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

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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

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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

HOUSTON MESOTHELIOMA LAWYERS

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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