What Is a Labor Law Poster?

We have all seen Labor Law posters in our break rooms or bathrooms. These are usually about 3ft x 2ft poster. Have you ever read what it actually says on it? Do you know why is it so important for every business to have it posted?

Well, here are some important points about the requirements of Labor Law postings. Lets start with where do they come from and who mandates them. OSHA (Occupational Safety & Health Administration ) requires every business in the United States, that has employees, to post employee rights in a conspicuous place. Some rights are mandated by Federal law, and others by State law. Every state is required to post Federal employee regulations.

You DO NOT need to post employee regulations ONLY if:
1. you have no employees
2. you have only contract employees or volunteers
3. your business is family owned.

There are 9 required Federal postings.
Some of them are:
-Equal Employment Opportunity is the Law
-Federal Minimum Wage 2009
-Employment and Reemployment Rights Act
-Employee Polygraph Protection Act
-Anti-Discrimination Notice and some others.

State requirements are different in every state. If your business contains 10% or more Spanish (as their native language) speaking employees and is located in the following states AZ, CA, FL, GA, NM, NC, NY, TX you are required to post employee regulations in both English and Spanish language. However, this rule does not apply to any other languages.

Did you know that The Employee Polygraph Protection Act of 1988 (EPPA) prevents employers from using lie detector tests, either for pre-employment screening or during employment with certain exemptions? Employers generally may not require or request any employee to take a lie detector test, or discriminate against an employee, or job applicant who refuses to take a test, or for exercising other rights under the Act. Every employer is required to display the EPPA poster in the workplace for their employees.

Another interesting fact: an employer is not allowed to discriminate a person because of his/her age during hiring. (Equal Employment Opportunity is the Law)

All these laws have to be displayed and all of the employees must have access to them. Knowing your rights is a vital part of every employee to employer relation.

To find out more and browse threw Labor Law Posters by state please visit http://www.complianceassistance.us/

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Boosting American Exports

President Obama announces the National Export Initiative, a single, comprehensive strategy to mobilize the Federal Government to promote increased American exports, level the playing field for American companies, and create new jobs for American workers. March 11, 2010.



http://www.youtube.com/watch?v=JFKgbgIGpBU&hl=en

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Teamsters Local 237 Law Enforcement

Teamsters Local 237 Law Enforcement



http://www.youtube.com/watch?v=Gs0BnAANXRY&hl=en

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Idiot of the Week for Oct 18 - Part Deux!

In this week's part deux we have: a man on the run for bank fraud accepts law enforcement official's friend request on facebook and is arrested, a man grabs a nurse's breast while the mother is in labor with his child, and finally drivers are pulled over because instead of putting the hood down after it flew up while on the road they simply stuck their heads out the windows to navigate.



http://www.youtube.com/watch?v=F54-RGaqbiM&hl=en

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Understanding Work Accident Claims

Many workers are shy about pursuing legal action following a workplace injury. Even if employees choose not to sue their employer, they should ensure the proper documentation and medical attention are handled promptly. It's possible for managers and HR personnel to talk to you immediately after a workplace injury as though they're looking out for your best interests. Even when they're completely sincere, things can change when the discussion goes to committee, and the collective account of what actually happened slowly changes to minimize their liability.

When a workplace injury occurs, always treat it as though you're going to file a workplace accident claim. If you choose to do nothing after making the proper reports and medical visits, there's no harm done; but if you don't account for and treat you accident with the seriousness it deserves, before long, it will be too late to change your mind if you suddenly decide to seek financial recovery.

So what should you do if you've had an accident in the workplace? The first step is to tell your supervisor at once, and ask for the first aid representative. Your Human Resources manager (who will probably be the first aid rep as well) will ask you to give a detailed account of the incident for an entry into the accident book. Be sure to read the log entry before signing it.

Next, if you have a union representative, report the accident to him or her. If possible, all relevant parties on-site should be informed the day of the incident, so that the details are fresh and less likely to be contested. If you need to take any day off from work due to the injury, inform your employer. US law requires that companies file an accident report with OSHA within 8 days of any injury-related days off, while UK law requires that companies file without the HSE if 3 or more days are taken off due to an accident in the workplace. While this is legally the obligation of your employer, not having a public record of the incident will make it difficult to file a Workplace Accident Claim.

To find out more about handling a workplace injury, click on Workplace Accident Compensation Claim.

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Where to Get Jobs For Teenagers

Teenagers cannot be picky since there are not many employers that make an effort to work with minors. Most employers won't hire teenagers under 18 because of the limited availability but there are some places, such as restaurants, go out of their way to work with those limits.

The best way is to go and ask places that you're interested, and also ask if they are hiring. During summer you can also do yard work for neighbors, or work at a swim club, lots of things to do! It might be find a painter or carpenter that needs help or other craftsman and jeweler. Employers wouldn't hire you only if you sound lazy.

The federal labor law states that minors can work at the office, grocery store, retail store, restaurant (not just fast-food), lodging facilities, movie theater, baseball park, municipal parks, amusement park, or gasoline service station.

Different employers have different policies about hiring minors or teenagers under 18. You will need references so talk to teachers, clergy, coaches, or anyone you have done casual labor for, friends, and parents. Be sure to ask if you can appoint them as a reference and let them know to expect calls from employers.

Teenagers under 18 have to provide proof of age before they can work and must tell their age before being hired due to the legal limits of the hours of the day they may be scheduled. Because of those limits teenagers can be denied employment due to age. Therefore, take jobs that people don't want in order to prove that you are a hard worker and to have something on your resume that you can point to when you are interviewing for a better job.

You shouldn't expect too much when finding a job and do not turn down any jobs. Work in anywhere that will hire you. Get the experience, learn from it, put it down on your resume and grow from there. You should apply for a job everywhere. If they're not interested to hire you, they won't give you a call. If they call you and ask for an interview, do not keep addressing that you're under 18.

You can work in a store as a stockroom helper or grocery bagger, it is a simple job but you would probably need a work permit or your parents' permission, depending on local rules. Also you can be a babysitter for your local neighbors who know you and trust you to do that. Employers will hire a teenager, if they have the hours that will suite your age. You cannot work on school days during school hours, you have a work curfew of 7 p.m., and not many places will want to hire a worker with limited hours.

In smaller towns, small grocery stores hire at younger ages for positions like stock and bagger. Think about a newspaper route or working in your local movie theater or rental store. With spring sports around the corner, apply to do concessions at your local park.

Alexa Lie is co-assistant for teen jobs online portal with her role in marketing and communication distribution. She has written many articles related to jobs for teenagers in the United States.

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McDonald's Corp. and Illegal Immigration

Once upon a time, McDonald's restaurants provided jobs for our young. It was an American teen's "rite of passage" to work at a fast food restaurant, as these jobs provided invaluable good work ethics throughout one's career. A movement began around 20 years ago to replace the young workers with limited-English speaking Latin American citizens. Many, who have long suspected that McDonald's franchises have been hiring illegal aliens, were not surprised that a Nevada franchisee pleaded guilty July 16, 2008 in federal court to felony charges of encouraging illegal immigrants to remain in the United States. Luther W. Mack Jr. owns 10 McDonald's franchises in Reno and Sparks, Nevada. As the buck has been passed down to his managers, some who will receive prison time, Mr. Mack was not charged in the case. However, someone commented on this video forum that the same people were back in his restaurant several weeks after the September 2007 raid. On March 26th 2010, Maricopa County, Arizona, executed warrants at four McDonald's restaurants, owned by Richard Coulston. The charges ranged from identity theft and stolen IDs, the same scenario as the Nevada 2007 raids. How much more proof is needed that hiring illegal aliens is common practice among McDonald's franchisers? "McDonalds is a tradition. We had most of our grandkids work in these fine establishments," Sheriff Joe Arpaio said during a press conference. "We are giving jobs away where our kids that are here in this country ...



http://www.youtube.com/watch?v=sWt74Lysgj4&hl=en

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Lawsuit Loan - Keys to Stopping Sexual Harassment in the Work-Place

Perhaps you've been subjected to sexual harassment in the workplace and would like to provide some tips to the individual engaging in such behavior. If so, you may wish to share the following with them: (1) do not make the mistake of treating individuals in the manner that you think they wish to be treated, but treat them in the manner they wish to be treated; (2) expend some effort to determine whether the other individual is actually participating and occasionally, at least, initiating the interaction between the two of you; and (3) always beware of the need to maintain the other individual's space, recognizing that you must first obtain their permission prior to invading that space.

Avoid touching individuals and/or standing too close to them without first asking whether they feel comfortable when you're doing so. It is unlikely that such conduct would be appropriate unless you and the other individual are close friends prior to engaging in such conduct. Any of these activities may serve as an appropriate basis for litigation against the employer, and are very likely to be situations for which you would qualify for a lawsuit loan.

It is important to keep in mind that relationships will change over time. Simply because behavior may have been appropriate in the past does not mean that conduct is appropriate at the present time. This is oftentimes simply a matter of the way in which the relationship has changed with time. If you are uncertain, you should always ask the other individual that such conduct is appropriate at the time in which he engage therein.

For those in managerial positions, you are advised to act in a prudent fashion. Individuals in such positions should limit compliments to employees' performance in the workplace, rather than employees' personal appearance. Additionally, it would be a rare instance in which it would be appropriate for an individual in a managerial position to comment on other employees' attire. You may qualify for a lawsuit loan to pursue an action against the employer due to a doctrine in law that makes the employee or, in many instances, liable for its employees' conduct.

A lawsuit loan it may be just what you need to cover your expenses while pursuing litigation against an employer in an effort to stop such abusive behavior in the workplace!

About Us

Legal Settlement Loans is the premier settlement lawsuit loan educational resource. We provide all the needed information to someone looking to get a lawsuit loan during their pending lawsuit. Visit us today to educate yourself further on lawsuitloans and how to find the proper provider. Apply for your lawsuit loan today!

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Spiritual Networking

Spiritual Networking is a cutting edge concept that transcends the usual networking notion. Spiritual Networking in itself embraces many aspects and manifestations that pertain to human connections. It is a Holistic and Organic approach, and a way to use a new outlook to translate connections. Being part of a growing multifaceted community can enrich our lives, and at the same time create a myriad of new possibilities for interactions, relationships and connections. As we organize into a normal social network, Humanity Healing is setting the standard, providing the backdrop of Global Service, Ethical Standards, and Professional Excellency. Humanity Healing's concept of Spiritual Networking can be condensed down to this single concept: to make this world a better place by gathering as many willing hearts as possible, be they individuals or organizations, and assisting with synchronization so that together we can send our actions and intentions out through the connection of our shared Humanity. The Ripple Effect concept has been a labor of love for Humanity Healing. The pebble has been dropped. The ripple is spreading. Will you be a part of the wave? Community Network: www.humanityhealing.ning.com Main Website: www.humanityhealing.net Foundation Website: www.humanityhealing.org ©2009 Humanity Healing Music: Enya, Athair Ar NeamahFAIR USE NOTICE This video may contain copyrighted material the use of which has not always been specifically authorized by the copyright owner. We ...



http://www.youtube.com/watch?v=DFNmL_TtYE0&hl=en

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Overtime Pay Violations

The Fair labor Standards Act (FLSA) generally requires most employers to pay their employees time and one-half (1.5) their regular hourly rate of pay for working more than forty (40) hours in a workweek. Such compensable work time may include forced, mandatory overtime as well as "off the clock" work. Even if an employer has a written policy prohibiting overtime, the employer may be required to pay for overtime worked if that policy was not enforced or if the employee was otherwise permitted to perform the work.

There are many schemes employers use to avoid paying their employees overtime. Some employers require or permit employees to work "off-the-clock" by having employees perform certain tasks before clocking in or after their shift is over. Another trick many employers use is they automatically deduct for meal periods, but do not completely relieve their employees of their work duties. These improper automatic deductions are common in the healthcare industry where nurses are often responsible for their patients and subject to recall during their meal periods. Some employers illegally deduct pay for short breaks. The law, however, usually requires employers to pay their employees for breaks that last only five (5) to twenty (20) minutes.

Other employers make their workers sign independent contractor agreements even though the worker is not really in business for himself. The actual working relationship, not a piece a paper, determines whether a worker is an employee. In general, an independent contractor works for more than one company at a time and controls his own work.

One of the most common wage violations is when an employer tries to avoid paying overtime by simply paying a salary to employees who are not exempt from the requirement that they be paid overtime. In general, executive level employees, administrative employees and professional employees are exempt from the overtime requirements. Some employers will give an employee a fancy title, but it is the actual duties the employee performs, not the job title, that determine whether an employee is entitled to overtime pay. For example, even if an employer creates a job title of "assistant manager" and pays that employee a salary, if the employee does not really manage anything or supervise anyone, he probably should be paid on by the hour and be entitled to overtime pay.

Another way employers commit wage theft is by misusing the "tip credit" in the restaurant industry. In certain situations, restaurants who employ wait staff can pay their wait staff $3.02 less than the minimum wage for hours worked where the employee receives tips. That $3.02 is sometimes called a "tip credit." To be able to pay its employees below the minimum wage using the "tip credit," an employer must first meet certain rules. If the employer does not comply with these rules, the "tip credit" is invalid and you may be entitled to the $3.02 deducted from your pay for each hour you worked. One common way the tip credit can become invalid is when an employer requires its employees to share their tips with employees who do not customarily receive tips, such as the restaurant manager, dishwasher, or chef. Such an improper tip pool can invalidate the tip credit. Another violation is when restaurant employers require their tipped employees to work only for tips. Bober & Bober, P.A. has handled many cases involving the restaurant industry. Even customarily tipped employees-waiters, waitresses, bartenders, busboys, food runners-are entitled to legal protection.

If you believe your employer or former employer has cheated you out of your wages, call Bober & Bober, P.A. or contact us through our web site at http://www.wageclinic.com. If we are able to handle your case, we do not charge any fees or costs unless we recover money for you.

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Indian student killed in Australia - India's FM condemns the attack with a warning to Aus govt

"We were under the impression that the message had been registered with the people and the government of Australia. We were assured by the Prime Minister that the government of Australia and the provinces would take the most stringent actions according to the law of the land." - Somanahalli Mallaiah Krishna, Indian Foreign Minister @0.32+ Last year's attacks triggered violent protests and strained bilateral ties between the two countries. The latest attack has prompted India to issue Australia a warning..... "I would like to convey that if more attacks to this nature continue to take place in Australia then government of India will have to sincerely think as to what other courses of action that lies with government of India and I am hoping that government of India will not be pushed to take such positions." - SM Krishna @1.20+ Australian Deputy PM Julia Gillard's easy "condemnation" (@1.51+) was + is no kind of solution. It is mere excuse-making + a kind of affirmation that racist attacks are still somehow permitted. What IS actually needed in Australia is CHANGE + genuine acknowledgement of Australian white settler society's main problem - that it is completely up itself, uhh. Shame on their complicit Labor Party!!! *



http://www.youtube.com/watch?v=r9xpNOgavlg&hl=en

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Jonathan Zittrain: "Minds for Sale"

A new range of projects is making the application of human brainpower as purchasable over the cloud as additional server rackspace. Jonathan Zittrain, Professor of Law and co-founder of the Berkman Center for Internet & Society at Harvard, dives into the ethics and issues surrounding cloud labor in this talk from the Berkman West reception at the Computer History Museum in Mountain View, California on November 18, 2009. INDEX 0:00 Open 1:47 West Coast vs East Coast 2:05 Ubiquitous Human Computing or "Minds for Sale" 2:32 The Tween Bot 4:14 Crowdsourcing "The Future of the Internet" 7:36 A tour of the Ubiquitous Human Computing pyramid 8:37 Example 1: The X-Prize 10:24 Example 2: Innocentive 12:08 Example 3: LiveOps 15:43 Example 4: SamaSource 16:16 Example 5: Amazon's Mechanical Turk 20:13 Example 6: The ESP Game 22:47 Example 7: Human Computing for Electronic Design Automation 24:01 Example 8: Google 25:24 Why Should We be Pessimistic? 26:38 Child Labor on PBS 28:11 Laboring for a Devious Cause 29:23 US Border Webcams 30:05 Smart Drive 30:45 Internet Eyes 32:09 Identifying Protesters 33:21 A Speculative Example 35:05 Mechanical Turking your way to a Fake Reputation 39:36 Mechanical Turking your way to a Political Movement 41:20 Captchas Sweatshops 43:03 "Crowding Out" 44:41 The Future of Crowdsourcing and How to Stop It 47:14 Clickworkers of the World Unite! 50:45 Monetizing Kindness 52:25 Q&As



http://www.youtube.com/watch?v=Dw3h-rae3uo&hl=en

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Stimulus Plan, $30M for Rats? Democrat Big Government Spending Bill, Pelosi's None-earmark

How can Democrats look themselves in the mirror after voting for this porkulus spending bill? They are growing our government. They are growing our debt. They are steeling our grandchildren's money to spend on their selfish "needs". They are criminals, and should be rounded up, placed in prison, and forced to do hard labor for the rest of their pathetic lives. jbranstetter04 Experts: Stimulus bill could backfire on US The US Senate has taken an important step in the fight against recession by passing the $838-billion economic stimulus bill, but the bill's protectionist clauses could backfire and hamper the country's recovery, Chinese economists said yesterday. The Senate approved the stimulus package on Tuesday after a long and fierce debate. But it is still bickering with the House of Representatives on tax cuts and details of government deficit as they try to hammer out a compromised version for US president Barack Obama to sign into law. "It's a major step to save the US economy, though uncertainties about the US economic prospects persist," said Dong Yuping, an economist with the Institute of Finance and Banking of the Chinese Academy of Social Sciences. "Such worries over the uncertainties cannot be dispersed in the short term," Dong said. What's worse, the US stimulus bill retains some protectionist clauses such as those on "buy American" products only and the one that restricts banks and other financial institutions that get taxpayers' money as bailout funds from ...



http://www.youtube.com/watch?v=R167ShA9PrU&hl=en

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How to Deduct Employee Benefits on Schedule C, Line 14

If you are a Sole Proprietor with employees, there are numerous employee benefits that you can deduct on Schedule C. Are you aware of what those are? If not, read on and get the scoop on this type of deductible small business expense.

First, let's discuss what should not be deducted on Line 14. Note that the Schedule C description for Line 14 reads as follows: "Employee benefit programs (other than line 19)." So we go to Line 19 and read "Pension and profit-sharing plans." In other words, do not include pension plan expenses or other employer-provided retirement plan expenses on Line 14.

Now on to the good news: what kinds of expenses can you deduct on Line 14? Here's an overview of the most common types of employee benefit plans:

1. Accident and Health Insurance Plans. Do you provide a health insurance plan for your employees? The amount of premium you pay is a deductible business expense for you and a tax-free benefit to your employees. Some employers pay 100% of the premium on behalf of their employees. Others share the expense, with the employer paying part and the employee paying part. If you are sharing the expense, be sure to only deduct your part of the premium payment.

Also, be careful not to deduct any health insurance premium you pay for yourself on Line 14. Self-employed individuals are never considered an employee of the Sole Proprietorship, so you are not allowed to deduct your own health insurance premiums on Schedule C. You may still qualify for a health insurance deduction, but you must take the deduction on Form 1040, Line 29. Check the rules on that, however, as there are specific criteria for qualifying.

One more comment here: If your spouse happens to be an employee of your business, you can put her on the health insurance policy as the primary insured, and you would be covered as one of her dependent family members. End result: you do get to deduct your own health insurance premium on Schedule C. There are at least two tax advantages to this approach: 1) You don't have to qualify for the Form 1040, Line 29 deduction, which is disallowed if you have a loss on Schedule C; and 2) Taking a deduction on Schedule C rather than Form 1040 reduces not only your federal income tax, but also your Self-Employment Tax, resulting in an approximate 15% additional tax savings.

2. Group Term Life Insurance Plans. Again, you only get to take this deduction for your employees, not for yourself. Sorry!

3. Dependent Care Assistance Programs.

Looking for more small business tax tips? For a free copy of the 25-page Special Report "How to Instantly Double Your Deductions" visit http://www.YouSaveOnTaxes.com Wayne M. Davies is author of 3 ebooks on tax reduction strategies for small business owners and the self-employed.

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Love Your Heckler

Labor Day weekend 2009 was over the top! A friend of mine and I preached open air at the Pismo Beach Pier on Saturday and Sunday afternoon. We arrived on Saturday at around 2PM. It was a glorious time serving along side my brother in Christ. While he preached, I prayed, passed out tracts, and served as a single-man "rent a crowd." Brother Robert had an appointment at 4PM, so after that, I was on my own. I reasoned within myself, 'better leave now, you shouldnt continue by yourself.' But at the same time I questioned my motive for wanting to leave. What was it? I was thinking of my own safety. My self-centered-reasoning was not based on loving GOD lifting up the Name that is above every name. My motive for wanting to leave was not based on loving man. I was more concerned for my own wellbeing instead of thinking of what was best for those who are lost, dying, under the wrath of God, and who desperately need be saved and enjoy peace with God. I understand that God can save people without me He is in need of no help! But at the same time, I also understand this, "brothers: not many of you were wise according to worldly standards, not many were powerful, not many were of noble birth. But God chose what is foolish in the world to shame the wise; God chose what is weak in the world to shame the strong; God chose what is low and despised in the world, even things that are not, to bring to nothing things that are, so that no human being might boast in the presence of God. And ...



http://www.youtube.com/watch?v=UaJrYfLbhrg&hl=en

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More Perspective - Dismal Employment Data - Bloomberg

Interview with Linda Barrington, Labor Economist at The Conference Board (Open Exchange)



http://www.youtube.com/watch?v=JL-RAreyypM&hl=en

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How are we being Controlled and Who is Doing it? Part 2

LEAA came into existence in 1968 with a huge budget to assist various US law enforcement agencies. Its effectiveness, however, was not considered too great. After spending $6 billion, the FBI reports general crime rose 31 percent and violent crime rose 50 percent. But little accountability was required of LEAA on how it spent its funds. LEAA's role in the behavior modification research began at a meeting held in 1970 in Colorado Springs. Attending that meeting were Richard Nixon, Attorney General John Mitchell, John Erlichman, HR Haldemann and other White House staffers. They met with Dr. Bertram Brown, director for the National Institute of Mental Health, and forged a close collaboration between LEAA and the Institute. LEAA was a product of the Justice Department and the Institute was a product of HEW. LEAA funded 350 projects involving medical procedures, behavior modification and drugs for delinquency control. Money from the Criminal Justice System was being used to fund mental health projects and vice versa. Eventually, the leadership responsibility and control of the Institute began to deteriorate and their scientists began to answer to LEAA alone. The National Institute of Mental Health went on to become one of the greatest supporters of behavior modification research. Throughout the 1960's, court calendars became blighted with lawsuits on the part of "human guinea pigs" who had been experimented upon in prisons and mental institutions. It was these lawsuits which ...



http://www.youtube.com/watch?v=YBvBy94AkiY&hl=en

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1 Samuel 4 (with text - press on more info. of video on the side)

1 Samuel 4 (New International Version) 1 Samuel 4 1 And Samuel's word came to all Israel. The Philistines Capture the Ark Now the Israelites went out to fight against the Philistines. The Israelites camped at Ebenezer, and the Philistines at Aphek. 2 The Philistines deployed their forces to meet Israel, and as the battle spread, Israel was defeated by the Philistines, who killed about four thousand of them on the battlefield. 3 When the soldiers returned to camp, the elders of Israel asked, "Why did the LORD bring defeat upon us today before the Philistines? Let us bring the ark of the LORD's covenant from Shiloh, so that it [a] may go with us and save us from the hand of our enemies." 4 So the people sent men to Shiloh, and they brought back the ark of the covenant of the LORD Almighty, who is enthroned between the cherubim. And Eli's two sons, Hophni and Phinehas, were there with the ark of the covenant of God. 5 When the ark of the LORD's covenant came into the camp, all Israel raised such a great shout that the ground shook. 6 Hearing the uproar, the Philistines asked, "What's all this shouting in the Hebrew camp?" When they learned that the ark of the LORD had come into the camp, 7 the Philistines were afraid. "A god has come into the camp," they said. "We're in trouble! Nothing like this has happened before. 8 Woe to us! Who will deliver us from the hand of these mighty gods? They are the gods who struck the Egyptians with all kinds of plagues in the desert. 9 Be ...



http://www.youtube.com/watch?v=xCg3faCquXM&hl=en

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How to Claim For Just Compensation in a Construction Accident

According to the Census of Fatal Occupational Injuries (CFOI), prepared by the US Bureau of Labor Statistics, construction sector workers are highly vulnerable to accidents. According to a 2008 report, the construction sector recorded more than 950 accidents (the third highest among all the industrial sectors) in 2007.

Hazards and risks that the construction worker faces cannot be totally eliminated. This is particularly due to the use of heavy equipment, such as machines, scaffolds, ladders and trolleys. However, on many occasions, construction accidents occur due to non-adherence to the prescribed safety standards. Insalubrious industry practices lead to worker causalities due to falls, burns, chemical exposures and explosions.

Occupational Safety and Health Act

According to Federal laws, a construction site must comply with the 'Occupational Safety and Health Act (OSHA) of 1970,' in terms of the safety standards. The law calls for strict adherence to the worker safety provisions and periodical inspection of the same. Some of the basic safety requirements include:

• Compulsory first aid box


• Installing fire extinguishers


• Proper testing of heavy equipment before on-site use.


• Compulsory safety caps and gloves for all workers while on-site

For detailed information about industry practices prescribed under the OSHA, you can either visit Osha.gov or consult a legal expert.

Who is Responsible for a Construction Accident?

In most US states, if the plaintiff can prove violation of safety standards under OSHA, the court holds the site owner or construction agency liable for the accident. To this effect, they are required to compensate the worker as per the court's orders. However, in some states, the court will ask for more evidence to declare a verdict.

Once the court rules in the favor of the plaintiff, the liability of different parties responsible for the construction site is weighed. Mostly, for construction work, there is a site-owner, who delegates the work to a construction agency or manager. The construction agency can either do the project themselves or outsource it to a sub-contractor. Depending on the degree of control over the work going on at a construction site, the individual liability of each party is defined. As per the regulation, the main contractor is primarily responsible for non-compliance to the OSHA safety standards.

Worker's Compensation

Most US states have worker's compensation laws, which offer insurance to workers in different industrial sectors. The law entitles a worker to compensation and medical treatment for any injury or damage at the work place. This law does not require the injured to prove the employer's fault in order to compensate workers. However, for heavy casualties or death due to a construction accident, the damages granted by worker's compensation are insufficient. Thus, to claim for just compensation, one has to file a liability claim against the site owner and other involved parties. It is advisable to consult a in the arena of construction accidents for a fair representation of your rights.

About Solomon Neuhardt:

Solomon Neuhardt is the owner and lead attorney at Neuhardt Law Firm, a member of the American Bar Association, the American Association for Justice, and represents individuals and families in personal injury cases, including accidents, medical malpractice, defective products, dog bites, and insurance disputes.

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Cap and Trade Bill Explained by Obama - Creates clean energy and new green jobs

Cap and trade will create jobs for sure; the problem is that they will be in other countries. This is not a clean energy bill, it is an anti-carbon bill. For this new law to work, it must raise energy prices. Just use your brain to think for a moment. If it does not raise energy prices, then why would industry or individuals change their ways and use less energy, or switch to "cleaner" sources of energy, or even worse, leave the country? So now that we agree that energy prices must go up in order for this law to have its intended results, the next question is who is going to be paying for these increased prices? The answer of course is you and me. You must ask yourself what is not produced by the expenditure of energy? If you think of any, then these are the things that will not see a price increase, but everything else will. This will be a huge tax increase on every one of us, rich and poor. And be assured that this is an unfair tax because of how it will be applied. It will be an increase in the price of products, goods, labor, and energy, which will unfairly affect the poor because the percentage of their income spent on these things is nearly 100%, while the rich have plenty of extra income to offset the effect of this tax increase. Obama and the democrats are planning a huge tax increase on the poor and middle class of this country, and they must be stopped. There will of course be unintended consequences with the passage of this law, which is normal when dealing ...



http://www.youtube.com/watch?v=8gsLQX7sNek&hl=en

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2-3 "You have Rights; the Government has Privileges"

Part 3 www.youtube.com Lighting the Fire of Liberty one heart at a time. Liberty: 1. a. The condition of being free from restriction or control. b. The right and power to act, believe, or express oneself in a manner of one's own choosing. c. The condition of being physically and legally free from confinement, servitude, or forced labor. 2. Freedom from unjust or undue governmental control. 3. A right or immunity to engage in certain actions without control or interference. Michael Badnarik sat down with me after teaching his 8 hr. Constitution class in Malvern, PA on March 15th 08. His class is very inspiring to say the least. We are in an Ideological War. Protect yourself from the constant bombardment from the misinformation army. The best tools anyone can use to defend themselves form our government are in the US Constitution. Michael talks about the differences between rights and privileges. He explains some of the basics of the constitution that supersede any laws that the federal government may pass on a fraudulent basis. Michael does a radio show 7:00am--9:00am CST Monday thru Friday. We The People Radio Network www.WTPRN.com To learn where Michael's next Constitution Class will be held, and to find his book "Good to be King" and DVD go to http - Preserve Our Constitution!



http://www.youtube.com/watch?v=uNjbIfzCEEI&hl=en

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Mike Benoit - The War on Drugs

Michael Benoit Libertarian party candidate for California congressional district 52 speaks on specific issues for the 2010 election. Introduction to how we can get back our Constitutional Republic by understanding that the immediate problem is that of the socialist mindset that most of our elected officials are bringing to the table. Michael Benoit brings liberty and Constitutional law to the 2010 elections. Michael believes YOU are the decision maker for you life. "A wise and frugal government, which shall leave men free to regulate their own pursuits of industry and improvement, and shall not take from the mouth of labor the bread it has earned - this is the sum of good government". Thomas Jefferson



http://www.youtube.com/watch?v=Oi9mSRwLHfc&hl=en

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HR Management

Human Resource (HR) management is the process of managing people and includes hiring, developing, assigning, motivating, and retaining employees to achieve organizational objectives. The contributions of HR management will vary depending upon the organization's size, objectives, functions, construction pattern, complexity, nature of production, and employers. In large organizations, the human resource management also acts as a strategic business partner to meet challenging business needs.

Globalization, corporate strategies, labor market changes, etc. led to the emergence of HR management. The main functions of human resource management are manpower planning; recruitment and selection of employees; employee motivation; employee evaluation and selection; industrial relations; employee services; and employee training, development, and education. Their functions will also include managing culture, facilitating change, strategic decision making, and creating responsive market driven organizations. The key characteristics of HR management are commitment, flexibility, quality, and integration. The "high-commitment-high-performance" HR management will improve quality of working life, quality of production, customer service quality, and organizational effectiveness.

The HR management's role is to encourage people to go beyond contract, to put business needs before rules, to develop skills, and to reduce conflicts by emphasizing common goals. HR management's contribution to corporate strategy is central. They focus on customers and they implement integrated change initiatives by fast decision making. It can directly communicate with the line management. Their leadership role is transformational and they do not emphasize standardization. HR management is valued for facilitation skills. They focus on culture change, to eliminate conflict, and develop the learning organization. The human resource management can also be answerable for an incredibly extensive list of responsibilities such as labor law compliance, health and safety guidelines, telecommuting administration, etc.

The human resource management handles a wide variety of concerns and issue areas within any company. With rapidly evolving economy, increasing technological beehives and incredibly unstable labor pool across a wide range of industries in today's world economy, human resource management play a vital role in the success of any business. It is in this context the human resource management plays the dual role of a manager and a mediator.

HR provides detailed information on HR, HR Software, HR Outsourcing, HR Jobs and more. HR is affiliated with Recruiting Software.

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Theft By Deception 4of9 - Deciphering The Federal Income Tax

revolutionmarch.com Part 4 of 9 of "Theft By Deception - Deciphering the Federal Income Tax" A MUST see video for ALL Americans that pay federal income taxes. This is a 3D animated documentary that clearly explains the statutes included in the Internal Revenue Code (26) related to federal income taxes. MORE IMPORTANTLY HOWEVER, IT SHOWS WHAT IS NOT INCLUDED IN THE CODE: FEDERAL INCOME TAXES FOR LABOR PERFORMED WITHIN THE UNITED STATES.



http://www.youtube.com/watch?v=UPAmfpDNf7A&hl=en

Houston Lawyer

Camp FEMA - Will You Go Quietly?

Internment camps in America... WILL YOU GO QUIETLY? - www.campfema.com



http://www.youtube.com/watch?v=G_BhjduzfS8&hl=en

Houston Lawyer

Labor Union vs Management - Both Sides of the Coin

Throughout this paper, I will identify the issues raised in the assigned scenario and describe what arguments I would make if I was representing the union in arbitration and if I was representing the employer in arbitration.

From the union's perspective, the issues raised in the assigned scenario are wrongfully accusing employees of theft; termination of employees without a just cause; Bonnie's termination is severely harsh in comparison to her 10 year model record of employment; denial of the rights of the employees to have union representation at a disciplinary hearing, and failure to provide evidence of employees' wrongdoing.

"Less is not more" as it pertains to raising issues during arbitration. Like a good advocate, I would try to raise as many issues as arguably possible. However, I am of the realization that qualitative issues trump quantitative issues. Like a pit bull, I would go for my opponent's jugular, and push the envelope as much as I can. Of course, I would endeavor to neither compromise my integrity or the legal code/code of ethics (as an attorney).

As the saying goes, "first things...first!" Therefore, I would allow the proper procedure to run its course: shop steward/griever communicates with the manager (in question). If unable to reach a resolution, a union official communicates with a higher manager. If still unable to reach a resolution, the union president would communicate with an executive. If all attempts at reaching a resolution to this point fail, then the employer and I would appear before an arbitrator as per our contractual agreement on Grievance and Arbitration: if the parties are unable to resolve any grievance, either party may submit the issue to the Arbitrator for final and binding resolution.

After the four steps 'dance' illustrated in the above paragraph, I would let the 'dogs loose' by arguing that the employees did not steal the shirts. I would underline this argument with the failure of the employer to provide evidence via a camera recording or employees' confession to refute my claim. Thus, I would be able to assert that the manager breached the contract, in particular, the Just Cause: no employee may be disciplined or discharged without good cause. I would emphasize not only the act of the breach but the harshness, too. For example, I would accentuate the model record of employment that Bonnie had maintained over a period of 10 years while waving her personnel file as an appropriate prop. Hammering the nail, I would declare that based on the evidence it can only be concluded that the employees, especially Bonnie, were terminated with extreme prejudice. For good measure, I would throw in 'the denial of requested union representation' by the manager at the disciplinary meeting although the employer has a legitimate defense (will be discussed, later).

In reference to the employee handbook containing the provision stating that theft is a terminable offence that was given to Clyde but not given to Bonnie because of her earlier date of hire; I would deem it negligible because of the following reasons. First, the collective bargaining agreement is a contract whereas an employee handbook is not a contract. Of such, management reserves the right to change the handbook's material at anytime as per the disclaimer in the front and back of the employees' handbook. Therefore, in the view of the union, an employees' handbook is null and void since it's not a provision of the collective bargaining agreement. On the other hand, theft is against the law and ignorance of the law is not an excuse for breaking the law. Howbeit, the preceding sentence is moot because the employees are not guilty of theft. If not, management will have to make a case against my position by first providing undeniable evidence supporting its claim.

From the employer's perspective, the issues raised in the assigned scenario are the employees were caught stealing, and theft is a just cause for termination. For theatrical (but strategic) effect, I would present the employee handbook containing the provision stating that theft is a terminable offence; given to Clyde upon his hire. As for Bonnie, I would stress the criminality of the offence - 'stealing is against the law' - a criminal/prosecutable act was committed on the company's premises as witnessed by the management upon viewing a camera recording.

More so, Clyde's termination is not severely harsh because of the long paper trail since his recent hiring. Like in the game of baseball, 'three strikes you're out' is relevant in Clyde's case. In addition, management reserves the right to reach a decision on disciplinary matters despite the absence of a requested union representative as per labor law. For example, management is allowed to reach a decision even although the investigated party (the fired employees) refused to participate without union representation at said disciplinary meeting. Anyway, it could be averred that the union representative wasn't immediately available because he didn't contact us until the following day.

Like the union's counterpart, management's advocate would apply the "Less is not more" model as it pertains to passionately raising issues during arbitration. I would mirror my adversary in all aspects described in the third paragraph of this paper.

After the four steps dance described in the fifth paragraph, I would effectively argue the issues raised in paragraphs six and seven, respectively.

The Arbitrator would more than likely rule in the favor of the union because of the lack of evidence: neither camera recording nor employees' confession. Thus, the Arbitrator would be forced to give the union the benefit of the doubt. Someone might counter that Clyde's termination would hold up even if Bonnie is reinstated because of her lengthy model employment in comparison to Clyde's unsuccessful and short employment record. To the contrary, Clyde and Bonnie would be 'in the same boat' (nope, not the getaway carJ) because the lack of evidence makes his checkered past not relevant to his reinstatement in his occupation. The late great Barrister Johnnie Cochran would put it best: "if you don't have the evidence to show... then you have to let my clients go."
In conclusion, I identified the issues raised in the assigned scenario and described what arguments I would make if I was representing the union in arbitration and if I was representing the employer in arbitration.

Karl A. Mitchell

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Foreclosure Cure 1

Stopping the bank dead: If you gifted your car to someone for free, and then sued them when they sold it for a profit, would you be able to recover any money? A very similar idea applies to the foreclosure process that is used against people. LEARN THE LAW AND FIGHT BACK AGAINST THE BANKS...THE COURT WILL BE ON ***YOUR*** SIDE. Visit my myspace page: www.myspace.com/foreclosurekiler Contact me if you'd like me to show you how to get the bank off your back. My tutoring is designed for people WILLING TO FIGHT for their home. This is not for roll-over and die types who prefer to allow a corrupt and greedy system take from them what they worked years for willingly. This country was never intended to allow banks to take from us our hard labor and assets WHILE THEY DID *NOTHING* FOR US IN RETURN. Time to get mad folks. How much more of this are we going to take? Shall we ride it straight into a massive and global DEPRESSION just because "We the People" are intimidated? This is about lawful and JUST remedy. Time to get ANGRY, or time to roll over and have everything voluntarily taken from us.



http://www.youtube.com/watch?v=zMu3JTN_ynY&hl=en

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Abogado en Espanol Miami Florida Overtime 23 spanish foreclosure

BIENVENIDOS A THE SAENZ LAW FIRM The Sàenz Law Firm es un bufete de abogados de servicios completo y multinacional. The Saenz Law Firm, trabaja con clientes que necesitan representaciòn legal en los Estados Unidos y en America Latina. Con oficinas en Miami, la Florida y en Lima, Perù, nuestro equipo de probada experiencia, excepcional y experimentada esta comprometido en llevar justicia a su negocio, a usted, ya su familia. The Sàenz Law Firm esta compuesto por jòvenes abogados cuya pasiòn es el derecho legal de negocios y ayudar a personas perjudicadas por la injusticia. Somos un equipo altamente competitivo y estamos enfocados en litigios civiles en Estados Unidos y America latina. AREAS DE PRÀCTICA * o Litigios entre Negocios Internacionales o Litigios Comerciales o Litigios por propiedades inmobiliarias o Relaciones entre propietarios y arrendatarios o Leyes de Inmigraciòn o Leyes de Trabajo y empleo o Y mucho màs! NO VE SUS NECESIDADES LEGALES EN ESTA LISTA? The Saenz Law Firm ofrece a sus clientes la ventaja de una red de abogados en la naciòn para ayudarlos con todas sus necesidades legales en los Estados Unidos. Ademàs, para sus clientes en los Estados Unidos, ofrecemos una red de abogados en America latina en las siguientes ciudades: * Bogota, Colombia * Buenos Aires, Argentina * Lima, Perù * Mexico City, Mexico * Rio de Janeiro, Brazil * Sao Paolo, Brazil Abogado en EspanolModificacion de Prestamo Hipotecario Modificacion de Prestamo de Hipoteca Modificacion de ...



http://www.youtube.com/watch?v=0Wa7hsjb6-M&hl=en

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Engineering Skills in the US vs China and India

Vivek Wadhwa, Wertheim Fellow, Labor and Worklife Program, Harvard Law School and Adjunct Professor/Executive in Residence, Duke University



http://www.youtube.com/watch?v=bvqqYDmLgjY&hl=en

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California Labor Laws - Prohibiting Racial Discrimination

The Labor Law in the California covers a wide range of topics and statutes that aim to protect the welfare of the employees without displeasing the various rights and privileges of the businesses. These law provisions intend to make a balance between the labor and the business sectors. However, because of the many discriminative acts done by some employers, this balance has yet to be achieved.

One of the discriminative performances of employers that have been causing disputes in the workplaces involves racial prejudice. Although the prevailing labor laws forbid pointing out employees just because they belong to a different race, many companies still make it difficult for some individuals to be treated fairly in various aspects of employment. These include:

• hiring process
  


• task assignment and workloads
  


• salaries
  


• use of company facilities and equipment
  


• benefits
  


• promotions
  


• seminars and skills training
  


• dispute resolution
  


• employment termination
  

Types of Workplace Discrimination

There are two possible ways an employee may be discriminated in his job. These are:

• 
  Disparate Treatment - this pertains to the simple acts of discrimination done by employers. It involves unfair treatment to the employees who belong to different law protected classes such as race, gender, religion, nationality and even age. Usually, this happens when an employer or a fellow worker uses insults or offensive comments or acts, directly or indirectly, to humiliate an employee creating him a hostile work environment that may also affect his job performance.
  
  


• 
  Disparate Impact - this pertains to the implementation of company rules and policies, which exclude particular classes regarding job applications, promotions and wage increases. For an instance, a company has implemented a rule limiting a writer position to white Americans. They may be liable for an offense since an individual's color or race may not considered as an important factor as regards to his ability and skills in writing.
  

Legal Remedies

The Racial Discrimination Laws guarantees protection to those employees who may have been unlawfully harassed or discharged from their work due to their race distinct from the majority. If they were able to prove a discriminative act of their employers, they will be entitled of the following reimbursements and damages:

• payment for their past and future loss of wages and other benefits
  
  


• general damages that may include pain and suffering, emotional anguish and loss of enjoyment
  
  


• punitive damages as may be determined by the court
  
  


• reimbursement for their attorney's service fees
  

Discriminated employees indeed have all the rights given to them by the law. Yet, due to the probable limitations of their knowledge about their rights, it is necessary for them to appoint an experienced labor attorney to handle their cases. This will certainly increase their possibility of obtaining justice and acquiring damages from their misbehaved employers.

Know more about attorney services focused on providing valid information regarding Racial Discrimination Law

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

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Advice For Pregnancy Disability Leave Law

Pregnancy is one of the delicate conditions wherein a lady passes through several changes in the body. Most of the changes are considered very obvious such as enlargement of belly during the time span of nine months. But along with this change, some women also feel complexities of nausea, exhaustion, very strange craving for food. Notwithstanding the fact, that they are very normal conditions during pregnancy, but they create problems on the work front for women. That is why pregnancy disability leave law has been enforced by law in order to provide relief and comfort to the expecting mother. This way they can be taken care of in the best possible manner as well as they can take care of their child in the best way.

In the nations such as Taiwan, Pennsylvania, Maine, US and European countries among others, this law has been successfully enforced so that pregnant women can take leave and give birth to a normal child that is absolutely fit. The enforcement of this pregnancy disability leave law has brought relief to virtually all the mothers as during these nine months they can give full attention to their health and body in the most appropriate way.

But in case, women are unable to get their rights fully, they can file case in the consumer court against the companies. In such cases, personal disability lawyers can be of great help as they can file your case in the most appropriate way. Following are presented some of the benefits attached with availing the services of the personal disability lawyer:

-The first and foremost benefit is that they can help you in getting leaves as soon as possible and for the optimum period of time so that everything goes in the desirable manner. This is because they provide most effective advice that can fetch fruitful results.

-The personal disability lawyers also charge very cost effective fees. On the other side, no hidden costs are involved that may tend to increase the cost of fees.

-They provide full privacy as they do not disclose about the case to any one.

-They make sure that all the technology related products are provided so that they can have comfortable time during that crucial period. This is during the starting period when pregnancy actually takes place.

Although there are elder that provide advice for taking care of the child, but disability lawyers also play a role of paramount importance. They also help largely in getting leaves at the earliest so that expecting mothers can have leisure time even at the time when they are about to produce new generation.

So, avail the services of the personal disability lawyer for the pregnancy disability leave law in order to get maximum leaves during this period. The fact of the mater is that there are franchising law firms available that provide the expert services that can help them immensely in this regard as they make use of health records. This help tremendously in getting leaves to the expecting mother.

Francisco Segura owns and operates [http://www.disabilitylawfacts.com]

Disability Law [http://www.disabilitylawfacts.com]

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BREAKING: Supreme Court Gives U.S. Government To Corporations, Unions Next In Line

http://www.youtube.com/watch?v=WnXLTFB3uq4&hl=en

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A New Paradigm for Capital and Labor? Pt. 1

The Federalist Society's Labor & Employment Law Practice Group hosted this panel discussion on Wall Street, Labor Unions, and the Obama Administration: A New Paradigm for Capital and Labor? at the 2009 National Lawyers Convention on Friday, November 13, 2009. Panelists included Mr. Harold Meyerson, Editor-at-Large for the The American Prospect; Ms. Amity Shlaes, Senior Fellow for Economic History at the Council on Foreign Relations; Mr. Damon A. Silvers, Associate General Counsel for the American Federation of Labor-Congress of Industrial Organizations; Prof. Todd J. Zywicki of George Mason University School of Law; and Hon. Steven J. Law, Chief Legal Officer and General Counsel for the US Chamber, of Commerce as the modeator. Part 1 of 10



http://www.youtube.com/watch?v=j0IUQlkzb3Q&hl=en

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Types of Law

Every citizen ought to know the Law of the Land. There is no excuse for not knowing the law. It will not help a person defend him or herself in a legal crisis. Ignorance can never be explained away.

Even when you have not acted against the law, you might need to know the law in order to protect yourself from people who might violate the law. To know ones rights and privileges is not only beneficial, it is absolutely essential. You will never know when the information you have at your disposal might come in handy. Having it ready before any crisis strikes will help you take immensely wiser and more informed decisions which you will not regret later. Just as there are varied disciplines in the field of medicine, there is a wide range of divisions when it comes to law. For instance, everyone knows that you don't visit a general physician for a severe heart ailment. You want to consult a heart specialist in this case. Likewise, for every particular type of law, there are specific attorneys who specialize in that particular field. It really helps to search and identify the suitable attorney for your particular case, instead of heading to the nearest or most familiar attorney for every case.

This article briefly lists the types of law:

Admiralty Law

The Admiralty Law is also known as Maritime Law and governs all U.S. All countries have maritime laws and they are responsible for their vessels regardless of which ocean they are sailing in. Admiralty Law Attorneys represent cases of all matters concerning cargo disputes, oil pollution, fishing regulations, international trade, cargo and injury that takes place on docks and vessels. Admiralty Law Attorneys also offer advice on trade laws, legal matters concerning environmental groups and the protection of endangered species. Admiralty Law also covers freight and passenger liabilities.

Aviation Law

Laws have been instituted by state and federal governments to enhance safety in air traffic. Aviation Laws in the United States govern aircraft operations and the maintenance of aircraft facilities.

Bankruptcy Law

When an individual or a company files for relief of debt, it is termed as Bankruptcy. In the United States, there are specific courts that handle bankruptcy rulings and specialty attorneys who handle these cases. A fundamental goal of the federal bankruptcy laws enacted by Congress is to give debtors a financial "fresh start" from burdensome debts.

Civil Rights

A Civil Rights Attorney has the responsibility of defending the rights and privileges granted to all United States citizens. These include freedom from slavery, freedom to vote, freedom of assembly, freedom of the press, freedom of speech and the right to be treated fairly in public places.

Consumer Rights

The Attorney General of a particular state houses the division of Consumer protection and its team of consumer fraud attorneys. Complaints about misleading advertising or business practices that are unlawful can be filed and that division investigates and mediates on behalf of the consumer.

Corporate Law

A corporation is a legal entity created through the laws of its state of incorporation. Individual states have the power to disseminate laws relating to the creation, organization and dissolution of corporations. Many states follow the Model Business Corporation Act.

Criminal Law

A "crime" is any act or omission (of an act) in violation of a public law forbidding or commanding it. Though there are some common law crimes, most crimes in the United States are established by local, state, and federal governments. Criminal laws vary significantly from state to state. There is, however, a Model Penal Code which serves as a good starting place to gain an understanding of the basic structure of criminal liability.

Employment Law
Employment law is a broad area encompassing all areas of the employer/employee relationship except the negotiation process covered by labor law and collective bargaining. Employment law consists of thousands of Federal and state statutes, administrative regulations, and judicial decisions.

Immigration Law
Federal immigration law determines whether a person is an alien, and associated legal rights, duties, and obligations of aliens in the United States. It also provides means by which certain aliens can become naturalized citizens with full rights of citizenship.

There are still a lot more laws than can be reviewed here.

To see the rest of the laws that can really help you and to watch law videos, interviews and learn much more about the various types of law, visit my law website titled types of law.

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Douglas Colt - an Alumnus of Georgetown University

On May 2000, Douglas Colt graduated from Georgetown University Law Center in Washington DC. Georgetown Law was the first law school that was established in the United States by a Jesuit institution of higher learning. Douglas Colt received a Juris Doctor which is considered to be the first professional graduate degree and is a professional doctorate in law. In addition, he was also the cum laude when he graduated from the said university.

Having an impressive GPA of a 10.8/12, Douglas Colt was part of the top 10% of his class. Moreover, he was the editor of "The Georgetown Law Journal" which is the Law Review flagship of Georgetown University. It publishes articles on timely issues by professors and practitioners as well as producing the Annual Review of Criminal Procedure, solicits reviews of recent books, coordinates symposia on important topics, and produces thoughtful student notes.

From 1997-1998 as well as from 1998-1999, Douglas Colt constantly received honors and was on the dean's list. He was also a part of certain activities such as Mock Trials which are contrived or imitation trials in which students try to test theories and experiment with one another in order to learn and enhance certain skills. Furthermore, he was also an active member of an a cappella group in Georgetown University called the Moral Hazard. This was a group that was specifically formed for students who had a passion for singing such as himself.

Washington University is a nonsectarian, private research institute which is situated in Saint Louis, Missouri. Douglas Colt graduated from this fine university on May 1997 where he received a degree in Bachelor of Arts with honors - majoring in Economics and Political Science. In addition, Douglas Colt also boasts of a grade point average of 3.55/4.

Given his GPA, it is not surprising that Douglas Colt obtained several honors as well as doing extremely well at Washington University. His accomplishments in this institution include receiving the Todd Lewis Friedman Prize for Best Graduate in Political Science. The Friedman Prize is awarded yearly for outstanding work in comparative or international politics. Moreover, Douglas Colt was also awarded the Sally E. Strain Scholarship Recipient as well as being on the dean's list from 1994-1997.

Apart from his academics, he was also a member of the Pi Sigma Alpha Honorary Society. This group is the only honor society for college and university students of government in the United States. Another group that Douglas Colt was a part of is the Omicron Delta Kappa Honorary Society which is a National Leadership Honor Society. Furthermore, he was awarded the Senator of the Year and in 1995 he was the Scholarship Banquet Keynote Speaker.

Being such an active student, Douglas Colt was the Washington University Student Union Senator. In addition, he was also the Entertainment Council Chairman of the university as well as being the Campus Programming Council Chairman. To add to that, he was also part of the Washington University Campus Volunteer which is an active student organization that provides a broad range of programs to meet the needs of the students.

You ca have more information when you read Douglas Colt Biography and his life as title profession of Attorney Douglas Colt

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Under Cuban Skies -- Workers and Their RIghts

Under Cuban Skies Workers and Their Rights is an account of the systematic violation of human and labor rights committed by Fidel and Raul Castro since they took power fifty years ago, supposedly on behalf of the Cuban worker. Their revolutionary government, as the film shows, is the only hiring entity and, as such, is guilty of discrimination in employment, of confiscating 97% of the salaries paid by foreign investors, and of prohibiting the workers right to organize representative unions, or to conduct collective bargaining. Interviews with hotel workers the privileged class of the Cuban labor force and with independent labor leaders and dissident journalists, were conducted in Cuba, while counterpart interviews were filmed in Spain, the Dominican Republic, Mexico, and Miami. The two sets of interviews make clear the stark contrast between the labor conditions in hotels operated by multinational corporations in Cuba and hotels run by those same corporations abroad.



http://www.youtube.com/watch?v=xJMU90nq-Bs&hl=en

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LBR412 Labor Law Session One 09/12/09

LBR412 Labor Law Session One 09/12/09



http://www.youtube.com/watch?v=tsvZenfPdQs&hl=en

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Love to Break the Rules? Go to the Places With the Most Ridiculous Laws!

Countries and cities need laws to keep peace and order. Every major industry would most likely fall apart and civilization would most probably cease to exist if there were no laws to regulate how people act and promote equality in society. So you see, laws are truly one of the things that make humans human. Some of the best drafted laws ever redefine what it means to be a human being and promote equality and social justice in a world that would be without them otherwise. Well, at least those are the best laws, at least!

But in some places around the world, some laws can border on the really insane! Some of these laws that we've compiled here are so crazy that it sometimes gets you wondering if and why people follow these laws in the first place. If you want some samples, here are a few of the aforementioned laws for your enjoyment:

- Massachusetts: If you're one of those rock star kinds, it would be best to steer clear of this place until one particular law of this land is rendered obsolete (like it wasn't in the first place). Here in the lovely land of Massachusetts, it is unfortunately illegal to have a goatee unless you have a license. So you can bet 75% of 80s rock bands would be pulled over here in spite of being sober, free from drugs or any kind of substance abuse. Yes, ladies and gentlemen, it's the law of the land.

- Nebraska: In the great city of Omaha, Nebraska, parents should be teaching their children values and manners: real quick. Because although burping out loud may be rude behavior, in Omaha, Nebraska, burping during a church service is illegal. It may even get you arrested!

- Alaska: Where is the place where getting a good nap is more important than your life? Why in the immense frontier known as Alaska, of course! In this cold place up north, shooting a bear is legal. But waking them up for the sake of taking pictures is illegal. I don't know, but I think the bears would prefer it the other way around if they had a choice!

I bet you just want more of these wacky laws. These are just a few of the dozens of laws that appear to make absolutely no sense. If you want more of these laws that would make you want to be a rule breaker for once in your life, just visit: http://crunkish.com/top-ten-most-ridiculous-laws/

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Texas Lemon Law

The Texas lemon law was put into effect by the Texas legislature in 1983. The Texas Department of Transportation's Motor Vehicle Division and its Motor Vehicle Board administer it. The Texas lemon law is an automobile law that helps consumers who buy or lease new vehicles and have repeated problems get their vehicles
properly repaired, repurchased, or replaced. The lemon law applies to cars, trucks, SUVs, vans, motorcycles, motor homes, all-terrain vehicles and tow-able recreational vehicles. It does not apply to used, program cars, or repossessed vehicles.

The Texas lemon law does not cover any problems caused by the owner's neglect, abuse or unauthorized changes to the vehicle. The automobile lemon law also does not cover any problems that do not have a considerable effect on the use or market value of the vehicle. So, how do you know if your car is a lemon? Your
vehicle may be a lemon if you purchased or leased a new vehicle from a licensed dealer in Texas.

Additionally your car must have a serious defect covered by the manufacturer's warranty. You must report the defect within a reasonable timeframe, or before the warranty expires. You must give the dealer or manufacturer a
reasonable time to fix the defect (usually four attempts to fix the defect with no result warrants further action). You must send the manufacturer of the vehicle written notification about the defect. The defect must be one that continues to impair the vehicle's use, value, or safety. And, finally, you must file a lemon law complaint and pay any filing fees. The first thing to do if you believe your vehicle falls under the Texas lemon law is to take it to the dealership where you purchased it. If they cannot fix the defect after a fair amount of time, you should send a letter of notification to the manufacturer. Simply let the manufacturer know about the defect and offer them a chance to repair your vehicle before filing an automobile lemon law complaint.

Make sure you keep a copy of your letter and any response, including repair invoices. If you decide to file an automobile lemon law complaint, you will need to send all of these documents to your lawyer, or if filing yourself, to the Texas Department of Transportation. If you wish to file a complaint, you must send the written complaint to the Department of Transportation along with a filing fee. You will be reimbursed for the fee if you win your case at the Texas lemon law hearing. If you only want your vehicle repaired, there is no filing fee involved.

The Texas Department of Transportation then contacts the dealer and manufacturer about your complaint. The
manufacturer will then send an expert to your original dealership to see about solving the problem, if possible. If your vehicle is still not repaired, the Texas Department of Transportation will send an expert to the dealership to try and resolve the problem. If this does not resolve the problem, an automobile lemon law hearing will be necessary.

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Lemon Law is an aspect of automobile legal issues which cannot be ignored. Get all the latest news and comment by visiting =>http://www.BestAutoLegal.com

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Legal Services of Labor Law Attorneys

Labor law attorneys deal with a broad range of labor issues mainly related to how employers treat employees, former employees and applicants for employment. This includes all the areas of the employer-employee relationship, negotiations, and the collective bargaining agreement.

Generally, labor laws were designed to create a bargaining balance between employers and employees; prohibiting management and the union from engaging in "unfair labor practices" and encouraging both parties to engage in faithful collective bargaining.

Labor laws also grant employees the right to unionize and allow employers and employees to engage in typical union activities like strikes, pickets, seeking injunctions, and lockouts, which is done for getting their demands heard.

What Labor Law Attorneys Can Do

Labor law attorneys deal mostly with employers and the union. These lawyers help management by carrying out following tasks:

• Reviewing client employee handbooks, manuals and policy statements

• Assisting with federal and state wage and hour law issues and claims

• Representing employers before the Equal Employment Opportunity Commission and state human rights agencies

• Representing employers in unfair labor practice proceedings before the National Labor Relations Board and state labor agencies

• Providing representation for grievance and arbitration hearings under the collective bargaining agreements

• Collective bargaining on behalf of clients including strategic planning and acting as spokesperson

• Counseling on issues related to strikes or lockouts, and providing related litigation support

On the other hand, these lawyers also help employees in the workplace. They assist employees' families recover money and other compensation from illegal practices of certain employers. In addition to other labor-related disputes, they handle issues of discrimination (ADA, family leave, ERISA), wage claims, wrongful termination or demotion, invasion of privacy, whistle-blowing (Qui Tam), harassment, unemployment, retaliation, and workers' compensation.

Employment and labor law professionals handle disputes with insurance claims, lawsuits, and court trials. For employers, labor attorneys may review contracts, agreements, and policy publications. They can fine-tune non-compete and non-solicitation agreements, severance agreements, independent contractor agreements, collective bargaining agreements, trade secrets documentation, employee policy manuals, and dispute resolution procedures. They also negotiate with claimants, public workers, unions, and labor organizations.

How a Labor Law Attorney Can Help You

• Assess your legal rights - The attorney will help you determine whether your rights have been violated or not, the strengths and weaknesses of your claim, and the legal consequences of filing a suit.

• Act as your legal coach - By acting as your legal coach, a labor lawyer will:

o explain what laws work best for you and how to enforce your right,
o advise you on the merits of your claim,
o give you feedback on court procedures,
o alert you to any problem areas,
o suggest evidence that may be useful to your claim;
o and draft or write the necessary paperwork.

• Negotiate - He will also deal with all levels of negotiation for your claims and represent you in confronting your employer. He can also help you finalize any agreement or settlement.

• Handle all communication -He will draft all letters, correspondence and even answer calls related to your concern

• Initiate legal action in the appropriate court

Before becoming an online writer, Manuel worked as a journalist, a newspaper columnist, a scriptwriter, a fiction writer, a magazine editor, and a tutor. He acquired his legal background as a Senate legislative officer and later on, as a researcher and paralegal staff in various law offices. Someday he hoped to go back and devote more time to writing fiction, which is his first passion.

Our labor law attorneys are very much capable in upholding the rights of the aggrieved employees. Contact us and we will be more than glad to provide help.

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