3 Strategies To Know You've Picked The Best Lawyer It's pretty intimidating to go through the court system, particularly if lack confidence in your legal team. Here are three important approaches to know that you've hired the best lawyer: 1. They Focus On Your Form Of Case Legislation is normally tricky and this requires specialists to tackle the tough cases. When you want an attorney, try to find individual who deals with the challenge you're facing. Even though a family member or friend recommends you use a company they understand, once they don't use a focus that's similar to your case, keep looking. Whenever your attorney is undoubtedly an expert, especially in the trouble you're facing, you realize you've hired the correct one. 2. The Lawyer Features A Winning Record Depending on the circumstances, it may be hard to win an instance, particularly if the team working for you has hardly any experience. Seek out practices who have won numerous cases that pertain to yours. While this is no guarantee that you case will likely be won, it offers you a significantly better shot. 3. They Listen And Respond In the event the attorney you've chosen takes some time to listen to your concerns and reply to your inquiries, you've probably hired the right choice. Regardless how busy they are or how small your concerns seem from their perspective, it's important that they react to you in the caring and timely manner. From the purpose of view of a regular citizen who isn't familiar with the judicial system, court cases can be pretty scary you want updates and to seem like you're area of the solution. Some attorneys are simply just a lot better to your case than others. Make certain you've hired the best team for your personal circumstances, to actually can put the matter behind you as fast as possible. Faith inside your legal representative is the initial step to winning any case.
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Some of the cites we server are,
Who Is The Best Dui Defense Attorney In Myrtle Beach For First Time Offenders? (Reasonable Cost)?
I Got My 1St Dui Charge In Myrtle Beach, Sc. I Blew A .21 And Saw Where The Penalty In Sc Is $1,000 Fine + 30 Days Mandatory Minimum Jail Sentence. I Have A Job And Would Like To Get An Attorney Who Can Help Me At Least Get A Restricted License. I Have No Idea Who I Should Consult, Any Known Suggestions Would Be Helpful.
What Do I Need To Proof That A Will Is Fraud?It Has Been Sign By A Lawyer.?
What makes you think it's a fraud? Wills have to be witnessed by 2 people and notarized by another, which means that 3 people saw the person sign the will. Unless the will was executed improperly or the person wasn't in their right mind at the time of the signing and you can prove it, there isn't a whole lot you can do. You need to give more details about why you think it's a fraud.
How Do You Find A Good Lawyer In Florida That Specializes In The Following?
Wills, Trusts, And Estate Planning? How Do You Separate The Average From The Best?
A place I've found to be a good source is: http://www.localfloridaattorneys.com/Cat...
They have ratings and reviews for lawyers in all fields of law. In general it's a good place to know about, because you have access to a lawyer if you should need their legal services.
If you're seeking a lawyer for any of the above topics you listed. I personally would call a few in your local area, and get a feel for the office. Speaking with the administrative assistant is a good start, it'll tell you alot about their practice. Are they pleasant, abrasive, inpatient? The best thing to do is seek a consultation, you'll get a real good idea of whether you'll want them to represent you or not.
Education Assistance Program Discrimination Need Legal Help?
My Company Has A Tuition Reimbursement Program That Is Discriminatory. I Like To Get Serious Opinion And Help On This Subject. I Am A Manager With The Company I Completed All The Requirements Indicated In Section 5.0 Through 5.2.
The Section I Feel Is Discriminatory Are 5.21 And 5.3. Based On My Location Of Employments There Are No Senior Vice Presidents Therefore I Would Not Have Enough Interaction With Them To Gain A Nomination. There Is No Nomination Criteria? In Section 5.3 How Will I Be Able To Complete &Quot;Certification As To Deductibility Of Education Expense By Employee&Quot; If Senior Vice Presidents Are Not In Our Building.
All Our Senior Vice Presidents Are In Our Corporate Office Which Is Located In Another State. In My 5 Years With The Company I Can Count In One Hand The Times I Seen A Senior Vice President Let Along Have The Time To Ask One To Nominate Me For A Executive Graduate Level Program.
I Perceive This As A Way To Limit And Hold Down Employees That Would Like To Pursue An Executive Level Programs. Its A Form Or Segregation Only The Selected Few Can Rise To The Top. This Is Not Fair Or Its Not Providing An Equal Playing Field.
Below Is Our Policy
Executive Graduate Level Programs
5.1 Executive, Or Expedited, Graduate Degree Programs, Including Executive Mba Programs
Are Specifically Excluded From This Education Assistance Program, As Defined Above.
These Programs Include:
5.11 Programs With A Compressed Time Frame, Generally Requiring The Employee To Be
Given Paid Time Off From Work On A Regularly Scheduled Basis;
5.11 Programs With An Advance Implication To The Employee Of Company-Sponsored
Commitment Beyond The Initial Semester Or Quarter.
5.2 Approval For Company-Paid And/Or Sponsored Participation In Executive Graduate Level
Programs Must Be Secured In Advance As Follows:
5.21 The Functional Senior Vice President Must Nominate The Employee To The Senior
Management Staff For Participation In The Program, Including An Estimate Of The
Total Cost And Time Frame For Completion;
5.22 The Senior Management Staff Must Approve The Employee For Company
Sponsorship And Participation;
5.23 Payment Of Program Costs Must Be Authorized By The Senior Vice President,
Human Resources, Worldwide.
5.3 The Employee And The Nominating Senior Vice President Must Complete And Submit The
“Certification As To Deductibility Of Education Expense By Employee” Prior To The Start Of
you obviously don't have a clue about what is and is NOT discrimination....
the policy is what it is, you need to speak with your supervisor and HR they will be able to assist you. IF your supervisor and HR believe you are a possible candidate they will contact the appropriate VP......
If you felt I was rude I apologize, the fact is many users claim discrimination and they don't have a clue as to what discrimination is. In your original question and the added details YOU stated:
"My company has a tuition reimbursement program that is discriminatory"
since you had already made up YOUR mind that they were discriminating against you I found it prudent to provide a link for you to learn what is and is NOT discrimination...
I was NOT rude..... Sorry if you felt that way...
I find it hard to believe that the HR department does not know their own policies; these are just the type of issues that they are to deal with....
IF you have proof that the SOLE reason you have been treated different is based on race file a complaint with HR, then if they fail to deal with it contact the EEOC.... from the statements have made so far there is nothing to show you have been treated differently based on race, your primary complaint is that you are not considered for this program due to your physical location not being in the same offices as the VP..... That is NOT discrimination...
Got Some Legal Advice I Need It..?
I Work For A Company That Recently Instated A Policy That States Managers And Employees Are Not Allowed To Communicate Outside Of Work Unless It Work Related... I Am Just Wondering If This Is Legal.. That Seems Like It Reaches To Far Into Personal Lives
It's called an anti-fraternization policy and is generally legal. Note that in this case it only applies to communications between managers and employees outside of the workplace, and only for non work related matters. Employees are free to fraternize socially among themselves so long as none of them are in management positions.
The reasoning behind such policies is to protect the company from any liability which might arise from misconduct by management towards employees (which could be anything from having an employee run a purely personal errand to sexual harassment).
The broader the scope of conduct and employees covered by a policy though, the more likely it is that it will not survive a legal challenge. For example, a few years ago, an anti-fraternization policy was ruled as unlawful because it was deemed to have a potential chilling effect on workers' protected right to organize as or under a union under the NLRA.
In your situation since the fraternization is limited to actions between management and other employees and only for non-work related matters, that ruling would not apply.
Florida Adult Labor Law?
Looking For Any Information On Florida Law Requiring Breaks For Adults, Not Minors.
Florida does not have any laws on the books specifically related to this area, except those pertaining to minors. Florida law requires that minors under age 18 must be given an uninterrupted meal or rest period of at least 30 minutes for each four hours they have continuously worked.
Although Florida does not have a lunch and break law for those persons 18 and over, there are applicable federal rules for Florida citizens. While Federal Law does not mandate specific breaks or meal periods, it does give guidance as to whether or not an employee should be paid during these times. Short breaks are usually 20 minutes or less, and should be counted as hours worked. Genuine “meal periods” are usually 30 minutes or more, and do not need to be compensated as work time. For this to be the case, however, the worker must be completely relieved of his or her duties during the meal break. If the employee is still required to do any duties (even minor duties such as answering a phone), it can’t be considered a meal or lunch period and must be paid.
Federal law also contains other provisions related to employee pay during times of waiting, sleeping and traveling. Whether or not waiting time needs to be considered paid work hours depends on the situation. If an employee is allowed to do something of his or her choosing while waiting for another task to be finished or while waiting at the workplace for his or her services to be called upon, it is generally considered work time. On the other hand, if an employee is waiting to be called upon, but has great freedom to do what he or she wishes while on call (and has plenty of time to respond to the call), it is not generally considered paid work time.
When it comes to sleeping time, employees required to be on duty less than 24 hours is considered to be “working” even if he or she is permitted to sleep during some of those hours when not busy. If an employee is on duty more than 24 hours, a sleeping period of no more than eight hours may be deducted from work hours. However, this can only be done if sleeping quarters are provided and at least five hours of uninterrupted sleep may be achieved by the employee.
Finally, another issue I find comes up in the area of work hours is the issue of travel time. The general rule of thumb is that time spent in the normal day’s commute to and from work is not considered paid working time. However, if an employee is traveling in the course of a days work, it must be considered paid work time.
Complete information on the laws related to lunches, breaks and other pertinent labor issues can be found on the Florida Complete Labor Law Poster. This poster offers all the required postings for both federal and state labor laws.~~