If you or someone you know has been attacked by a dog, it's important to understand the laws surrounding dog bites. Unfortunately, the rules can be confusing. It's best to have an attorney look over your case before deciding whether or not to file a lawsuit. This article will help explain some of the most common laws and guidelines.

Louisiana

If you have been bitten by a dog in Louisiana, you may be able to file a claim for damages. The law is designed to protect you from dog owners who are negligent in taking proper care of their dogs.

A dog bite can be very painful. It can be accompanied by extensive surgeries and long-term aftercare. Even a mild attack can leave you with a permanent disfigurement. This is why you should contact a dog bite lawyer to guide you through the process.

In Louisiana, there are several statutes that govern how a dog owner should react to an attack. These statutes cover different aspects of dog bite law. One of these is the one-bite rule.

This statute requires that a dog owner take a "reasonable measure" to avoid a dog from causing injury. For example, a dog owner could keep a dog on a leash or put a muzzle on the animal.

Arizona

If you were bitten by a dog in Arizona, you are entitled to compensation thanks to Arizona dog bite lawsuits. However, you must file a lawsuit within two years of the bite. Failure to do so will most likely result in your case being tossed without a hearing.

A dog attack can be terrifying. It can cause physical and psychological damage to the victim. Dogs can also spread rabies, a disease that has no cure. This can leave victims with extensive medical expenses.

The dog's owner can be held liable for damages, regardless of the owner's knowledge of the dog's violent behavior. There are a few important exceptions to this rule, however.

A dog that is trespassing on private property cannot be held liable under this law. However, in some states, such as Colorado, a "one-bite rule" is followed.

Hawaii

If you have been bitten by a dog, you need to know Hawaii dog bite law. You can file a lawsuit against the owner of the animal, and you can recover compensation under several doctrines of negligence.

The traditional one bite rule was devised in England in the 17th century. In most states, dog owners are held liable for their animals' actions. Even the most gentle dogs can inflict serious injuries. A personal injury lawyer can help you determine whether or not you have a case.

There are two types of liability: strict liability and comparative negligence. Strict liability states that the defendant is responsible for the damage regardless of their intentions. Comparative negligence states that the damages are reduced according to the amount of negligence attributable to the plaintiff.

Oregon

If you have been bitten by a dog in Oregon, you may have the legal right to file a claim against the owner. But before you can do this, you need to know what your rights are. In Oregon, you have two years from the date of the dog bite to file a lawsuit. If you aren't able to file a claim within these two years, your case will be dismissed.

Dog bites can cause serious injuries, and they can result in expensive medical bills. These injuries can also have a long-term impact on the victim's quality of life. Thankfully, you can seek compensation for your injuries through the use of special statutes and legal doctrines.

For instance, you can sue the owner for damages if your dog tripped you or knocked you down. You can even sue for pain and emotional trauma if the dog's actions caused you to have permanent scars.

One-bite rule

The one-bite dog bite law is a common law principle. It is a way to prevent foreseeable dog injuries. In general, this law states that a dog owner must have some level of knowledge regarding the potential for a bite. But this rule does not mean that the owner will be exempt from liability if he or she acts negligently.

For example, you could be found liable for the first time if your dog catches a house guest off guard and bites him. However, you would not be held liable for the second time, unless your dog's previous bite sparked the incident.

Generally, the one-bite rule is only applicable to dogs that have a history of biting and aggression. If your dog hasn't been known for its ferocity, it will not be considered a threat to public safety.

 
Business Hiring the right people for your business makes an enormous difference to the output you get from them. A high performing employee will be 2 or 3 times as productive as an average employee. There’s no denying that resumes matter, but selecting a candidate is hard, especially when the decision must be based on the available information. PXT Select Solutions changes that. Here’s a quick overview. What's PXT Select? PXT Select is a selection assessment that promises to ‘fill the gap’ between resume and interview. For example, if you are trying to understand whether a candidate is the right fit for the role, you can use the test to generate actionable data.

Hiring and recruiting people needs to be a smart process, because it is more than just about filling up the roles. It is important to find people, who are able to do the job and would be engaged and satisfied doing the job. PXT Select brings the best of assessment technology, which helps in generating informative reports that help the recruiters and hiring managers. The following informative reports can be generated using PXT Select -Comprehensive Selection Report. How well does the candidate fit the job? Providing a thorough view of candidate data, this report focuses on Candidate Fit, Performance Model, and Interview Questions. -Multiple Positions Report. This report basically helps in filling up the open positions by considering candidates for roles and then assigning them the role that they are best suited for. -Multiple Candidates Report. Consider behavioral traits, interests and skills of multiple candidates at the same time with this report. Compares candidates as to their overall job suitability. -Performance Model Report. Know what you qualities you are looking for by gaining a deep insight into the ideal candidate with this report. -Team report. This report allows you to explore how a candidate may fit into the existing team and how his/her presence changes the strengths and dynamics of the team. -Manager-Employee Fit Report. You need to ensure that the new recruits work well with the current manager, and this report helps with that. -Individual's Feedback Report. Instead of sharing scores, this report gives an insight to the candidates’ behavioral style, and your company can choose to share this report with candidates. -Coaching report. Coaching a new employee to his/her full potential is another requirement of good management. The coaching report allows your current managers to see the new employee’s developmental needs. Should you invest in PXT Select Solutions? There’s no doubt that PXT Select Solutions will help companies hire employees with the best fit for the position.

The hiring process does get simplified to a considerable extent. While you can always assess people by what they write on the resumes or how they answer questions during an interview, it is important to consider the objective, more predictive information also. You want to hire people who will have long tenure, greater engagement and higher performance. PXT Select Solutions helps smaller businesses find the right fit for the open roles. Contact HireSmart, LLC at 480.205.7291 (mobile), a PXT Selection solutions provider, to gain strategic advantages over your business competitors. Contact US: https://www.hiresmart.net/ Phone: 480) 503-2945 FAX: (866) 296-4277 Email: Neil.Clark@hiresmart.net

There are many different benefits for veterans. First of all, veterans may be eligible for Housebound and Age and Attendance Benefits. Both of these can result in a larger pension. These benefits are available for disabled veterans who are confined to their home due to their disability. You should understand how to apply for these benefits so you can get the maximum amount of money you are entitled to. In order to receive these benefits, you must be a veteran or their spouse.

There are certain requirements for these programs. You must be a veteran to qualify. You must have served in the military or be the dependent of a veteran. You must also be a US citizen. If you served in the US military, you must be a U.S. citizen. You must be a U.S. citizen or permanent resident to receive these benefits. In addition, you must be a veteran. Whether you served in the military or the reserves, you are eligible for the benefits offered to veterans.

In addition to the financial benefits available to veterans, other veterans can also receive monthly pension payments. For example, a surviving spouse can receive a tax-free monetary benefit. And a surviving parent may qualify for a monthly pension for their children. In addition to these financial benefits, veteran spouses can also qualify for additional services, such as bereavement counseling. If you've served in the military during wartime, you're likely to qualify for these benefits, so make sure to check with the VA and learn more.

A surviving spouse could qualify for monthly pension benefits if they died while their spouse served. This tax-free benefit is available to surviving spouses and children who died while their spouses were in the service. This benefit will provide support for their families and help them transition to civilian life after the death of a loved one. If you are a veteran and have a surviving partner, you may qualify for both of these programs.

Some of the most common available benefits for veterans are state based. These can range from free college resources to free hunting and fishing licenses. Some states also offer special license plates, which can be advantageous for veteran residents. In addition to these, many states also provide cash bonuses for veteran residents. You can look up the benefits offered by your state's department of veteran’s affairs to find the best benefits for your family. There are many ways to get the most out of VA and other VA programs for veterans.

Survivors of veterans can also apply for monetary benefits. If their spouse or partner died during their service, these benefits will be tax-free. If they had a dependent, the surviving spouse or child can also apply for this benefit. A surviving spouse will receive a benefit of up to $22,000 per year. The surviving spouse will receive support services for life. All of these benefits are available to men and women in the military.

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. 

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.

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.

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.

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 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.

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.