling trend includes proposals for changes to workers compensation that, while claiming to save governments and businesses money, could potentially cost workers./p>


Recently, the state of Illinois has made multiple attempts to change workers compensation as part of an effort to reduce a $15 billion budget shortfall. State Representative John Bradley introduced an amendment which decreased pay amount and limited years of eligibility for wage differentials, reduced payment and choices for medical treatment, and restricted workers' ability to appeal rulings. Though the amendment was voted down, two more bills under consideration, SB 1349 and SB 2155, severely curtail the rights of injured workers in favor of employers by making it easier for insurance companies to deny workers claims. These bills would remove an injured employee's right to choose his/her treating physician, giving the employer control over which doctors treat the employee. Additionally, employers could direct a physician to report on the employee's injuries without having seen or examined that employee, creating a presumption that a denial of treatment is correct. Even when an employee's injuries are so severe that an insurance company cannot deny treatment, these bills would cut the benefits paid to that employee. Also, the bills redefine the proof required to establish an injury or illness is work-related by requiring that the accident be the sole cause of an injury. In short, any pre-existing condition, regardless of relevancy or distance in the past, may be used to deny a claim. These changes are, sadly, just some of many negative impacts these bills would have on injured workers, and an attempt to fix budgetary shortfalls by stripping workers of their rights. Illinois House Speaker Michael Madigan also introduced H.R. 131, proposing an audit of the state employee workers compensation program. While purportedly proposed to expose mismanagement in compensation cases, given the budgetary problems, state workers must ultimately be concerned the audit will result in loss of rights.

Similarly, Oklahoma's governor Mary Fallin proposed an -overhaul- of Oklahoma's workers compensation program. Citing a need for increased efficiency and decreased spending, one suggestion was the standardization of injury treatment. Such a change could limit a workers ability to receive appropriate care for individual needs. The workers compensation fund in Washington faces a 95% chance of bankruptcy within five years. As a result, multiple changes of concern to labor rights organizations have been proposed. Proposals include offering a one-time settlement option rather than long-term care for workers, and limiting the definition of the law providing compensation for diseases resulting from a job. In Montana, an introduced bill proposed saving money by cutting workers compensation benefits overall. Recommended cuts included limiting compensation to five years post-injury, regardless of an employee's ability to work afterwards.

Many states face tough choices in balancing the demand for services with maintaining a budget. Workers, however, should be aware of how these shortfalls are impacting their rights in the event of an on-the-job injury. If you are concerned with how your workers compensation benefits may be affected, contact your state representative or a somekeyword to discuss your options.

About the Author: Brooke Haley marketing associate at Millon & Peskin, somekeyword that practice in the areas of Civil Litigation, Workers' Compensation, and Personal Injury. Millon & Peskin is a General Civil Litigation Practice with the goal of representing the interests of injured workers, throughout all applicable Courts within the State of Illinois. For more information, please visit somekeyword.

Know Your Employee Benefits

Each and every state of US has its own labor law. If an employee is deceived of his or her rights, that person can check with the state labor law to understand whether his or her rights can be protected legally. Many people are unaware of employee benefits. This is the reason that they don't seek legal help when they are denied their rights. They don't even know that they can sue their employer for doing injustice or taking discriminatory action. As a responsible citizen you should not only be aware of your responsibilities but also your rights.

Like all other states of US, Florida has also its own labor law. If you live in any city of Florida, you should be aware of the Florida labor law. Being aware is not enough. If you are deceived at your work place, you can take legal action. But representing yourself in the court is not a wise decision. You should always seek help from a local attorney who is well aware of the local law and legal system.


Suppose you work in a company in a Fort Lauderdale and you are being denied your employee benefits. You should get in touch with a somekeyword immediately. An attorney can help you to get justice in the court.


Labor laws are related to employee earnings as well as retirement plans and the related employee rights. If an employee is denied of his or her salary or not being paid for working overtime, the employer can be sued. If you have been discriminates or harassed at work place, Florida labor law ensures that you get compensation for your loss.


You should always speak to an attorney in such a situation. There is no need to think, that your employer will win the case just because he is financial more sound. Fort Lauderdale labor law is quite stringent and anybody who violates the law will definitely have to pay penalty for doing so.


Many lawyers specialize in Employee Retirement Income Security Act or ERISA which is a special set of laws. If your problems are pension related then you should get old of an attorney who specializes in this field.


People often think that they can handle the legal issues. But this is the most dangerous mistake to make. No matter what the issue is counting on a lawyer is the best option.


Find somekeyword, legal aid & their profiles by practice area. For law firm owners, register your online profiles here and get exposed to millions of clients looking for legal services. To get started, send your website information today.

California Wage And Hour Lawyer Straight Talk What If I

California Wage And Hour Lawyer Straight Talk What If I Am Not Allowed To Take My Meal Breaks

California Wage And Hour Lawyer Straight Talk

If you are a California worker - you need to know the truth about California Wage and Hour Laws. Here, we give it too you straight. Just good old fashion unsweetened, unvarnished, unabashed truth. This article is by a California Wage and Hour Lawyer. If you have been cheated out of your wages, we recommend you hire the best California Wage and Hour Attorney you can find.


Rest and Meal Periods In California

Under California Wage and Hour law, if you are an hourly employee working shifts of at least five hours you must receive an unpaid 30-minute meal period. In order to qualify, your meal period must be completely uninterrupted. That is, no cell phone calls, no taking a break to respond to a customer or client or the like. In other words, you have to be completely relieved of all duties and be free to leave the work premises.

You (read: employee) must clock-out for the meal period, unless all operations cease and all employees take their break at the same time.

Your employer is responsible for ensuring you (read: employee) take your meal period within the first five hours of work.

Meal Period Waivers

Meal periods cannot be waived, nor may you leave work a half hour early instead of taking a meal period. Your meal period can be waived by you for shifts that do not exceed six hours.

The Second Meal Period Rule

Your employer is required to provide you a second meal period for shifts that exceed ten hours. This is one California Wage and Hour law this is very rarely provided to employees.

You Are Entitled To An Hour's Wages

If your employer fails to you provide a meal period - as described above - you are entitled to one hour's wages at your regular rate of pay for every day your employer fails to provide a meal period. If your employee requires you to remain at the job site in order to be available to wait on customers or perform other work but still requires you to clock out for your meal periods, you are entitled to payment at their regular rate of pay for the meal period plus the premium of one hour's pay.

If you have not received meal breaks or premium compensation for unprovided breaks you are entitled to back pay of one hour's pay per day.

What Can Be Done?

We are frequently asked, "What if my employer doesn't allow me to take my meal breaks?" The simple answer, "A lot."

California law allows you to enforce your California Wage and Hour rights and remedies. Trouble is, most folks either don't know this or know how to enforce their rights. That is where a seasoned California Wage and Hour Lawyer really comes in handy. If this happens to you, our advice is to hire the best California Wage and Hour Attorney you can find.

Disclaimer

This article is not legal advice. Your situation and/or circumstances may differ from those described in this article. Whenever you are bringing a court claim for money, your credibility is always at issue. Always tell the truth.

Bill Turley is California's leading somekeyword. He was awarded Super Lawyer, has the highest AVVO Rating, and he was Elected by his peers to be President of the Consumer Attorneys. Bill has the most comprehensive California somekeyword website.

All You Need To Know About The Laws Associated To

All You Need To Know About The Laws Associated To Wrongful Dismissal

If you were abruptly demoted or let go from your job, you might be able to take legal action against your employer for wrongful dismissal. Our company's wrongful dismissal lawyers can advise you concerning the best course of action to protect your interests.

It is recommended that you acquire assistance from an expert lawyer, if you are an employee contemplating about firing someone. We can assist you to understand your options and prevent a probable lawsuit.


We serve both employers seeking to terminate an employee, and employees seeking damages for a wrongful dismissal. In whatever situation, we can assist you to understand and protect your rights.

The real question is how much may you be able to receive from a wrongful dismissal? Usually the compensation would cover the lost benefits and salary through the notice period, less the notice or severance pay you may have received. You are expected to look for a new job right after whatever employment dismissal and your efforts in this regard would be taken into account by the courts. If you earn money through the reasonable notice period, that amount would be deducted from whatever judgment for damages.

Like for instance, if you just received six weeks of notice previous to being dismissed, and you were entitled to a reasonable notice period of six months, a court would most likely calculate the damages to comprise six months' worth of benefits and salary. The courts normally give damages for stock option, moving expenses, bonuses, vacation pay along with medical, insurance and pension plans.

If your status or duties are basically changed, you can claim that you've been constructively dismissed and take legal action for wrongful dismissal. Constructive dismissal means getting fired without actually getting dismissed. It works this way: you were vice president of sales, but presently you are "special projects manager" in a closet near the mailroom. Employers may try this tactic so as to prevent a court case, but you can still sue if your employer breaches any major conditions of the employment relationship.

It is up to the court to decide whether a fundamental breach or change has occurred, based on all circumstances of the employment relationship. There is no constructive dismissal if, for instance, you were given reasonable notice that the alteration would happen. If you think a breach has taken place, you must instantly communicate to your employer that the change is not acceptable and try to negotiate a solution. Just then, if the matter is not solved, can you quit and begin a wrongful dismissal action versus your employer. The court will take into account the circumstances surrounding the resignation when it considers damages. Then again, if you continue to work under the new conditions, the courts would consider you to have accepted the new employment arrangement.

The following changes in the employment relationship, that could qualify as constructive dismissal, are the following: demotion; withholding pay; change in job responsibilities; hiring a replacement; abusive treatment; forced leave of absence; short-term lay off, forced transfer, reduced hours.

The courts may compensate a worker which was terminated in certain cases, like for example an employer's extreme behaviour leading to mental distress, including defamation, assault and even loss of reputation. You could be compensated if you left a prior employer at the insistence of the employer who dismissed you.

The amount of damages that can be given by a court depend on various aspects that they cannot be generalized without knowing and taking into account the specifics of each case. Call us for a meeting and know what your rights are as an employee. We will look at all factors of your complaint and determine if you have a case for constructive dismissal.

Sam Shingal covers many topics of significance that stretch across countless distinctive fields. The legal industry is one of the more complex industries to comprehend. Some more great information can be found at somekeyword.

Notice of Termination

Notice of Termination - refers to the notice given to an employee stating the date on which an employee's contract will end. According to the U.S. Fair Labor Standards Act, there are no specific requirements for an employer to give notice to an employee who's being terminated unless the employee is covered by an individual contract with their employer or employees covered by a union/collective bargaining agreement.

In some cases, however, employers must notify employees of mass layoffs or a plant closure. This is outlined in the WARN Act, which requires employers with more than 100 employees to provide 60-days notice of such layoffs. These companies are not obligated to provide a severance unless they violate the Worker Adjustment and Retraining Notification Act by failing to provide notice of the layoffs. In these cases, the employer may need to pay severance pay damages to employees for every working day the employer failed to provide notice. This Act helps protect employees from being blindsided by a layoff and unable to secure employment with another company under such short notice.


Some states do have requirements for notice of termination, but as a somekeyword, I work with many cases in Texas, and like most states, it is a jurisdiction with -at-will employment.- Employers in Texas are also not obligated to provide severance after terminating an employee. There are, however both federal and state labor laws prohibiting employers from terminating their employees for public policy reasons. These public policies include:


Right-to-Work State - Texas is one of the 22 right-to-work states in the U.S. In these jurisdictions employers cannot terminate an employee for refusing to unionize or for exercising their right to unionize. There are exceptions to this policy, as railway and airline industry employees are not protected by the Right to Work Law. Federal employees also may not be covered.


Family Medical Leave Act - This Act provides job and benefits protection for employees during medical or military absences. The Act allows for an employee to take an unpaid leave if they cannot perform their duties or are caring for an ill family member. A Texas employee cannot be terminated for exercising these leave rights.


Equal Employment Opportunity Commission - Federal law protects employees from illegal workplace discrimination based on the employee's race, color, age, religion, gender, pregnancy and disability. Not only are employers prohibited from discrimination, but the consequences include criminal and civil penalties through both the EEOC and the U.S. Department of Justice.

File Your Case In Time With The Help Of The

File Your Case In Time With The Help Of The New York Workers Compensation Lawyer

If you are an employee in New York you must be aware that nearly all employees of New York are entitled to be covered by the compensation insurance of the workers. Under this law, you can seek for compensation from your employer. The employer would have to pay your medical expenses in cases of injury or illnesses related to work. The employer may also have to pay you your lost wages as compensation. Even if you are injured due to your own fault at the work place you can seek for compensation and your employer is bound to pay you.

Though you may be assured that you will get back your compensation for the losses that you have suffered, yet you should be prepared for a subsequent delay in the procedure. In cases of injury, it is the third party insurer that handles the cases. As a result, they will make their best effort to delay in the case and devoid you of your claims for injury.


Apart from significant delays, you may also have to face administrative hurdles while you seek for the compensation benefits. This process can often be stressful to the extent that you may think to quit your plan to proceed further and avail the benefits.

When you face such a situation, you should not quit your rights. Instead, you should hire somekeyword who can show you the right way to proceed ahead. It would be even better if you hire them right from the time you file your case for the compensation. This would help you to know more about the laws of compensation.

In cases of significant delays or denial, you will be allowed to go for a hearing before a law judge. A strong defense attorney may be hired by the other side so that all your attempts of claim can be falsified. The New York Workers Compensation Attorney will produce evidences like medical documents and testimony before the worker's compensation law judge and get the benefits for you.

However, you should remember that if you fail to file your case in time, you may not get the compensation even if you hire New York Workers Compensation Lawyer. With the help of the New York Workers Compensation Attorney, you should file your case in time. This will help both you and your family get the compensation benefits.

Secure your future and hire the services of the fightingforyou.com/ny-workers-compensation. The New York Workers Compensation Lawyer of this company will help you in the best way to file a case and get back your compensation. The somekeyword will really fight for you in all circumstances. If you visit this site and have a discussion with them, you will feel that your entire burden has been released from you. You can now simply relax and leave your case on the hands of the New York Workers Compensation Lawyer.

Hiring a FELA Attorney to File Railroad Injury Claims

In 1908 Congress passed FELA, a comprehensive statute to protect the rights of injured railroad workers and their families. FELA applies to all railroads and their employees. FELA is the exclusive remedy for most claims a railroad employee may have against his employer. A FELA case may be brought in either state or federal court. Employers covered by the FELA have an absolute duty to provide a safe workplace and working environment. FELA protects engineers, brakemen, switchmen, and other railroad employees who are hurt or injured on the job.

Most, if not all Railroad industry jobs are inherently dangerous. You work with lots of moving parts and heavy machinery while under constant pressure to get the job done faster and more efficiently. Common railroad worker injuries include: hearing loss, back and neck injuries, chemical and asbestos exposure, shoulder and knee injuries, amputations, burns, and in many cases, exposure to toxic items.


It is very important for any employee involved in an accident to report the accident or injury immediately. Additionally, it is equally important to identify faulty tools or equipment that contributed to the accident and injury on an appropriate accident report form. Common causes of injury include a loose ballast, too large of ballast causing a fall, vegetation too high that caused a fall, bad equipment, poorly maintained equipment, oil or grease on the ladder or stairs, no flashlight batteries, poorly lit areas at night, having to use the incorrect tool to perform a job, having one man do something it should take two to complete, ice, etc. As you can see there are numerous instances where poor working conditions can lead to a railroad employee accident.

If you are hurt while working for the railroad and are considering hiring a railroad accident attorney, please note that you are not required to hire a union-designated attorney. In fact, there are many reasons why you should hire a non-union attorney to handle your claims. If you or a loved has been injured due to poor working conditions for a railroad company, Call a somekeyword at SMSH today. With over 100 years combined experience, our somekeyword will aggressively fight for your rights. Call now, 1-800-282-2122

An Overview of Compromise Agreements

A Compromise agreement is a document which contains the terms governing the termination of an employment contract. In short, it defines the relationship after employment ends. It is the most cost effective and time saving of the three.

The main purpose behind a compromise agreement is that in exchange for a financial package, the employee will waive the right to be able to bring certain claims against the employer in an employment tribunal. It is in essence a -full and final settlement- for any potential claims. It is therefore necessary that both the employer and employee understand the employment rights which will cease to exist upon the signing of a compromise agreement.


The London Compromise Agreements sets out an overview of the elements which make up a compromise agreements and it may also be referred to as a severance agreement of termination agreement.

A compromise agreement is a document containing the terms governing the termination of an employment contract. In order to be legally binding a compromise agreement should fulfil some of the conditions like the agreement must be in writing. It must relate to a particular complaint and the employee must receive independent legal advice. It also includes that the advisor must have in force a professional indemnity policy. The agreement must identify the adviser. The agreement must state that the conditions relating to compromise agreements have been satisfied.

The agreement also contain details of the financial package which has been offered or negotiated as well as other terms governing the end of the employment relationship.

The above requirements have to be incorporated into any compromise agreement it is important that a compromise agreement should be negotiated and drafted to fit the specific circumstances. For example if the employer is offering the employee a financial package above what is the contractual and statutory minimum, then the employer may wish to introduce new restrictive covenants into the compromise agreement or other provisions to protect their business interests. For an employee being made redundant, they may wish to have certain restrictive covenants removed or shortened in order to get a new job.

Employment law is a specialised area of law and you should always take advice from an employment lawyer and let them guide you through the relevant employment issues.

London Compromise Agreements provides a general understanding of compromise agreements. Each compromise agreement should be drafted to fit each individual's circumstances.

The key issues in a compromise agreement only involve a few relevant facts. To help identify these key issues it is advisable to seek the advice of an experience employment solicitor, and an initial telephone conversation can be invaluable. At Stone Joseph the initial telephone conversation is non-chargeable, so you will be able to get the advice of one of our specialist employment partners and from the outset you will be aware of the full picture and have a recommended strategy.

In any compromise agreement there should be a clause stating that the employee will be paid their salary and all contractual benefits up to and including the termination date. If the employee has any accrued holiday pay this may be mentioned here. In case the employee has taken in excess of their holiday entitlement then this will be deducted from the final pay cheque.

London somekeyword is a UK website created by Stone Joseph Solicitors, a specialist employment law firm, to provide advice and analyse the issues involved in assessing somekeyword and redundancy packages.

Workers' Compensation Lawyer

Workers' Compensation Attorneys comprise the specific class of lawyers who devote their legal practice to handling workers' compensation claims. Worker's compensation refers to the insurance or compensation provided to cover any personal or physical injury, medical reimbursements, loss or death in workplace or within the employment tenure. These laws for worker's compensation are a result of long fought battles by trade unions and still in the 21st century Worker's compensation or Worker insurance are characteristics of very advanced and developed societies.

In common, employers enjoy the liberty of deciding where to give worker benefits or compensation. In California, however, the law states that the employer needs to carry Worker's Compensation Insurance or be qualified for self insurance to cover any on-the-job injuries. Work related injuries or illnesses include limb disorders, heart and lung diseases, hypertension or severe accidents in workplace that even make individuals cripple for life. In these cases, workers' compensation benefits may allow for money for time off during recovery of an injury, reimbursements of medical expenses or compensation for a long term disability or permanent impairment.


Getting the deserving compensation in the right way is not very easy and simple. Determining your eligibility to get compensation in many cases gives rise to complex issues which may lead to disputes denying your compensation or injury claims. Such situations get out of your control and what you need is a professional legal assistance of a Worker's Compensation Attorney.

Employment laws and legal rules binding employment issues are continuously changing in an effort to keep pace with the changing modern society. Workers' Compensation Attorneys are the appropriate persons who are updated and well informed with the latest employment laws and can help you making you aware of your specific rights and obligations as an employee.

If you search for Workers' Compensation Attorneys, you will find very few Law firms or lawyers devoting their practice to this field of law. Selecting the right attorney for your case may be an uphill task. Make certain necessary considerations while choosing your lawyer which includes the following: your Worker Compensation Lawyer must be patient and tolerant and a good listener, he or she must be able to analyze and understand the case by listening to you without doing any research or survey, he or she should demonstrate enough confidence to convince you that he or she is capable of handling your case and last and not the least is the fees he will charge for your case are based on the law and usually will not exceed 15% of your permanent disability settlement recovery.

Your search for a reliable, expert Worker Compensation Attorney ends here. Visit somekeyword for more information. Our Worker Compensation Attorneys have earned fame serving clients in California and successfully obtaining worker compensation and fair settlement for more than 30 years.

Slip And Fall Lawyer - Preserving Evidence

Accidents can happen to anyone at any time. If you find yourself in a situation where the help of a slip and fall lawyer is needed, it is important to act fast. Evidence needs to be collected as quickly as possible, and a skilled legal representative can ensure that that happens.

The very first thing you should do after being involved in this type of an incident is to document any evidence that you possibly can. If you are physically able to do so, you should take a photo of the scene where the incident happened.

It will be important to clearly show the circumstances surrounding the incident in negotiations or in court. Since the scene can quickly change, it is imperative that you have physical evidence that your slip and fall lawyer can use to support your case.

If you slipped and fell on an ice drive that wasn't properly salted, the ice could be melted by the time you return to take a photo, effectively destroying evidence in the process. Additionally, if your injury was caused by a spill that wasn't properly cleaned up in a store or a restaurant, it would be very easy for an employee to walk by with a mop and quickly clean up the spill.

Whether done intentionally by an individual or simply by a change in temperature, the details surrounding your accident need to be backed up by photographic evidence. If you are unable to take a photo yourself, ask if someone who witnessed the incident to take a photo for you. With the advanced technology of smart phones today, it should be fairly simple to a good quality photo that can serve as crucial evidence for your case.

Witnesses can also provide critical evidence for your case. They can offer details that you may not remember or that may not be evident from a photograph. If you are able to get signed statements from witnesses, it can provide a boost to your case that your slip and fall lawyer can use to protect your rights.

If you are seriously injured as a result of an incident, it is best to allow an experienced slip and fall lawyer to handle the preservation of evidence for you, while you focus on your physical recovery. An attorney can investigate the details of your situation and decide the most effective way to assist you.

They may be able to negotiate with the responsible party's legal representative to collect compensation to cover your medical bills and time off from work. If negotiations are unsuccessful, a slip and fall lawyer will be able to use the evidence that either you or they collected to work towards a favorable outcome for your case inside of the courtroom. Whatever your case entails, preserving any evidence will be crucial in determining whether or not you have a successful end result.

Police Arrest Family Services Investigator For Statutory Rape

Being accused of acting abusive towards a child is a serious problem, that has life-changing consequences. Not only could parental rights be terminated, but also the suspect could face jail time as a result. Those that investigate these crimes, childrens protective service agents, are responsible for acting in the best interest of the child, protecting their physical and mental well-being. Experienced child protective services defense lawyers in Michigan can verify however, that just because these agents are in charge of making large-scale decisions affecting the family, does not mean they also cannot be held for criminal charges.

As reported by JusticeNewsFlash.com, a family services investigator is facing significant punishment if convicted of the criminal charges against him. According to the news source, on June 27th, law enforcement officials discovered Rod Carter, 45, having sexual intercourse with a 15 year-old girl in a parked car. Police suspect that the child abuse detective met the girl the night of his arrest, leading them to question whether the teen was working as a prostitute. Nonetheless, law enforcement immediately brought Carter to the local jail on suspicions of statutory rape charges.

Serving as an investigator for a County Department of Children and Family Services, Carter is responsible for looking into urgent reports of child abuse or child neglect, as they are reported through the emergency hot-line. Although his employers confirm that he indeed works with them, they also maintain that he was not on the job at the time of arrest. We can confirm that this employee was not on duty or acting in any official capacity as a DCFS employee at the time of the alleged incident, explained DCFS spokesman Nishith Bhatt.

As a result of the statutory rape charges against him, Rod Carter is facing several serious consequences. Not only could he face legal repercussions, but an investigation by county officials could result in a termination of employment, as his job involves investigating child abuse. This will ultimately affect both his personal freedoms and livelihood in a very negative way. If accused of sex crimes against minors in Michigan, it is essential to be proactive in securing the best legal defense for your case. Contacting hard-working and knowledgeable child abuse attorneys in Michigan can ensure the legal advice and legal representation needed to beat the harsh accusations against you. Acting quickly is in your best intere

Mesothelioma Treatment-commonly Asked Questions About Hospice Care

There are a number questions you will need to ask once you and your family have decided to seek for the services of a hospice care program in the management of your well advanced mesothelioma cancer disease. These common questions are:

1-What is the accreditation status of your prospective hospice?
Is the agency accredited (certified and licensed) by a nationally recognized group, such as the Joint Commission? The Joint Commission is an independent, not-for-profit organization that evaluates and accredits health care organizations and programs. It is an important resource in selecting quality health care services.

2-Is the agency certified?

Is this hospice program certified by Medicare? If so it means that the agency has met Medicare-certified minimum requirements for patient care and management.

3-Is the agency licensed?

Does the agency have your state license?

4-Does the agency have good consumer information?

Does the agency have written statements outlining services, eligibility rules, costs and payment procedures, employee job descriptions, and malpractice and liability insurance? Ask them to send you any brochures or other available information about their services.

5-What about references?

How many years of experience does the agency have? The agency should be able to provide you with references from professionals, such as a hospital or community social workers, who have used this agency before. Ask for names and telephone numbers. A good agency will give you these if you ask for them. Talk with these people about their experiences with the hospice. Also, check with the Better Business Bureau, your local Consumer Bureau, or the State Attorney General's office.

6-What are the criteria used for admissions by the agency?

How well does hospice work with each patient and family to apply policies or negotiate differences? If the hospice imposes conditions that do not feel comfortable, it may be a sign that it is not a good fit for you. If you are not sure whether you or your loved one qualifies for hospice or whether you even want it , is the agency willing to meet with you to help you talk through these concerns?

7-What is their plan of care?

Does the agency create a plan of care for each new patient? Is the plan carefully and professionally developed with input from you and your family? Is the plan of care written out and are copies given to everyone involved? Check to see if it lists specific duties, work hours/days, and the name and telephone number of the supervisor in charge. Is the care plan updated as your needs change? Ask if you can look at a sample care plan.

8-Who is their required primary caregiver?

Does the hospice require you to have a primary caregiver as a condition of admission? What responsibilities are expected of the primary caregiver? Will someone need to be with you all the time? What help can the hospice offer to organize and assist the family's efforts? Can the hospice help you fill in around job schedules, travel plans, or other responsibilities? If you live alone, what other options can the hospice suggest?

9-How is their Initial evaluation done?

Who does the initial evaluation for the agency, is it a nurse, social worker, or therapist that comes to you to talk about and evaluate the types of services you may need? Is this done in your home, rather than over the telephone? Does it highlight what you can do for yourself? Does it include input from your family doctor and/or other professionals already involved in your care? Are other members of your family included in this visit?

10-What kind of personnel is the agency using?

Are there references on file for home care staff? Ask how many references the agency requires for each staff member who gives home care (2 or more should be required). Does the agency train, supervise, and monitor its caregivers? Ask how often the agency sends a supervisor to the patient's home to review the care being given to the patient. Ask whether the caregivers are licensed and bonded. Who do you call if you have questions or complaints? What is the procedure for resolving issues?

11-What are the costs?

How does the agency handle payment and billing? Get all financial arrangements, costs, payment procedures, and billing in writing. Read the agreement carefully before signing. Be sure to keep a copy. What resources does the agency provide to help you find financial assistance if it is needed? What kind of payment options are available?
Some other questions you might need to ask will center on the telephone response of the agency, their limits of treatment and your rights and responsibilities as a patient amongst other considerations.
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You and your loved ones are facing a sensitive and difficult time, facing likely imminent death is not something you can do on your own. Hospice care is a way to get the help you all may need. Please remember that there are also professional cancer information specialists who are ready to talk with you about your concerns. They are available 24 hours a day, 7 days per week at the National Cancer Information Center. You can speak to one of them by calling 1-800-227-2345.

An Overview Of The Patent Process

So you have an idea that you would like to patent.

Youve heard that you need to file a patent application. You ask, Where can I get one of these patent applications, so that I can fill it out.

Unfortunately, its not that simple. A patent application is more like a legal brief than a job application or other form you might routinely fill out. Also, getting a patent on your invention involves dealing with the Patent Office, a government agency like any other, that has volumes of rules regarding how to deal with them during what it known as the patent process. The purpose of this article is to present a simplified overview of the major events in the patent process, from beginning to end.

Prior art search

Although a search is not officially part of the patent process, it is universally recommended as a precautionary measure. The search will look for other patents and/or publications on inventions similar to yours. Hopefully, if any such inventions exist, the search will locate them. If any of these found inventions are so close to your invention that pursuing a patent would probably be a waste of time and money, then the search was worthwhile. If the search does not find any other inventions that are close to your invention, the search will usually show what the next closest inventions are. This information might be useful to determine how much of the invention is really new, and how much has been done before. This might either encourage or discourage an inventor from pursuing the invention, when they consider the value of what they have truly invented.

Patent Application

Once the inventor feels confident that a patent is worth pursuing, the next step is to file a patent application to get the ball rolling. A patent application is a legal document that describes the invention in both legal and technical terms. The Patent Office has an abundance of rules that specify exactly how a patent application must be prepared and submitted. Unless the inventor has experience in drafting patent applications, a patent agent or attorney should be hired for the task.

When the patent application is filed, the invention instantly becomes patent pending which means that a patent has been applied for, and the inventor is waiting to see if a patent will be granted.

After the patient application is filed, the waiting game begins. Due to the huge backlog of filed patent applications, it can take the Patent Office months, even years, to review a patent application. On the average, it takes 6 months before the patent office examines the patent application.
Examination

Eventually, the Patent Office will assign the application to an examiner. The examiner is an employee of the Patent Office whose job is to review patent applications and handle all correspondence with the inventor or his agent. The examiner will conduct his own prior art search to look for similar inventions. Then, based upon what he finds in the search, he might either accept or reject the patent application.

If the patent application is allowed by the examiner, it will usually issue into a patent within a few months. However, if it is rejected, the examiner will issue an Office Action explaining why the application is rejected.

There are two major reasons why a patent application will be rejected: First, the invention is not novel enough when considering what others have already invented in the field. Second, the application violates some of the formal Patent Office rules about the form and content of applications.

Amendment

In response to a rejection by the examiner, the inventor or his agent can file an amendment. The amendment is a legal document which either changes portions of the application, argues why it is O.K. as is, or does both.

If the application is rejected because of lack of novelty two approaches can be taken in the amendment. First, if it seems that the examiners reasons are faulty; arguments can be presented to show why the application should be permitted as it stands. Second, amendments can be made to the patent claims. The patent claims are legalistic sentences that define exactly what the patient would cover. Thus, the claims could be amended to cover less of an invention. This narrowing of the claims might make the application more acceptable to the Patent Office.

If the application is rejected because it violated some Patent Office rules, often change can be made to the application to comply with the examiners demands. However, some defects in the application cannot be cured. For example, if the application did not provide enough detail about the invention when it was filed, new information cant be added to fix the problem.

Examination after Amendment

Once the amendment is filed, the examiner will once again review the case and again determine whether the application is allowable. If there are still grounds for rejection, the examiner will issue another Office Action. Often, however, this action will be stamped final. When a final action has been issued, the inventors options are very limited. The rejection is by no means truly final, however, because the fight for a patent can continue if the inventor so wishes. One option is to appeal the examiners decision to the examiners superiors, or even to an appeals court. Another option is to file a continuing application.

Continuing Applications

If the pursuit of your invention hits a dead end such as by receiving a final rejection, a continuing application can be filed. A continuation is a new patent application that describes the identical invention as described in the earlier application. However, the continuation is given the priority date from the earlier application. In other words, when reviewing the continuation application the Patent Office will use the filing date of the earlier application to determine which new inventions can be considered against it. So, if you filed an application in 2006, and aa publication described your invention in 2007, and you file a continuation in 2008, the patent Office cant count the 2007 publication against you when they evaluate the continuation patent application.

Sometimes after filing the application, the inventor makes significant improvements over the invention described in the patent application. To apply for protection for these new features, a continuation-in-part application is filed. The continuation-in-part describes the old invention and adds new features. As in the continuation application described above, the inventor gets credit for the information about the old invention that was contained in the earlier application. So, the continuation-in-part allows an inventor to add improvements to older versions of the invention, while not losing the filing date from the earlier application for the old invention that was contained in the earlier application.

Often, since the continuation or continuation-in-part is filed, the earlier application is abandoned. In other words, from that point on, the inventor only pursues the later application and gives up on pursing the earlier one.

Allowance

Once an application is allowed, as previously mentioned, a patent will usually issue in a few months. First, however, an issue fee must be paid to the Patent Office. When the patent issues, copies will be mailed to the inventor or the attorney. The patent gives the inventor the right to exclude others from making, using or selling the patented invention throughout the United States. The inventor can obtain an injunction in a federal court to stop unauthorized infringement of the patent, and can file suit to collect money damages from infringers. In addition, the inventor has the right to sell or license any and all rights to the invention, or to keep them all to himself.

Maintenance Fees

Patent maintenance fees are due 3 years, 7 years and 11 years after the patent issues. These fees must be paid to keep the patent in effect. Hopefully when these fees become due, the inventor is already realizing revenue from the invention, thus making the payments less painful. In the alternative, as the fees become due, the inventor can evaluate his or her situation to determine if the fee is worth paying, or if the money would be better spent on another project or on refining a different invention.

Sail The Seven c's To Arrive At Positive Change

Here a problem, there a problem, everywhere a problem, problem, oh McDonald had a problem, E, I, E, I, O, OH NO! The world is full of problems, just ask any cynic. Perhaps, youre reading this because you want to be a problem solver, or hopefully, you are looking for ideas to serve as a lighthouse to guide you in making a constructive transformation of some sort in the microcosm of your locale, business, place of employment, or even the greater global community. If you are motivated to make a positive difference somehow, someway, you are invited to continue.

Margaret Mead said: Never doubt that a small group of thoughtful, devoted citizens can change the world; indeed it is the only thing that has.

Here is the course these citizens have navigated to reach their destination and so can you.

1. Conviction
2. Courage
3. Counsel
4. Craft
5. Cooperation
6. Communication
7. Commitment

We all have at least one problem that we are passionate about solving. This passion is the Conviction. The issue could be an unfair practice at work, increasing productivity, taking care of employees interests, or filling a market niche and increasing exposure. There could be a need for a fence around a school campus for child safety or even an absurd zoning regulation that should experience extinction. It might even be a larger task of bringing peace to a civil war. Conviction is always the first and easiest part of the journey. It is also the closest to the harbor of non-involvement.

Courage is the fortitude to step forth and become involved. It also requires that we assess our attributes, attitude, and resources while looking forward at Commitment. The spark of Courage comes from within, but can be fanned into a formidable blaze with the winds of support and fueled with victories. Gain inner strength from meditation on positive words, inspirational experiences, and principles. Courage is the fortress of character that will sustain you through to the success of a positive change.

Counsel, the third C, may involve more that just seeking advice from friends or others who have traversed a course similar to your undertaking. The gathering of as much information and ideas as possible is a large ocean of consideration. Here are just a few of its tides. What is the underlying cause? How did the problem arise? What could have prevented it? Who, what, and to what extant are the effects of the condition? Who, what, and to what extant will a solution produce affects? What have been or are the possible obstacles? What may be the physical, mental, emotional, spiritual, and financial expenses and liabilities? What are the rights and responsibilities of all involved? Who will be responsible for maintenance of the solution? The process of Counseling may necessitate the services of an attorney to look at the legal issues, required paperwork, and ramifications. Keep in mind that its a mathematical certainty, the more data collected, the greater the possibilities for the next C.

Once youve spent an impressive tour in the waters of Counsel, Craft a map of creative solutions. Transcribe in detail the prospective routes. This will be beneficial through the remaining Cs. Youll need to draft blueprints to pass the doldrums of apathy and indifference, as well as, strategies to affront the hurricanes of skepticisms and tsunamis of intolerance.

Next, network Cooperation from as many individuals, organizations, and businesses as you can that may possibly have a stake in the outcome of the resolved problem. There have been volumes written on techniques for networking, particularly in the realm of business. If you are not familiar with recent discussion on this topic, take the time and effort to do so. Within this C you may also need to allocate responsibility.

Communicate the objectives, articulate ideas, impart information, share feelings and feedback. This must be a multi-directional, fluid process throughout your network. Communication should be a haven where each feels safe from storms of emotions and treacherous reefs of self-centeredness. Communication needs inlets of openness where all the shipmates are respected. Locate the placid bays where tacit whispers of ideas can be heard, for here may be found a treasure chest of possibilities. How this C is crossed determines the success or failure of the voyage.

Commitment can be the most arduous C to navigate. It may entail a return to one or more of the previous Cs for continued buoyancy and not sinking from the onslaught of the monsters of doubt and new problems that have surfaced. You may come across false successes as Sirens alluring you from the true goals. Undoubtedly, you will also experience the icebergs of setback, threatening to put a tragic end to your gallant journey. Consequently, select a theme, adopt a saying, a religious verse, a motto, or creed. Such a statement of belief will aid in keeping your sights focused on the new shore, the destination of resolution and the treasures to be achieved.

You could be a new seaman or an experienced captain, non-the-less, use this as your sextant for setting sail. When you have reached the territory of a successful resolution consider another adventure, a new exploration in discovering a problem to be conquered in the name of positive change.

Bon Voyage

How To Survive A Background Check

Sooner or later the time will probably come that you have to undergo a background check. To most people, the prospect of subjecting yourself to scrutiny by an unknown organization is little cause for concern. For others, however it can be an agonizing ordeal that could affect their livelihood and the future course of their lives. So if youre one of those people who is anxious about the fact that you will have to undergo a background check as a prerequisite to being hired at the job of your choice; what do you do? How should you approach the subject?

RULE # 1: PLAN AHEAD. If you have a criminal record that you think may prevent you from getting the job you want look into having the record expunged. When a local court expunges a record it is just like it never happened. It should not show up again on your criminal record. HOWEVER, it is possible that it will show up in a statewide or NCIC (FBI) check because the records are already in that system and it may be a while before they are purged. Do a Google search on criminal records expungement and you will find a wealth of information including firms that will do it for you and ones that will provide all the paperwork so that you can do it yourself and save money. Note that this is not a quick fix. The process could take a while. Do a preemptive background check on yourself if needed. Go down to the court clerks office and ask to get a copy of your criminal record in that county. This is something that you should address before you start sending out rsums.

If your problem is a poor performance record at a previous job try to make it right with the previous employer. Just about everyone has had a boss that they did not get along with for whatever reason. You know that if this person is contacted by a prospective employer that he/she will paint a picture of you as an inept idiot.

One suggestion is to swallow your pride and admit your problems and try to convince them that you have changed so that if he is called on for a reference you at least have a shot at a positive response. Have a friend call your previous employer and find out what they are saying about you when asked about your competency, character or performance. Be preemptive in your rsum. Address the problem where you can describe it on your own terms.

Try volunteering to help charities with your particular skill. A positive reference goes a long way to balancing out a negative one.

RULE # 2: TELL THE TRUTH. Lets say that you had a minor indiscretion on your record such as shoplifting. If your job application asks if youve ever been convicted of a crime you should tell the truth and answer correctly. If you dont, and you are found out, in the mind of the Human Resources person you are not only a thief, but a liar as well. It is much better for you to tell them than for them to find out about your record later. You may want to rehearse this with someone before you are interviewed. Be prepared to tell them why the incident happened and how you learned from that experience and how you are a changed person now.

Also, you should know that background checkers are people too. When a person at a background checking company is working on your file and they find out that you did not tell the truth about your criminal or job history, they are going to approach the rest of your report with a higher degree of skepticism. Thats just human nature. Your report then tends gets reexamined with a fine tooth comb.

RULE # 3: ANSWER QUESTIONS AS THEY ARE ASKED. Dont volunteer any information that is not asked for. Example: if the questionnaire asks you if you have been convicted of a crime in the last 7 years and your conviction was 7 years and one week ago, you answer No. If the question asks you if you have ever been convicted of a felony, dont volunteer any information about a misdemeanor. Be prepared for these questions in an interview and on an application. If at all possible have an application e-mailed to you so that you can fill it out at your leisure.

RULE # 4: LEARN WHAT YOUR RIGHTS AND OPTIONS ARE. Law books are full of the rights of individuals and nowhere is this more true than in the employment arena. Again, do your homework. Learn what recourse you have if a potential employer denies you employment based on a negative background check finding. For instance, did you know that you have the right to actually see the background check report and to challenge its findings if they are incorrect? Nothing in that report should come as a surprise to you. You know where you worked, where you went to school what degrees and accolades you earned.

Conversely, you need to be aware of the rights of the employer to know about your past. For example most people believe that there are certain questions that an employer cannot ask of a previous employer. THAT IS SIMPLY NOT TRUE. Its one of those urban legends that people think is true. A previous employer may refuse to answer the question, but a prospective employer can ask anything they want to.

I could write a whole article just on this question of what can be asked. Let me explain it simply. An employer can ask any question about your competency, character, work habits, attitude, etc. Most employers stopped answering those kinds of questions years ago, but that doesnt mean they cant be asked. In fact, a smart background checker will get those questions answered in some form even though a person has been instructed not to answer those types of questions. I always say that those rules were started by lazy attorneys (you know, the ones who get paid the same if they work or not). They tell people at their company not to answer those questions because they dont want a potential lawsuit from an ex-employee. Well, what has happened is that more aggressive attorneys on the other side of the issue started suing companies that refused to give negative (but true) information on a previous employee, believing that by not answering a direct question they have, in fact, shifted liability to themselves.

Another myth that virtually everyone believes is that an employer cannot ask your date of birth. NOT TRUE. They cannot discriminate based on your age (for that reason many dont ask) but it is usually required for a criminal history report. Any employer that believes that date of birth cannot be asked probably also believes that their interviewer needs to be blindfolded so that, God forbid, he cant tell a persons sex or race.

We always suggest that a previous employer tell DOCUMENTABLE TRUTH. Example: If I ask a previous employer if there is anything that they can tell me about an applicants competency or character and they answer by saying, He was a real bum. He was always late for work and didnt care about his job. That could get them sued, but if they answer with documentable truth such as, We have a policy here that if you are late three times you are written-up. He was written-up three times in two years. That can be documented.

What do you do if you have a major negative on your record such as a felony conviction for embezzlement and you are looking for work as an accountant? One suggestion is that you look into having yourself bonded at your own expense. That takes away the risk from the employer. It may be somewhat expensive for you, but that may be what it takes for you to work in your chosen profession.

In summary, plan ahead, do your homework and know and understand your rights and the rights of your prospective employer.