What Does the Tractor Trailer Accident Attorney Do For You?

What Does the Tractor Trailer Accident Attorney Do For You?

When you are involved in a truck accident, the situation quickly becomes disastrous. Unfortunately, when you are injured in an accident that involves a tractor trailer, there is a huge possibility you are going to be faced with really serious injuries. And the damage that your vehicle sustains is always a lot.

Unfortunately, after you file an injury claim, the situation becomes even more serious. This is because several parties might be liable, from the trucking company to the truck driver. All parties will be interested in paying as little as possible so their responsibility would be considered as small as possible. You will surely end up having to fight insurance companies, businesses, and more. 

Your rights can be protected when you hire tractor trailer accident lawyers. However, many do not do this because they do not understand how the attorneys can help them. There are several circumstances surrounding the work of the personal injury attorney, so you should know about the following tasks that the legal professional can do for you. 

Conducting A Comprehensive Investigation

The attorneys work with teams of experts and investigators who will investigate everything that happened, including the scene of the accident. In fact, these investigators will arrive at the scene as soon as possible in order to make sure that shipping records, maintenance records, logbooks, cell phone records, and any possible evidence is not destroyed, which happens way more often than it should as the guilty parties try to dispose of proof you could use in your claim. 

Analyzing Evidence

Tractor trailer accident attorneys will examine all the gathered evidence and will determine the accident’s cause. Then, the evidence will highlight all the parties that are responsible for what happened. In so many cases, truck accidents appear due to violations of FMCSA regulations. This means that the trucking company is liable, together with the truck driver. Also, other parties, like shipping companies, might have responsibility for what happened.

In personal injury cases, it is very important to analyze all the available evidence to determine all liable parties. This is the only way to make sure full financial compensation will be gained. 

Litigating The Case

In most cases, liable parties do not want to turn over some very important information that could prove they are at fault. This includes things like maintenance records, logbooks, and driver records. The attorneys will file motions so that all the involved parties will deliver the documentation needed. Also, the motions that are harmful to the case of the client can be challenged by experienced lawyers. 

Obtain A Fair and Full Settlement

The goal of the truck accident attorneys is always to resolve the case in a highly efficient way. This means that the maximum compensation amount is gained for the victims in the shortest time possible. The truck accident claim will be prepared by the attorney in such a way that no time is lost. Discussions are carried out with all the parties at fault. Then, negotiations start to deliver only the best results. 

If necessary, the truck accident lawyer will also take the case to trial. Even if this is not always needed, the attorney can do it if necessary. 

New Minimum Wage Rules…

As from 1 October 2010, employees will no longer have to be aged 22 to become eligible for the top hourly minimum wage rate. The new adult rate will be �5.93, up from �5.80 per hour, and will include employees aged 21 or over. For workers aged between 18 and 20, the new rate will be �4.92, up from �4.83; for those aged under 18, the rate will rise from �3.57 to �3.64 an hour.

For the first time apprentices aged under 19, or those in the first year of their training, will be entitled to a minimum wage rate of �2.50 per hour. The move to reduce qualification for the adult minimum wage to 21 will push up business costs.

The Business Department has estimated that the cost to employers will be �48 million. It is thought that the change will see some 85,000 extra workers lifted into the adult wage category. There is also a change to the rules governing tips and service charges and the minimum wage.

As from 1 October, it is against the law for tips to be used to bring an employee's earnings up to the minimum wage. The old rules meant that tips and gratuities that were given directly to workers by customers and were retained by the workers without any other party being involved could not count towards the minimum wage.

But where service charges, tips, gratuities and cover charges were paid by the employer to the worker via the payroll, then the tip could count towards national minimum wage pay. The new regulations, however, have outlawed this. Now no tips, service charges, gratuities or cover charges can be used to pay the national minimum wage.

A Bankruptcy Attorney in Chicago Helps Stave Off Creditors

The world can be rough today, and finding oneself in a financial bind is quite common. Many different things can lead someone to seek a bankruptcy attorney in Chicago, and it might be the right solution for you. If you have so much debt that you can't pay it all off, medical bills, credit cards, and now you have now job or diminished hours, you aren't alone. Countless people are in the same situation, and contacting a Chicago bankruptcy attorney could be the one thing that shows you the light at the end of the tunnel.

When you have a Chicago bankruptcy attorney helping you with your case, the lawyer will be able to make sure that you file everything properly, and that you know the proper procedures of how to file successfully. With the changes that have gone into effect in recent years regarding the bankruptcy laws, it is important that you have someone on your side who knows these changes and who is able to ensure that you complete your paperwork properly and that you abide by the rules. When you are working with a great bankruptcy attorney in Chicago, you will find that you have an automatic stay once you file. This is certainly a good thing for anyone harried by creditors.

What is a Bankruptcy Automatic Stay?

The automatic stay means that creditors are no longer going to be able to take action against you. This means that they will not be able to contact you by phone or in the mail regarding money that you might owe to them. If they do contact you, get in touch with your Chicago bankruptcy attorney and let him or her know. Your bankruptcy attorney in Chicago will be able to talk with them and make sure that it doesn't happen again.

In addition, the creditors will not be able to file lawsuits against you, and they will not be able to proceed with any lawsuits that they might already have started. Your bankruptcy attorney in Chicago can make sure that they do not repossess your property, garnish wages, or foreclose on you, and that they don't file liens or judgments against you too.

When Do Bankruptcy Automatic Stays Not Apply?

Of course, you will find some instances that the automatic stay is not going to apply in as well. If you owe child support or alimony, you are still going to have to meet those obligations. Still, the Chicago bankruptcy attorney will be able to take quite a weight off your shoulders by eliminating the contact with creditors that could be causing you undue stress.

The last thing that you need is more problems in your life. Get in touch with a bankruptcy attorney in Chicago today and talk about your case. For some, filing bankruptcy is the best option, a way to start over in life and do things differently the second time around. Do not let another creditor harass you on the phone! Get the help you need today.

Finding A Florida Stock Fraud Lawyer That Has Experience On The Job

Are you hoping to find a Florida stock fraud lawyer that has experience on the job and will be able to provide you with top-quality services? Any time that you are going into a lawsuit or court case, you rely heavily on the lawyer or attorney that you have hired. Most of the time, the outcome of the court case relies on their services and their ability to convince the judge or jury. It is extremely important that you do your homework and hire a lawyer or attorney that is highly specialized in stock frauds and knows what they are doing in this particular type of court case. Not every lawyer or attorney that is out there is going to know about the stock market. More often than not, the attorneys that you will be able to find will have no previous experience in stock market cases and they won't have enough knowledge to properly serve you. By hiring a Florida stock fraud lawyer, you can get a lawyer that has specialized in this particular type of court case and has become very efficient at addressing these types of court cases.

Stock fraud lawyers will typically know the stock market extremely well and they will be able to point out frauds without having to investigate very thoroughly. They also won't have to consult with anybody else, since they will be a professional in stock market fraud themselves. If you were to hire a general lawyer, they would have to consult with somebody else to find out whether or not your particular case is going to hold up in court. If you believe that there was stock market fraud done to you, the lawyer is going to have to verify these claims and if they don't know anything about stock markets than they will have to consult with a professional who does and that will cost you money. That is why if you find a lawyer that no stock markets already it will save you money in the long run.

Stock market frauds can involve a lot of money. Undoubtedly, you are probably trying to sue for all of your losses and maybe even some additional funds for your pain and suffering due to the fraud. A lawyer or attorney should be able to talk with you and tell you whether or not they think you have a strong case that will hold up in court. Sometimes, the amount of money that you are suing for will be lessened and even though you win, you won't come out with as much money as you want it. This can be very unfortunate but ultimately it's up to what the judge decides. The judge's decision will be based off the claims of your lawyer or attorney and if the judge believes that your case is strong enough, they will order the opposing party to pay up. Finding a Florida stock fraud lawyer that has experience on the job means that you will save money, and be better prepared and have a higher possibility of winning your case.

Employee Benefit Plan Auditing And Financial Reporting Models

What is the ERISA Advisory Council?

Section 512 of ERISA provides for the establishment of an Advisory Council on Employee Welfare and Pension Benefit Plans, known as the ERISA Advisory Council. The duties of the council are to advise the Secretary of Labor on issues important to the administration of ERISA, and submit recommendations regarding the Secretary's functions under ERISA. The Council consists of 15 members appointed by the Secretary of Labor, and includes representatives of employee organizations, employers, the general public, and the accounting profession. Typically, the Council focuses on three to four issues each year. For each issue, the Council defines the issue to investigate, takes testimony from witnesses, and submits a report of findings and recommendations to the Secretary of Labor.

What does this study include?

According to the Issue Paper for this project, the Council's goal is to make recommendations to the Secretary of Labor with respect to ERISA's audit and financial reporting requirements; the desired outcome is to improve the Department of Labor's oversight of employee benefit plan audits. The Council plans to study the following:

In its work on the audit and financial reporting requirements, the Council will specifically be evaluating limited scope audits. At the conclusion of the study, the Council will make recommendations to the Secretary of Labor, which may call for changes to the current financial reporting model, auditing standards for benefit plans, or both.

AICPA Testimony?

On June 29, 2010, Marilee Lau, Chair of the American Institute of Certified Public Accountants (AICPA) Employee Benefit Plan Audit Quality Center Executive Committee, and Michele Weldon, Chair of the AICPA Employee Benefit Plans Expert Panel, testified on behalf of the AICPA2. In its testimony, the AICPA discussed key changes in employee benefit plans from the time ERISA was enacted in 1974 to the present day.

Comparison of Employee Benefit Plans � Then and Now

Plans in 1974 �

Plans today �

The AICPA testimony focused on the key areas as follows: the limited scope audit exemption, 403(b) plan reporting and audit requirements, and health and welfare plan reporting and audit requirements. Limited Scope Audit Exemption ERISA's limited scope audit exemption allows the plan administrator to instruct the independent auditor not to perform any auditing procedures with respect to investment information prepared and certified by a qualified institution which acts as trustee or custodian of plan investments or their agent. The trustee or custodian is only required to certify as to whether the information provided to the plan sponsor is complete and accurate based on information obtained from their ordinary business records; as a result, the values reported on statements are the best available information in their systems at the time of the report. In the case of "hard-to-value" investments, the report typically includes a value provided by a third-party broker or fund company, which is not necessarily fair value, and not necessarily the value as of the year-end of the plan (i.e., the reported value may be as of the end of the prior quarter). Unless the plan administrator has engaged the trustee or custodian to provide asset valuation services, the trustee or custodian will not verify the accuracy and validity of the valuation sources. When ERISA was enacted, most benefit plans held investments for which there was a readily determinable fair value, and so the best available information in their records was typically reliable.

The AICPA recommended that the Secretary of Labor seek legislative repeal of the limited scope audit exemption, or at a minimum, allow the election to be made only for assets whose current value is based on quoted market prices for identical assets. In the event that the limited scope option is not repealed, the AICPA also made recommendations dealing specifically with the use of certifications when "alternative" or "hard-to-value" assets are held by a Plan. Finally, the AICPA recommended that the Secretary of Labor require that those electing the limited scope audit exemption be required to include the certifications with their Form 5500 filings, which would subject them to review by the Department of Labor.

Section 403b plan reporting and audit requirements

ERISA-covered 403(b) plans will be subject to the same Form 5500 reporting and audit requirements as 401(k) plans effective with the 2009 plan year. Many of these plans have existed for decades, and with no previous audit requirement, there are not adequate books and records to support a "clean" audit opinion. Due to the nature of this limitation of the audit scope, many of these plans will face receiving qualified, adverse, or disclaimers of opinion for decades. The AICPA therefore recommended that the Department of Labor allow such 403(b) plans to prepare their financial statements on a regulatory basis of accounting. This recommendation would require the development of a regulatory basis of reporting in order to provide a consistent financial reporting framework. As an alternative, the AICPA suggested that the Secretary of Labor could require plans to have an independent auditor perform an agreed-upon-procedures engagement to test certain elements and compliance matters.

Health and welfare plan reporting and audit requirements

In the case of health and welfare plans, the AICPA focused on the limited usefulness of their financial reporting as compared to the cost. Specifically, useful information regarding the plan's ability to pay benefits is not provided; the plans are not required to be funded, nor are plan sponsors typically required to fund or maintain benefits. The ultimate obligation to pay benefits rests with the plan sponsors, and therefore one must look to the plan sponsor's financial statements to evaluate the likelihood of benefits being funded. Further, the AICPA noted that the costs of these audits are frequently significantly higher than for other types of benefit plans due to the complexities of the health care systems. The AICPA recommended that the Secretary of Labor evaluate whether the costs associated with these audits for single-employer plans effectively meet the needs of users of the financial statements. As an alternative, the AICPA encouraged the use of agreed-upon-procedures.

Other recommendations

In addition to the key areas of focus above, the AICPA made other recommendations, including:

Due to the limited time in the hearing to discuss the subject matter and the AICPA's recommendations, the AICPA also recommended that a special joint task force be established with the accounting profession to more fully consider these issues and solutions.

Next Up

According to the DOL website, the next meeting of the ERISA Advisory Council is scheduled for August 31 through September 2, 2010 at the U.S. Department of Labor in Washington, DC. The Council will present its findings and recommendations to the Secretary or the Secretary's designated representative at the final meeting of the council year, which ends on November 14.

Nursing Home Abuse Medical Malpractice

Nursing Home Abuse and Neglect is all too prevalent in our society. Clearly, investing in nursing malpractice insurance is of major importance where safeguarding one from liability is concerned. As a rule, these reasons are based on incidents arising from allegations that nurses caused some form of harm.

Nursing home abuse in a way falls under the category of personal injury. It is important to understand this when seeking insurance. It is popularly thought that personal injury only means bodily harm, it is not the case. Bodily harm is only one form of personal injury. Personal injury means injury that results, for example, from: prosecution, wrongful eviction, false arrest, and either spoken or written slander. In the case of nursing malpractice insurance, any form of personal injury is covered only while the individual actually nurses. In addition, a thorough understanding of the hazards involved with improper nursing documentation is of great consequence. Effective documentation goes a long way towards safeguarding nurses and the result of actions taken during their job performance.

While examining the various policy options available for nursing malpractice insurances, a person should make sure whether the plan covers them when the shift is over as well. Decidedly, before transferring with a case to another hospital, a wise person will always out whether their coverage transfers along with them. It is also good to examine details about coverage for injuries occurring outside the nurse's place of employment.

While many people associate the negligence of nursing homes with physical abuse, it can also be emotional, sexual, and psychological. Nursing home facilities that have a high turnover rate for staff, underpaid staff, and under trained staff tend to create situations for the abuse of your loved one.

Patrick H. Yancey is a lawyer who has years of experience in cases of medical malpractice, nursing home abuse and personal injuries. He is a dedicated and committed individual who has an established law firm in Houma, Louisiana.

At the Law Office of Patrick Yancey, we will handle all cases of serious personal injury arising from negligence while a loved one is under the care and supervision of others. Clients represented by our high-quality legal assistance have sustained injuries while in the care of doctors, hospitals, or other health care providers in nursing home facilities or other assisted living facilities.

Our law office is dedicated to assisting our clients who have been seriously injured or have loved ones that have been mistreated while in the negligent care of others. We provide experienced legal assistance to fully assist you in the event of injury.

Please contact us so that we can obtain the compensation you deserve.

Sexual Harassment Lawyer Discuss The Law on Over-Time Pay

When Sexual harassment lawyer will tackle about the law on over-time pay, they will probably say that the employee should be for the amount of work he or she works. In general, the workers must be paid in different amount of work over for 40 hours per week. And some employers response to the worker they are on salary, he or she needs to work the overtime that is required with no additional compensation.

The following is a general list of employment and who are and are not covered by the new law on overtime pay.

Sexual harassment lawyer implies that the"white collar" spell out that "blue collar" workers are not subjected to the over time exemptions. This is according to the Fair Labor Standards Act. The workers may include the following workers in namely, carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers, laborers and non-management production-line employees.

The police, fire fighters, paramedics, EMTs, and other first responders are non-exempt and fully entitled to overtime. Sexual harassment lawyer clarifies about the entitled workers are performing such duties. The existing regulations regarding vital group of workers has resulted in significant litigation. The police officers and other first responders from such harmful misinterpretations, protects us against to the abuser. Which means the law must be capable to work on the proper benefits that they must receive. Sexual harassment lawyer added that the reason why the police officers must have the overtime pay because their primary duty is not management or directly related to management or general business operations. They work in a field of science or learning where a specialized academic degree is a standard prerequisite for employment.

According to sexual harassment lawyer, for now there is no change to current la regarding overtime protection for registered nurses. They are paid hourly basis entitled to overtime pay under the final rules. Receiving overtime under a collective agreement is expressly protected by the final rules. The position is reflected in the old rule. Possession of a specialized advanced academic degree is not a standard prerequisite for entry into such positions.

For the first time also that the union members be covered by collective bargaining agreements. It is clear the the members have the right and must be paid on the over time. They are eligibility to have a benefits, it's either police, fire fighters, other first responders and licensed practical nurses. These 3 positions are some of the many positions that are also qualified to have an over time pay.

The Problem of Self-Representation in Your Employment Case

In lean economic times, more employees are representing themselves in labor dispute cases, both in court and in arbitration. They do not think they can afford a labor attorney. However, studies show it is a very risky decision.

A recent study by the American Arbitration Association shows that pro se litigants - employees who represent themselves - won just 20 percent of the time and were awarded an average of $12,200, compared with an average of $29,000 for employees represented by counsel. The study encompassed nearly 4,000 cases that were arbitrated, or negotiated in a formal procedure outside of court.

Inside the already overly taxed court system, it is not much better. Judges are decrying the number of new pro se cases because they have to give extra time to claimants who are not well-versed in the nuances and byzantine nature of labor and employment law. Like people in any other profession, judges have to do more with less, and, given the serious mantle they wear, cannot skimp.

Many claimants believe a judge will help them with their case and just be understanding about the things a claimant does not know. However, this puts an unfair burden on judges and court personnel at a time when judicial budgets are being cut. Even under ordinary circumstances, you cannot rely on a judge to help you:

An administrative law judge's job is to listen to the evidence, rule on objections to it, and decide the case based on evidence that is admissible and in line with the rule of law. An experienced attorney speaks legal language and understands case law and precedent. He or she also knows what is and is not admissible evidence.

Employment law is extremely complex and is constantly being updated. It is extremely difficult to square new laws, such as the Frank-Dodd Act and the Sarbanes-Oxley Act, with the Fair Labor Standards Act and the many regulations that apply to particular fields and classes of workers. It is a constantly evolving field and some of the laws conflict. It is far better to rely upon a trained attorney to research applicable statutes in a given case. For working mothers and pregnant women who are being bullied at work, you may consult a Pregnancy Discrimination Lawyer for your concerns. If you are involved in an accident, a personal injury lawyer is the one you should talk to.

Additionally, each law has different applications that depend on the number of employees a company has and the type of work it does. It is clear to see that anyone who takes on their own case has a formidable job ahead.

Finally, representing yourself requires patience and a level of objectivity that many people find difficult to attain. You would need to be willing to stick to facts and leave emotions far away. Anyone who is suing their employer is understandably angry, indignant or upset; none of these feelings must present themselves in a courtroom or at an arbitration table. A skilled neutral third party who knows case law is the best person for this job.

The money you invest in an employment attorney is well spent. Research shows that it can net you a larger award in the long run. An ethical, experienced lawyer will discuss fees and expectations with you. Many will work with you on payment plans. Most give free consultations to help you decide.

Labour Law for Hawaii Employers – Prevention and Risk Reduction Policies and Training

It is well established now under federal Headline VII law that an company is responsible for workable sex-related nuisance brought on by a manager with "immediate (or successively higher) power over the worker." However, in situations where the worker does not suffer a "tangible occupation activity," such as release, demotion, or an undesirable reassignment, there is an positive protection that an company may raise to prevent Headline VII responsibility and loss.

Under such positive protection whether an company has an anti-harassment plan is appropriate evidence. Also important is efficient supervisory training and training of workers on the nuisance plan and issue process.

Training and academic programs for all workers take on an even greater degree of significance under Hawaii islands condition law, HRS Section 378. State guiidelines currently is considered by the Hawaii islands Municipal Privileges Commission payment ("HCRC") as mandating tight responsibility for sex-related nuisance dedicated by managers.

While the Hawaii islands Superior Judge has not resolved the HCRC's presentation of HRS Section 378 a recent Celui-ci Superior Judge choice upheld a Celui-ci Human Privileges Commission payment judgment dealing with a control similar to the HCRC's--that an company was totally responsible for a supervisor's unwanted perform under Celui-ci condition law even though the manager did not even have direct supervisory power over the Complainant.

The Apr 16, 2009 Celui-ci choice will certainly be powerful power to a Hawaii islands Superior Judge experienced with decoding the HCRC's control. Accordingly, it is critical that Hawaii islands employers comprehend the value of having an efficient plan and company-wide workout on not only a protection to a sex-related nuisance claim, but prevention.

I. The Significance of Having an Effective Harassment Policy

A. The Faragher/Ellerth Defense

Having an efficient sex-related nuisance plan and workout will significantly increase the chance of preventing responsibility under the positive protection for sex-related nuisance statements identified by the U.S. Superior Judge.

Where claimed nuisance by a manager does not end in an negative ("tangible") occupation choice, the company may prevent responsibility by displaying that: (1) the company worked out affordable care to prevent and quickly correct any unwanted behavior; and (2) the complaintant unreasonably did not take advantage of any precautionary or remedial possibilities provided by the company to prevent damage. "A concrete occupation activity is really a considerable modify in occupation position such as choosing, shooting, unable to market, reassignment with considerably different obligations or a choice causing a considerable modify in benefits."

The significance of the positive protection was considerably improved by a U.S. Superior Court's choice in which the Judge organised that the protection is available in beneficial release situations unless the complaintant leaves in a affordable reaction to an employer-sanctioned negative activity of an formal characteristics, such as a demotion or a cut in pay.

A zero-tolerance nuisance plan must fit the environment and employees:

While evidence that an company had promulgated an antiharassment plan with issue process is not necessary in every example as a matter of law, the need for a stated plan appropriate to the occupation conditions may properly be resolved in any case when handling the first factor of the protection. The plan should be written in simply British, so that all workers regardless of their academic level or background can comprehend it ... [a] plan should include a clear and accurate meaning of illegal nuisance so that workers know what type of perform is disallowed by the plan and will be able to identify that perform should it happen.

Offshore Injuries- Health and Safety Management Failings

One of the major causes of offshore injuries involves health and safety management failings. Since offshore workers were working away in an open ocean for couple of months they were not able to have the regular health monitoring and regular assessment involving the condition of their bodies. Under the health and safety management failings, monitoring was the most significant failing identified. In addition, audit and review; and planning and implementation were also considered as significant failings.

Being a maritime worker you should be aware of the causes of the offshore injuries so that you could take precaution to lessen the possibility of suffering one even though you can not totally avoid offshore injuries while you were rendering your service to a maritime company. The following were also the examples of the above mentioned significant health and safety management failings: organizing communication, organizing competence, organizing control, organizing cooperation, policy, and a certain percentage was unknown failings.

Upon knowing these failing prior to health and safety which could lead to offshore injuries, there were still complexities in understanding in what instance you could consider a situation as a health and safety management failing. To make it more clear below were example of incidents involving the failings:


The involved worker tripped over a sea fastening (welding plate) that was wrongly positioned near the door of a tool container. He sustained ligament damage and a twisted ankle. A safety officer had identified the incorrect sea fastening on an inspection before sailing, but the matter was not resolved, showing insufficient monitoring.

Audit and Review:

Two crew members were preparing to move a flange, having discussed the correct method during a toolbox talk. The involved worker decided to try to roll the flange by himself and it fell over, landing on his foot and breaking two toes. The involved worker was a contractor, and the duty holder's audit and review program did not focus on contractors in sufficient detail.

Planning and implementation:

The involved worker was clearing a blocked section of drill line with an air hose, and when theb lockage was cleared the pipe moved, striking his foot causing multiple fractures.There was no formal procedure for clearing the blocked pipe and, as such, there was insufficient risk assessment for the task. Before the job was started procedures wer accepted, which included those for unblocking the pipe, however hazards were not identified, showing poor planning.

The examples above indicates that injuries could came from any situation, even you were doing the task at the safety procedure there were still certain details that could result to an accident or injury.