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 ...



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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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