Monday, February 25, 2013

Employment Law - What Does it Mean When People Say "This is a Right to Work State"?

Like many other states, Arizona is a Right to Work state. As an Arizona employment attorney I have the opportunity to meet with many employees and employers who are profoundly confused about what the employment law concept of Right to Work really means. Indeed, it seems that most people confuse Right to Work with the equally important but lesser-known concept of Employment at Will.

Arizona is also an Employment at Will state, which means that absent some reason that violates an existing state or federal law, a person may be fired from his or her job without explanation or reason. The Right to Work concept, on the other hand, simply guarantees that no person can be forced, as a condition of their employment, to join, not join, or pay dues to a labor union.

Arizona's Constitution, at Article XXV, states:

Employment Law - What Does it Mean When People Say "This is a Right to Work State"?

Right to work or employment without membership in labor organization.

No person shall be denied the opportunity to obtain or retain employment because of non-membership in a labor organization, nor shall the State or any subdivision thereof, or any corporation, individual or association of any kind enter into any agreement, written or oral, which excludes any person from employment or continuation of employment because of non-membership in a labor organization.

The Arizona Constitution, together with the statutes enacted to give effect to the constitutional provision, provide several important benefits to Arizona workers.

First, as suggested above, by working in a right to work state you have the right to decline to join a union and you cannot be required to pay dues or an agency fee to the union unless you choose to join the union. This includes the vast majority of workers in the state of Arizona, subject to certain exemptions that may apply to employment related to the federal government. Federal employees themselves, however, are typically guaranteed the right to decline in union membership, wherever they may work.

Of course, as with most laws, there are exceptions and you should check with an Arizona employment attorney to discuss your specific situation. For example, railway and airline employees may not be protected by Right to Work laws enacted by the states.

At the end of the day, Right to Work laws may provide important protections, but they do not relate to the typical employee's right to continuing employment. It is important that employees recognize that Right to Work laws are limited to situations involving union membership and should not be confused with the concept of Employment at Will, which simply means that employment is a voluntary relationship between the employer and employee and may be terminated by either at anytime.

The limitations on the Employment at Will concept are much more important in most employment relationships and you should discuss your particular case with an experienced Arizona employment lawyer if you think you have been unlawfully terminated, discriminated against, or harassed.

Employment Law - What Does it Mean When People Say "This is a Right to Work State"?
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Kevin R. Harper is an Arizona employment attorney, representing individuals and small businesses from his Central Phoenix office located at 1 N. Central Ave., Suite 1130, in downtown Phoenix. Harper Law PLC represents individuals and businesses all over the state of Arizona.

For more information about Arizona real estate law, feel free to contact Harper Law PLC at 602-256-6400, or visit the firm online at http://www.HarperLawArizona.com.

Copyright 2008 Harper Law PLC, all rights reserved.

The above article is designed for informational purposes only and, because every situation is different, is not intended as definitive legal advice. You should not act upon this information without seeking independent legal advice about your individual situation.

Saturday, February 16, 2013

How to Calculate Prison Good Time Credit

If you have been sentenced to prison or jail it can be one of the most harrowing, soul crushing experiences of your life. But it doesn't have to be all doom and gloom. You must think of what you need to do to survive prison; and one good way to do that is to know exactly how long you will be incarcerated for. A prison sentence calculator can easily determine your prison sentence by calculating a jail sentence based on your good time received.

"Good Time Credit" is something earned by a prisoner when they have no infractions while incarcerated. The earned credit is generally considered when the guards don't have to write you up for rule infractions whether its for fighting, drug dealing, sex, having food in your cell... what have you.

The best way to gain on your sentence is to simply do as asked and not cause trouble. You'll be granted a certain portion of time for every day you have had no trouble. One of the best ways to gather earned time credit is to take some classes. Being in a class shows that you are serious about changing your life and keeps you out of trouble.

How to Calculate Prison Good Time Credit

Of course you know what state you're charged in, as well if it was a state or federal crime. Knowing this will help in determining how much time can be taken off your sentence. For example, federal prisons offer 54 days of time off for good behavior per year. So if your sentence is 3 years you can look forward to removing 162 days from your sentence. It works the same for state prisons.

There are also a few states that offer up to 15 days per month of good behavior credit - that's half your sentence! As well, there are states prisons that offer no good time credit in their department of corrections rulings.

How to Calculate Prison Good Time Credit
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White collar, blue collar or no collar - when you go to prison you all go equally. If you want to figure good time credit for any state or federal prison sentence I suggest you take a look at this Prison Sentence Calculator.

Saturday, February 9, 2013

Personal Injury Settlement Calculators

Personal injury settlement calculators provide you a new method of computation for determining a settlement amount. It tells the appropriate amount that can be claimed from the damage or the loss that has happened. For this calculation of the claim, consultation with your attorney helps you to recover the legal damages caused by the civil wrong of the person who caused you the personal injury.

Personal injury settlement calculators are specifically used only for personal injury. This saves lots of time and helps you to reach a reasonable and fair personal injury settlement. It is a real time saver and a solid frame of reference is made using this calculator. It calculates the amount value and gives you a clear picture of the lump sum you might be paid for your structured settlement.

Calculations which are done by the personal injury damage calculator include factors such as medical expenses, future medical expenses, the process involved in rehabilitation, prosthetics, wages that are lost, future lost wages, pain and suffering, future pain and suffering, disability, the future disability involved, loss of quality of life, the present and the future impairment, loss of consortium, and the loss of services.

Personal Injury Settlement Calculators

The amount involved in the personal injury is categorized in each of the above factors. A fair settlement amount is then calculated. In certain cases, if the insurance companies do not pay you the claimed amount, then one has to consult with their attorney for the recovery of the lost and the legal damages caused by the civil wrong of the defendant. It is not recommended to evaluate the personal injury without knowing the law or consulting your attorney, since in many cases the insurance companies attempt to minimize the damages by just refusing few of your legal damages.

Personal Injury Settlement Calculators
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Personal Injury Settlements [http://www.e-personalinjurysettlements.com] provides detailed information on Auto Accident Personal Injury Settlements, Average Personal Injury Settlements, Personal Injury Insurance Settlements, Personal Injury Settlement Amounts and more. Personal Injury Settlements is affiliated with Personal Injury Settlements [http://www.e-PersonalInjury.com].

Wednesday, February 6, 2013

The Legal System and Technology in the 21st Century

Technology has linked its way into just about every facet of human lifestyles. For your edification, this continuing discussion, as well as an addition to previous study formats. In offering this informational passage, the legal system is just one more profession that has been conquered by technology.

We are aware of the court stenographers and PC's that record and track our legal system, but what about the C.G.A. System? The Computer Generated Animation Presentation can be admitted into our American Court System. Admissible Evidence in criminal trial(s) has been recorded as a precedent case ruled on by the Supreme Court. As reported by Asher Hawkins, of the Legal Intelligencer, differing arguments by six Pennsylvania Supreme Court Justices concluded that a Lackawana Common Pleas Judge properly admitted the use of CGA during a first-degree murder case in 2002. CGA has been portrayed on various television shows such as CSI Investigation(s) and Crime 360.

Justice Sandra Schultz Newman wrote, "Society has become increasingly dependent upon computers in business and our personal lives..." She went on the say, "With each technological advancement, the practice of law becomes more sophisticated and commensurate with the need to shed any techno phobia and become more willing to embrace the advances that have the ability to enhance the efficiency of the legal system."

The Legal System and Technology in the 21st Century

Prosecutorial teams, including Forensic Pathologists and Crime Scene Reconstructionists presented a murder case to the jury; the prosecutor's version...the defendant did not possess and/or have access to this tool. One argument against this procedure in court is of a defendant, a poor person, is able to commission an equivalent production. In other words, would the defense be able to match the expenses associated with the prosecutions presentation to the court? Another justice suggested it would be wiser to exclude CGA evidence if an indigent or poor defendant could not afford the costs of "equivalent production." The basic cost could be upwards of ,000.00. Another legal professional commented on whether the cost(s) of CGA was worth the expenditure. The justices also took note on the fact that CGA's are becoming increasingly less expensive to produce and could be a vital tool in the rapid expedition of court cases. In any case, pre-trial motions that include CGA evidence should be treated with respect. Jury instructions and indigent (lacking food, clothing, and other necessities of life because of poverty; needy; poor; impoverished, destitute) defendants are needed with the court's permission for the presenting of such evidence.

The judges position was to make certain that Computer Generated Animation was fair and accurate while permitting defendants an opportunity to challenge its foundation. It has also been noted by the justices, to make clear to the jury that it was not meant as a re-enactment or simulation, but merely an expression of opinions formulated by expert witnesses. Another justice stated his position..."I think it's a valuable tool, but a tool that needs to be used sparingly. I don't think it's necessary in every case." Newman also wrote, "The difference is one of mode, the law does not, and should not; prohibit proficient professional employment of new technology in the court-room. This is, after all, the 21st century."

Each state has its own court system. There's also a system of federal courts. Decisions made during adjudication by federal administration agencies may be appealed to a federal court. Similarly, decisions made by state administrative agencies may be appealed to a state court. The definition for adjudication (adjudicate) is to render a judicial decision. In the administrative process, the proceeding in which and administrative law judge hears and decides on issues that arise when an administrative agency charges a person or a firm with violating the law or regulations enforced by the agency. An administrative agency is a state or federal government agency established to perform a specific function. Administrative agencies are authorized by legislative acts to make and enforce rules to administer and enforce the acts.

Typically, a state court system will include several levels, or tiers, of courts - (a) trial courts of limited jurisdiction, (b) trail courts of general jurisdiction, (c) appellate courts, and (d) the states highest court (often referred to as the State Supreme Court). Anyone who is party to a lawsuit has the opportunity, and/or right, to plead his/her case before a trial court and then if he/she loses, before at least one level of appellate court. Furthermore, if a federal statute of federal constitutional issue is involved in the decision of the State Supreme Court, that decision may be further appealed to the United States Supreme Court.

Have you ever wondered, with all the juris prudence (the science or philosophy of law, a body or system of laws, a department of law, Civil Law. decisions of courts, esp. of reviewing tribunals) activities flooding the land, how could the legal system function without technology?

Monica Bay, of Law Technology News, reported of lawyers at small firms, especially solo practitioners, have resisted adopting practice/case management (CMS) software - even though there's no doubt that it can help firms deliver faster, better, and cheaper services to their clients. Several observers suggest that the initial threshold of setting up a management system intimidates firms. A software consultant, Tom O'Connor said, "Everybody loves technology but hates installing it."

Project Management has not been a topic stressed in many schools, according to an independent IT consultant from Minneapolis. A successful project management is dependent upon a large network of personnel. An effective Electronic Data Discovery (EDD) Project Network includes: clients, partners, legal IT staff, associates, paralegals, inside counsel, service providers, and technical experts. Without a doubt, the use of (PM) Project Management to mitigate risk while delivering consistent, quality results that represents significant benchmark(s) in the maturing process of the EDD environment.

Used in many corporations to increase productivity, quality control programs such as Sigma Six, have been generating interest. Understanding why and where problems occur has a great impact on the decrease in mistakes. The application of these principles and practices on Electronic Data Discovery processes improve a lawyer(s) result(s) with increased quality and decreased costs. Reasons for rising interest in Project Management are recognition in the success depends on effective management.

Mitigating risk and lowering cost by applying "Electronic Discovery Techniques" offered a myriad of considerations, for example, matching time tables, securing outside IT experts, propose and follow "E-Discovery" protocol, engagement of a special master to monitor compliance and resolvement of disputes, use of checklist(s) containing critical steps and reminders for every step in and of a project, working service providers, working with attorneys to find answers to the right questions, as managing vendors require special attention to service level agreements (SLA'a).

Meanwhile, discover these definitions/terms of legal jargon that may help you in your administration, business, everyday life, and tech studies:

Subrogation - any right a creditor has against a debtor now becomes the right of surety. Inclusive are creditor rights in bankruptcy, rights to collateral possession by the creditor, and rights to judgments secured by the creditor - the surety now stands in the shoes of the creditor against the debtor.

Indemnification - The right to pursue guaranteed reimbursement/payment to a director for legal costs, fees, and/or judgments involved in defending corporations - (clients) related law suits. Simply put the right to compensation for services as directors (representatives/attorneys).

Habeas Corpus - held against your will - against your constitutional right(s), a writ requiring a person to be brought before a judge or court, esp. for investigation of a restraint of the person's liberty, used as a protection against illegal imprisonment, one of a variety of writs that may be issued to bring a party before a court or judge, having as its function the release of the party from unlawful restraint.

Writ - a legal order, a document of the court.

Tort - personal injury, a civil wrong not arising from a breach of contract...a breach of a legal duty that proximately causes harm or injury to another.

Posterity - the offspring of one progenitor to the furthest generation; descendants; all future generations; succeeding or future generations collectively; Judgment of this age must be left to posterity; all descendants of one person.

HIPPA - The Health Insurance Portability and Accountability Act of 1996 (HIPAA) was enacted to ensure that personal information stored, accessed or processed adheres to a set of guidelines or "security rules." These rules outline security measures that should be implemented to adequately secure all electronic protected health information (EPHI). LogRhythm directly meets some HIPAA requirements, reduces the cost of complying with others, and it features out-of-the box HIPAA reporting packages.

SOX - require public companies to create, monitor, and manage controls over many aspects of their financial reporting. Some companies have found that such transparency doesn't come easily. The rules require not only new processes, but also fresh tools that can determine whether systems and reporting standards are up to snuff. In general, SOX applications can be classified into three main market segments, according to Forrester Research. Those in the enterprise-application space include Oracle and SAP; IBM and Stellent fall under the enterprise-content management (ECM) heading; and OpenPages and Paisley Consulting are considered specialists, competing with Certus, HandySoft, and other pure-play vendors.

Where is it that technology hasn't reached? Are the courtrooms truly behind in technology? Are they out of the loop as are many "non-techie" or poor people are? The "Great Technical Divide"...go figure!

After all, this is the 21st century.

Til next time...

by

Gregory V. Boulware

3.16.10

The Legal System and Technology in the 21st Century
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Boulware Enterprises is the main contact and family attribute(s) web site. We have posted links that entertain, inform, educate, service, and introduce people and business. Our site offers an insight to the background, accomplishments, abiities, and aspirations of Mr. Gregory V. Boulware.
http://www.BoulwareEnterprises.com

Sunday, February 3, 2013

Employment Law - What Does it Mean When People Say "This is a Right to Work State"?

Like many other states, Arizona is a Right to Work state. As an Arizona employment attorney I have the opportunity to meet with many employees and employers who are profoundly confused about what the employment law concept of Right to Work really means. Indeed, it seems that most people confuse Right to Work with the equally important but lesser-known concept of Employment at Will.

Arizona is also an Employment at Will state, which means that absent some reason that violates an existing state or federal law, a person may be fired from his or her job without explanation or reason. The Right to Work concept, on the other hand, simply guarantees that no person can be forced, as a condition of their employment, to join, not join, or pay dues to a labor union.

Arizona's Constitution, at Article XXV, states:

Employment Law - What Does it Mean When People Say "This is a Right to Work State"?

Right to work or employment without membership in labor organization.

No person shall be denied the opportunity to obtain or retain employment because of non-membership in a labor organization, nor shall the State or any subdivision thereof, or any corporation, individual or association of any kind enter into any agreement, written or oral, which excludes any person from employment or continuation of employment because of non-membership in a labor organization.

The Arizona Constitution, together with the statutes enacted to give effect to the constitutional provision, provide several important benefits to Arizona workers.

First, as suggested above, by working in a right to work state you have the right to decline to join a union and you cannot be required to pay dues or an agency fee to the union unless you choose to join the union. This includes the vast majority of workers in the state of Arizona, subject to certain exemptions that may apply to employment related to the federal government. Federal employees themselves, however, are typically guaranteed the right to decline in union membership, wherever they may work.

Of course, as with most laws, there are exceptions and you should check with an Arizona employment attorney to discuss your specific situation. For example, railway and airline employees may not be protected by Right to Work laws enacted by the states.

At the end of the day, Right to Work laws may provide important protections, but they do not relate to the typical employee's right to continuing employment. It is important that employees recognize that Right to Work laws are limited to situations involving union membership and should not be confused with the concept of Employment at Will, which simply means that employment is a voluntary relationship between the employer and employee and may be terminated by either at anytime.

The limitations on the Employment at Will concept are much more important in most employment relationships and you should discuss your particular case with an experienced Arizona employment lawyer if you think you have been unlawfully terminated, discriminated against, or harassed.

Employment Law - What Does it Mean When People Say "This is a Right to Work State"?
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Kevin R. Harper is an Arizona employment attorney, representing individuals and small businesses from his Central Phoenix office located at 1 N. Central Ave., Suite 1130, in downtown Phoenix. Harper Law PLC represents individuals and businesses all over the state of Arizona.

For more information about Arizona real estate law, feel free to contact Harper Law PLC at 602-256-6400, or visit the firm online at http://www.HarperLawArizona.com.

Copyright 2008 Harper Law PLC, all rights reserved.

The above article is designed for informational purposes only and, because every situation is different, is not intended as definitive legal advice. You should not act upon this information without seeking independent legal advice about your individual situation.

Friday, January 25, 2013

Christmas Gift Ideas for A Sister-In-Law

The holiday season is just around the corner, and you are thinking: "Who knows some great Christmas gift ideas for a sister-in-law?" Well, here you go! Because there is no way of telling whether your sister-in-law is closer than a sister or further from you than Mars, this list of five thoughtful gift ideas ranges from very personal to very impersonal, but still classy:

1) Spa Day - If you know everything about her. She works hard, meets the needs of everyone else, and would never give this gift to herself-get her the massage, facial, mud wrap or full-boat special spa deal you know she'd love. It's incomparable!

2) (Fill in the blank) of the Month Club - If you know anything about your sister-in-law's collections, habits, or fetishes, you can go to amazingclubs.com and find a membership for it. No kidding! Start with a three-month gift membership.

Christmas Gift Ideas for A Sister-In-Law

3) Bracelets & Baubles - If your sister-in-law wears jewelry and has funky, eclectic taste (NOT diamonds), search for original artsy baubles at some of your local fall craft fairs to find her something no one else has. She will really adore the item if you can find it in her favorite color.

To carry this perfect Christmas gift idea for a sister-in-law over to the internet (because who has time to scour craft fairs?) check out the massive internet craft fair: Etsy.com. They have gobs of original stuff you can get your hands on quickly. Look at their top creators on the main page, but don't be afraid to dig deep to find some really interesting stuff.

4) Unique Gifts - So you know your sister-in-law a little, but frankly you haven't got much in common. She's a meticulous housekeeper and crunchy granola eco-freak, and you're...well...not? It's okay. There are tons of Christmas gift ideas for a sister-in-law at RedEnvelope.com where you can buy gifts like the extremely pretty and useful Envirosax floral market bags. They're so pretty you don't notice how useful they are.

Maybe she is a chocolate lover. Who doesn't enjoy chocolate?

• Does your sister-in-law have just about everything? Does she have real estate? Land? Land in all 50 states? You can get her a real legal Deed of Land and she will be the virtual owner of a square inch of land in each of the fifty states of America. A land deed can be bought via email, ready to be printed and framed. This is a very cool gift item that's bound to make her smile.

Christmas Gift Ideas for A Sister-In-Law
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There you have it! Five awesome Christmas gift ideas for a sister-in-law and some websites like www.veryclevergifts.com to jump-start your holiday shopping season.

Author's Biography

Scott Moger is an Internet entrepreneur and author who has been published internationally. His book on Internet marketing includes chapters on how to find unique gifts for everyone and also features a gift site which also offers unique gift ideas for a sister. Earlier Mr. Moger held top management positions at Columbia Pictures, ABC TV, and 20th Century Fox TV and has represented Miramax Films and Warner Brothers TV.

Tuesday, January 22, 2013

Legal Guardianship Forms

Accepting Legal Guardianship of a child is a very tricky issue. The legalities involved in accepting the guardianship are sometimes very tedious and irritating. Still, if you are interested in becoming the Legal Guardian of a child, you have to bear in mind the problems you are likely to encounter. You wouldn't like your personal life to be monitored by the court or anyone else, including the child's parents. Your guardianship can be cancelled any time by the child's parents. All the schools or hospitals may not accept your guardianship straight away. At the initial stages, it may be difficult to establish a rapport with the child, and once it is established, the child may not be willing to go back to his parents if they change their mind and revoke the guardianship. You may be required to fill a variety of Legal Forms to fulfill all the formalities as a Legal Guardian.

You can purchase the forms from your local bookstore, get them from a lawyer or download them from the Internet. You cannot afford to be complacent just by getting the form and filling it. You need to check the validity of the form. It may or may not be applicable to the state laws where you are located. It may not conform to the latest legal procedures, since the legal processes keep on changing with the changing social, political and economic conditions at the national or the state level.

It is, therefore, advisable to visit the local law center or the library to check the latest 'official' version. Or you can visit the court to get 'court-specific' forms, which are available from the court clerk for little or no charge.

Legal Guardianship Forms

You can seek the advice of someone who has already gone through this process and knows the ins and outs of the whole affair. A person with first-hand experience can provide valuable advice.

Here is a note of warning. Read the instructions on the form carefully before filling it. Skipping them may lead to unpleasant legal consequences.

Legal Guardianship Forms
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Legal Forms provides detailed information about legal forms, business legal forms, divorce legal forms, free legal forms and more. Legal Forms is the sister site of Medical Power Of Attorney.

Sunday, January 20, 2013

Appropriate Objections in a Deposition

Have you ever taken a deposition and had your opponent continually assert inappropriate objections? One after the other: "Irrelevant;" "hearsay;" "assumes facts not in evidence," "calls for an opinion." Obnoxious, isn't it?

Or worse yet, an attorney makes speaking objections blatantly designed to coach the witness, such as: "Calculated to mislead the jury into believing his side of the story, i.e., that the cardiologist failed to review the abnormal EKG and focused exclusively on the mucus in the lungs, when in fact the evidence suggests that the EKG was not conducted until after this witness examined the patient. I instruct the witness not to answer on the grounds that doing so would be prejudicial."

Considering that depositions cost a thousand dollars or more to take and sometimes require weeks or months to convene, inappropriate objections can be pretty infuriating. This begs the question: Which objections are appropriate in a deposition?

Appropriate Objections in a Deposition

The first thing to remember is that depositions are for conducting discovery. And the scope of permissible discovery includes "any matter not privileged, that is relevant to the subject matter involved . . . [that is] itself admissible in evidence or appears reasonably calculated to lead to the discovery of admissible evidence." Code of Civil Procedure §2017.010.

Therefore, at all times during a deposition, be attuned for questions that seek information that is privileged, not relevant to the subject matter or that are not reasonably calculated to the discovery of admissible evidence. Objections to such questions, if well-taken, are most likely to be proper.

Privileges are fairly easy to grasp and "not reasonably calculated" questions are those questions that could only logically uncover inadmissible matter. The harder concept to understand is "not relevant to the subject matter." This is not the same thing as "relevancy" as a test for "admissibility," as used in Evidence Code §350. Rather, "relevant to the subject matter" for purposes of discovery is best thought of as helpful for evaluating the case, preparing for trial or facilitating settlement. Gonzalez v. Superior Court (City of San Fernando) (1995) 33 Cal. App.4th 1539, 1546.) Also, there is a balance that comes into play when probing into irrelevant matter. Courts consider whether the benefit of allowing the discovery outweighs the burden. See, Bridgestone/Firestone v. Superior Court (Rios) (1992) 7 Cal.App.4th 1384, 1391.

The main thing to remember is that the scope of permissible discovery is very broad. "Reasonably calculated to lead to the discovery of admissible evidence" means that you are allowed to probe into areas that may themselves not be admissible, if doing so would shed light on other evidence that is admissible. See, Greyhound Corp. v. Superior Court (Clay) (1961) 56 Cal.2d 355, 384. Therefore, the scope of proper grounds for objecting to questions in a deposition is narrower than at trial.

For example, it is permissible to ask a deponent questions that call for hearsay, information that might itself be technically irrelevant to an issue or that calls for an opinion, even from a lay witness. The answers to those questions might be inadmissible at trial, but might lead to follow-up questions that uncover admissible evidence. Thus, objections such as "hearsay," "irrelevant" and "calls for an opinion" are generally improper in a deposition.

Case law specifically allows asking questions that call for hearsay in a deposition because it might lead to other admissible evidence. Smith v. Superior Court (Alfred) (1961) 189 Cal.App.2d 6, 11-12. Likewise, it is permissible to seek information that is cumulative, so an objection on that ground would be improper. TBG Ins. Services v. Superior Court (Zieminski) (2002) 96 Cal.App.4th 443, 448. The one exception to this general rule involves discovery taken from non-parties, against whom fishing excursions far afield of the issues are not likely to be permitted.
Asserting a privilege is a proper objection in a deposition. Such privilege objections include attorney-client (Evid. Code §950), doctor-patient (Evid. Code §990), psychotherapist-patient (Evid. Code §1010), clergy-penitent (Evid. Code §1030), slef-incrimination (Evid. Code §940), spousal communications (Evid. Code §980), trade secrets (Evid. Code §1060), tax returns (Webb v. Standard Oil (1957) 49 Cal.2d 509, 513-514), matters discussed in mediation (Evid. Code §1152), and others.

The next group of proper objections in a deposition involve objections to the form of the question. Under Code of Civil Procedure §2025.460, subdivision (b), unless objections to the form of a question are raised in the deposition, they are waived. Such objections include assertions that the question is ambiguous, confusing, compound, calls for an undue narrative, calls for speculation, is argumentative or leading.

These objections need not be controversial. If your opponent objects to the form of your questions, do not butt heads about whether the objection was proper or not. Simply rephrase your question and move on.

I have seen defense attorneys intimidate plaintiffs and inexperienced plaintiffs' attorneys in depositions by taking out a copy of the complaint and asking the plaintiff to explain the legal contentions. These are improper questions in a deposition and objections to them would be well-taken. See, Rifkind v. Superior Court (Good) (1994) 22 Cal.App.4th 1255, 1259. Asking the plaintiff questions about factual contentions from the complaint, however, is permissible.
I have also seen attorneys instruct their clients not to answer questions following objections. This is only proper if the objection involves a privilege. Indeed, Code of Civil Procedure §2025.460, subdivision (a) actually requires you to object to a question and instruct your client not to answer in order to preserve the privilege objection or it is waived.

But instructing a witness not to answer a question on any other grounds is improper. Stewart v. Colonial Western Agency (2001) 87 Cal.App.4th 1006, 1015. It is also annoying, since it impedes the flow of information and tends to embolden the witness to look to the lawyer for a side door any time the questions get tough.

Other proper grounds for objection in a deposition include objections to defects in the deposition notice, defects regarding the oath or affirmation, and objections involving misconduct by a party, an attorney for a party or the court reporter.

Appropriate Objections in a Deposition
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Knowing the difference between proper and improper objections in a deposition will make you a better lawyer. For more information go to http://www.levinsonlawgroup.com

Gordon Levinson has successfully represented hundreds of cases in California. A graduate of University of San Francisco School of Law, Gordon now uses his insurance-defense experience representing injured plaintiffs.

For more information, contact the Levinson Law Group at 1-866-643-HURT (4878), or at http://www.LevinsonLawGroup.com

Monday, January 14, 2013

6 Key Elements of a Contract

1. Offer. An offer can be oral or written as long as it is not required to be written by law. It is the definite expression or an overt action which begins the contract. It is simply what is offered to another for the return of that person's promise to act. It cannot be ambiguous or unclear. It must be spelled out in terms that are specific and certain, such as the identity and nature of the object which is being offered and under what conditions and/ or terms it is offered.

2. Acceptance. As a general proposition of law, the acceptance of the offer made by one party by the other party is what creates the contract. This acceptance, as a general rule, cannot be withdrawn, nor can it vary the terms of the offer, or alter it, or modify it. To do so makes the acceptance a counter-offer. Though this proposition may vary from state to state, the general rule is that there are no conditional acceptances by law. In fact, by making a conditional acceptance, the offeree is rejecting the offer. However the offerer, at his choosing, by act or word which shows acceptance of the counter-offer, can be bound by the conditions tendered by the offeree.

3. Consideration. Consideration for a contract may be money or may be another right, interest, or benefit, or it may be a detriment, loss or responsibility given up to someone else. Consideration is an absolutely necessary element of a contract. As a word of caution, it should be noted that consideration has to be expressly agreed upon by both parties to the contract or it must be expressly implied by the terms of the contract. A potential or accidental benefit or detriment alone would not be construed as valid consideration. The consideration must be explicit and sufficient to support the promise to do or not to do, whatever is applicable. However, it need not be of any particular monetary value. Mutual promises are adequate and valid consideration as to each party as long as they are binding. This rule applies to conditional promises as well. As additional clarification, the general rule is that a promise to act which you are already legally bound to do is not a sufficient consideration for a contract. The courts determine the application.

6 Key Elements of a Contract

4. Capacity of the Parties to Contract. The general presumption of the law is that all people have a capacity to contract. A person who is trying to avoid a contract would have to plead his or her lack of capacity to contract against the party who is trying to enforce the contract. For example, he would have to prove that he was a minor, adjudged incompetent or drunk or drugged, and so forth. Often this is the most difficult burdens of proof to overcome due to the presumption of one's ability to contract.

5. Intent of the Parties to Contract. It is a basic requirement to the formation of any contract, be it oral or written, that there has to be a mutual assent or a "meeting of the minds" of the parties on all proposed terms and essential elements of the contract. It has been held by the courts that there can be no contract unless all the parties involved intended to enter into one. This intent is determined by the outward actions or actual words of the parties and not just their secret intentions or desires. Therefore, mere negotiations to arrive at a mutual agreement or assent to a contract would not be considered an offer and acceptance even thought the parties agree on some of the terms which are being negotiated. Both parties must have intended to enter into the contract and one can not have been misled by the other. That is why fraud or certain mistakes can make a contract voidable.

6. Object of the Contract. A contract is not enforceable if its object is considered to be illegal or against public policy. In many jurisdictions contracts predicated upon lotteries, dog races, horse races, or other forms of gambling would be considered illegal contracts. Yet in some states these types of contracts are valid. Federal and some state laws make contracts in restraint of trade, price-fixing and monopolies illegal. Therefore, a contract which violates those statutes would be illegal and unenforceable. This is true for drugs and prostitution or any other activity if considered criminal.

6 Key Elements of a Contract
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The information contained in this article is for informational purposes only and should not be construed to give any legal advice. I've been a practicing paralegal for over 25 years and am interested in providing information based on my training and experience in various aspects of the law.

Wednesday, January 2, 2013

Understanding Wrongful Termination Law

There is no getting around the fact that Arizona employment laws are generally quite friendly to employers when it comes to a question of wrongful termination. Many Arizona employment lawyers frequently recount the truism that an employee may be filed for a good reason or for no reason whatsoever, as long as he isn't fired for a bad reason.

The bad reasons are what keep plaintiffs' attorneys in business. Although every case is different and recently terminated employees should consult with an employment attorney to discuss the specific circumstances of their case, unlawful reasons for terminating an employee include termination decisions based on the race, sex, religion or age of the employee.

Arizona also has a statute prohibiting termination as retaliation for reporting a violation of an Arizona statute. There are many other similar state and federal laws that preclude termination in retaliation for an employee's lawful reporting of the employer's actual or suspected violation of the relevant law. These retaliation statutes may create liability where the employer wasn't even guilty of the underlying offense, so employers should be very careful about making a decision to terminate an employee who has complained of or reported any sort of discrimination, safety violation, or other legal issue. Arizona employers who believe they need to fire such an employee should consult with an Arizona employment lawyer first.

Understanding Wrongful Termination Law

Employees who believe they have valid wrongful termination claims should seek the advice of an Arizona employment attorney as soon as possible, because the statutes of limitation pertaining to both state and federal law violations are relatively short, and the failure to file a complaint in Court or with the appropriate administrative agency is usually fatal to a wrongfully terminated employee's claim.

An Arizona employment lawyer will also be able to help the terminated employee understand his or her obligations and rights. Among other things, terminated employees must mitigate their damages by seeking replacement employment. Where an employer is liable, the employee will normally be entitled to recover lost wages and other damages directly related to the termination.

Understanding Wrongful Termination Law
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Kevin R. Harper is an Arizona employment and business litigation attorney, representing individuals and small businesses throughout the state of Arizona from his Central Phoenix office located at 1 N. Central Ave., Suite 1130, in downtown Phoenix. Harper Law PLC represents individuals and businesses all over the state of Arizona.
For more information about Arizona employment law, feel free to contact Harper Law PLC at 602-256-6400, or visit the firm online at http://www.HarperLawArizona.com.
Copyright 2008 Harper Law PLC, all rights reserved.
The above article is designed for informational purposes only and, because every situation is different, is not intended as definitive legal advice. You should not act upon this information without seeking independent legal advice about your individual situation.