Free Law Information Blog

If you are involved in an accident at work, it will be necessary for you to show that your injuries were caused by the negligence of your employer. Your employer is also responsible for the actions of work colleagues who cause accidents involving injury. Please remember that you have an obligation to make your employer aware of any accidents, which occur whilst at work. This information should be properly recorded in the Accident Book. Please note, your employer cannot terminate your employment if you make a claim for compensation. If you are in any doubt or concerned over this, we recommend that you consult us immediately.
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Whiplash is a sudden moderate to severe strain affecting the bones, discs, muscles, nerves, or tendons of the neck, which is composed of seven small bones known as the cervical spine. Symptoms may appear straight away or develop gradually over hours, days, or weeks after the injury. Symptoms of whiplash may include * Pain or stiffness of the neck, jaw, shoulders, or arm * Dizziness * Headache * Loss of feeling in an arm or hand * Nausea or vomiting Diagnosis Whiplash can be difficult to diagnose because X rays and scans do not always reveal the injury and diagnosis is usually based on observation of symptoms, medical history, and physical examination Treatment is usually by way of medication, physical therapy, and supportive treatments. Severe whiplash may be treated with a surgical collar. Compensation The amount of compensation payable following a whiplash injury depends on the severity of the injury, the recovery period, and whether or not there are any permanent residual symptoms Medical History If you believe that you have suffered an injury in an accident it is important that you seek medical advice as soon as possible from either your General Practitioner or in more serious cases the Accident and Emergency department of your local Hospital. The medical record of your injury will used in part for the assessment of the value of your claim, and it is therefore important that the injury is documented as soon as possible after the onset of symptoms.
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Road Traffic Accidents …account for a large proportion of all accidents and personal injury compensation claims in the UK and drivers of vehicles are required to have some level of insurance cover. These being: Fully Comprehensive, Third Party Fire and Theft or Third Party only. These policies provide protection for anyone (including members of the same family) who may be involved in an accident, who suffer personal injury as a result of the driver’s negligence and may need to place a personal injury compensation claim whether or not the driver’s negligence has led to a police prosecution. If it is discovered that a negligent driver had inadequate or no insurance at the time of the accident, you may still be able to bring a personal injury compensation claim for through the MIB (Motor Insurers Bureau).
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It was not until 1986 when a law protecting whistleblowers is made. Congress added an anti-retaliation protection to the then existing False Claims Act.

A whistleblower is a person who tells on something he believes is an illegal act. The employees are the most commonly known whistleblower. They tell on their employers which they suspect is doing or committing an illegal act.

Under the Whistleblower Protection Law, the employee should not be discharged, denoted, suspended, threatened or harassed in any form that discriminates the terms and conditions of his employment because of the legal act done by the employee.
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The Nurse Practice Act is a set of state laws that govern specific aspects of the nursing profession. The statutes are generally grouped with a chapter of state laws, referred to in its entirety as the Nurse Practice Act “the Act”. The Act aims to protect the public from an unsafe nurse by ensuring minimum levels of performance.

Individual state legislatures’ determine the Acts content, so “the Act” may differ a bit from state-to-state. Nonetheless, many acts address common issues such as establishing the composition and scope of authority for the board of nursing; defining the practice of professional, practical or vocational nursing and advanced practice nursing; setting the requirements to obtain a nursing license; limiting use of the title, “nurse” and listing the grounds for discipline against a nurse’s license.
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Wills are legal documents that a person uses to declare how he or she wishes his property to be disposed of when he or she dies. In most cases wills are written out, signed and attested to, or more commonly known as witnessed to. In the past, the law stated that wills could only dispose of real property, or land, and a testament disposed of personal property. Today, wills are referred to as the last will and testament and it deals with both real and personal property.

There are various types of wills that people could have. One such will is a joint will. More than one person with each testator executes this will, as the person who makes a will is called, leaving his property to the survivor or to other persons. The second type of will is a mutual will. Mutual wills the testators agree that each shall be the beneficiary under the other’s will.
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A notary public is someone who is authorized by the courts to serve as an impartial witness and acknowledge and certify signatures and documents. A notary public may also administer oaths and affirmations. In some states, a notary may perform civil wedding ceremonies as well. Since the notary witnesses the signing of documents, he or she can make sure that all parties involved are entering into their agreements willingly.

To become a notary public, you must contact your state’s notary division. They’ll advise you as to the requirements necessary. An applicant must be at least eighteen years of age and reside legally in the state in which he or she is applying. You can obtain your application from your state or the National Notary Association. You’ll probably be asked to take an exam and submit to finger printing. A filing fee must be paid and a bond must be posted. You’ll have to research your own state’s fees and bond requirements.
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People ask whether a California “Easy Divorce” is possible. Sure it is - when both parties will work together to expedite the process. A California “Easy Divorce” will not be completed when the husband or the wife wants to dispute any of the issues. Just like other states, California has set rules that have to be followed before you can get a divorce. This fact is unavoidable. Clients ask, how is it possible for one spouse to impede a California “Easy Divorce”? They can do so by arguing about issues, such as grounds for divorce under circumstances where grounds are required to be agreed on, or by choosing to dispute issues such as (a) what property to divide, (b) who the children will live with & how custodial time will be divided, or (c) how to determine if alimony ought to be given the situation.

All issues that have to be addressed prior to getting a California divorce can also be argued about. So, if you or your spouse wants to delay & halt an “Easy Divorce”, it can be done.
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The primary Federal law governing wages, hours and overtime, the Fair Labor Standards Act (”FLSA”), 29 U.S.C. § 201, et seq., was originally enacted in 1938. This law is enforced by the Wage and Hour Division of the Department of Labor.

Most employers see no reason to even think about this law if the pay their employees more than the widely known minimum wage. In fact, problems involving violations of the “wage and hour” laws are relatively uncommon to most employers. However, often when a problem arises, its not discovered by an employer until the violation has been ongoing for years. Too often the liability under the law at that point is absolutely staggering to most employers. Employers assume that as long as they pay the minimum wage and overtime there is nothing else to know about the wage and hour law. This is simply not the case and navigating the complex wage and hour laws is something best left to a wage and hour specialist. One clear sign that you need to consult a labor and employment law specialist immediately is that you still believe that paying an employee a salary means you don’t have to pay them overtime.
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