tag:blogger.com,1999:blog-75528437458205069742024-03-05T20:10:44.661-08:00The Vargas Law OfficeBIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.comBlogger26125tag:blogger.com,1999:blog-7552843745820506974.post-90097083450524846542023-12-22T11:03:00.000-08:002023-12-22T11:03:54.578-08:00Understanding Workplace Injuries and Workers' Compensation in Texas: What You Need to Know<p></p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 0px 0px 1.25em; white-space-collapse: preserve;">Workplace injuries can be a turning point in any employee's life. But when it comes to workers' compensation in Texas, things can get complicated, especially if your employer is not a subscriber to the Texas Department of Insurance (TDI) Workers' Compensation system. At Vargas Guerra, LLP, we often encounter confusion and misconceptions about this very issue, and it's crucial for both employees and employers to understand the legal landscape.</p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;"><span style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: var(--tw-prose-bold); font-weight: 600;">Texas Workers' Compensation: A Choice for Employers</span></p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;">In Texas, unlike many other states, employers have the option to opt out of the state-run workers' compensation system. These non-subscribing employers may set up their own injury compensation system or may have no system at all. However, this choice carries significant legal implications, especially when an employee is injured on the job.</p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;"><span style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: var(--tw-prose-bold); font-weight: 600;">The Implications of Not Subscribing to State Workers' Comp</span></p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;">For employers who aren't subscribers to the TDI system, the stakes are high in the event of a workplace injury. Contrary to a common misconception, non-subscribing employers do not enjoy immunity from being sued for on-the-job injuries. In fact, under Texas law, they lose some key defenses in personal injury claims, such as arguing that:</p><ul style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; display: flex; flex-direction: column; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; list-style-image: initial; list-style-position: initial; margin: 1.25em 0px; padding: 0px; white-space-collapse: preserve;"><li style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; display: block; margin: 0px; min-height: 28px; padding-left: 0.375em;">The injured worker’s negligence caused the injury.</li><li style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; display: block; margin: 0px; min-height: 28px; padding-left: 0.375em;">The injury was caused by the negligence of a fellow employee.</li><li style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; display: block; margin: 0px; min-height: 28px; padding-left: 0.375em;">The injured employee knew about the danger and voluntarily accepted it.</li></ul><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;">This can leave non-subscribing employers significantly more vulnerable in workplace injury lawsuits.</p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;"><span style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: var(--tw-prose-bold); font-weight: 600;">What This Means for Injured Workers</span></p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;">If you're an employee who's been injured at work and your employer is not a subscriber to the state's workers' compensation system, you may have the right to sue for damages. This could include compensation for medical expenses, lost wages, pain and suffering, and even punitive damages in some cases.</p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;"><span style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: var(--tw-prose-bold); font-weight: 600;">Seek Legal Assistance</span></p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;">Navigating the aftermath of a workplace injury can be challenging, particularly in Texas with its unique workers' compensation laws. If you find yourself or a loved one in such a situation, it's crucial to seek legal advice to understand your rights and options.</p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;">At Vargas Guerra, LLP, we're committed to guiding workers through these complex legal paths and advocating for their rights. If you have questions about a workplace injury, workers' compensation, or your employer's responsibilities under Texas law, contact us for a consultation.</p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;">Stay informed and stay protected. Know your rights in the event of a workplace injury, especially in the complex legal environment of Texas workers' compensation laws.</p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space-collapse: preserve;"><span style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: var(--tw-prose-bold); font-weight: 600;"><a href="https://thevargaslawoffice.cliogrow.com/book" style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(69,89,164,.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-text-opacity: 1; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; font-weight: 400; text-decoration-line: none;" target="_new">Contact Vargas Guerra, LLP</a></span></p><p><br /></p><p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZKX2WNpaEbI8TBd3fgfjvXDWj_L-2Wq5ayYt-qn5YKwqRhk8E-Il2Mki0Zm7LgrnFOVi_z7KMz4o1BLAJz2bisOM4bNT42vLeIXM8OgJXpTzFkA7nXquzV8H4pHgr_DXy8Qye-hQagLak2ys3vEcCDfZlXQ2kPB4tUByP7Ed8XILInBFwI8_-FMnb1D40/s4454/blogpostpic.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="2410" data-original-width="4454" height="173" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZKX2WNpaEbI8TBd3fgfjvXDWj_L-2Wq5ayYt-qn5YKwqRhk8E-Il2Mki0Zm7LgrnFOVi_z7KMz4o1BLAJz2bisOM4bNT42vLeIXM8OgJXpTzFkA7nXquzV8H4pHgr_DXy8Qye-hQagLak2ys3vEcCDfZlXQ2kPB4tUByP7Ed8XILInBFwI8_-FMnb1D40/s320/blogpostpic.jpg" width="320" /></a></div><br /><p></p>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-85525252904926052732023-11-15T10:45:00.000-08:002023-11-15T10:45:34.427-08:00How VARGAS GUERRA, LLP Can Support Your Small Business<p> Empowering Your Business Every Step of the Way</p><p>Small businesses are the backbone of our community, driving innovation and growth. At Vargas Guerra LLP, we understand the unique legal challenges you face. Our goal is to provide flexible, affordable legal solutions that grow with your business. Here's how we can help:</p><p><br /></p><p>À La Carte Legal Services</p><p>Our à la carte legal services are designed to meet your specific needs without the overhead of a full-time legal department. You can choose from a range of services, each tailored to the particular challenges and opportunities small businesses encounter.</p><p><br /></p><p>Our À La Carte Offerings Include:</p><p>Contract Drafting and Review: From vendor agreements to employee contracts, ensuring that your agreements protect your interests.</p><p>Compliance Audits: Navigating the complexities of state and federal regulations can be challenging. We offer comprehensive audits to ensure your business is compliant.</p><p>Intellectual Property Advice: Protecting your brand and innovations is crucial. We provide guidance on trademarks, copyrights, and patents.</p><p>Employment Law Consultation: We help you navigate hiring practices, employee handbooks, and dispute resolution.</p><p>Business Formation and Structuring: Whether you’re starting up or restructuring, we offer advice on the best legal structure for your business.</p><p>Legal Insurance Plans</p><p>For ongoing support, consider our legal insurance plans. For a fixed monthly or annual fee, you gain access to legal advice and services. This can include contract reviews, legal consultations, and certain types of legal representation.</p><p><br /></p><p>Monthly Seminars</p><p>Knowledge is power, especially when it comes to legal matters. That's why we host monthly seminars on topics relevant to small businesses. These sessions provide valuable insights into legal best practices and the latest changes in the law.</p><p><br /></p><p>Upcoming Seminar Topics:</p><p>Navigating Small Business Taxes</p><p>Employment Law Updates</p><p>Digital Marketing and the Law</p><p>Understanding Commercial Leases</p><p>Why Choose Vargas Guerra LLP?</p><p>Tailored Solutions: Our services are customized to meet the unique needs of your business.</p><p>Cost-Effective: With our à la carte services and legal insurance plans, you get top-tier legal services without breaking the bank.</p><p>Expertise You Can Trust: Our team has a wealth of experience in business law, ensuring that your business receives competent and reliable advice.</p><p>Proactive Approach: We believe in preventing legal issues before they arise, saving you time and resources.</p><p>At Vargas Guerra LLP, we’re more than just your attorneys; we're your partners in business growth. Let us handle the legalities, so you can focus on what you do best – running your business.</p><p>Contact us today to learn more about how we can support your business's legal needs.</p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgAi5nQU5iKLRjc7oSiqEI5cauCkIDYpd_eZq4oOQ3guT9ux76FUqX2pdylSnA_K4IOpwqbT4NlGixckl_SrGm6fNVJwhgqvtOs7b-2jKQ1r4vLBYNBt1kcdtjyyiB_zdcZ4PGjBMXzYI1eKqa5fo3hKF7g87Uwgm-4ABgw3Ku9Ecmne1mxnpaUN3GjfUrL/s4454/blogpostpic.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="2410" data-original-width="4454" height="173" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgAi5nQU5iKLRjc7oSiqEI5cauCkIDYpd_eZq4oOQ3guT9ux76FUqX2pdylSnA_K4IOpwqbT4NlGixckl_SrGm6fNVJwhgqvtOs7b-2jKQ1r4vLBYNBt1kcdtjyyiB_zdcZ4PGjBMXzYI1eKqa5fo3hKF7g87Uwgm-4ABgw3Ku9Ecmne1mxnpaUN3GjfUrL/s320/blogpostpic.jpg" width="320" /></a></div><br /><p style="text-align: center;"><br /></p>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-38072914490619296532023-04-05T12:22:00.000-07:002023-04-05T12:22:02.596-07:00The Deprivation of Texas citizens Constitutional Rights in Employment Law<p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;">The rights of the citizens/employees
of this great State of Texas under the Texas Constitution are under attack. As an attorney, I took an oath to protect the
Constitution of the United States and the Constitution of Texas. It is our duty to uphold the law and to advocate
for our clients while also upholding the principles of the Texas
Constitution. The Texas Constitution is
the supreme law of the land and we have a responsibility to ensure that
statutes are not in conflict with it. <o:p></o:p></span></p><p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;">In the Employment arena,
we have witnessed an all-out attack on your right to a jury trial via Arbitration
Clauses. These arbitration clauses are buried
in the onboarding documents employees are required to sign when they are
getting hired for a job. Many times they
are not given the opportunity to review these documents. In others, the document is just written in
legalese, and even if read, the employee would not understand what he or she is
signing off on, or what rights they are waiving. <o:p></o:p></span></p><p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Generally, once an arbitration
agreement is signed by the employee, he or she will be waiving the following rights: <o:p></o:p></span></p><p class="MsoListParagraphCxSpFirst" style="line-height: normal; margin-left: 1.0in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; font-size: 12pt;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 7pt; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal;">
</span></span><!--[endif]--><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Right to File a Lawsuit <o:p></o:p></span></p><p class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: 1.0in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; font-size: 12pt;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 7pt; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal;">
</span></span><!--[endif]--><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Right to a Trial by Jury<o:p></o:p></span></p><p class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: 1.0in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; font-size: 12pt;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 7pt; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal;">
</span></span><!--[endif]--><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Right to Participate in a Class Action<o:p></o:p></span></p><p class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: 1.0in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; font-size: 12pt;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 7pt; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal;">
</span></span><!--[endif]--><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Right to Appeal the arbitrator’s decision<o:p></o:p></span></p><p class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: 1.0in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; font-size: 12pt;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 7pt; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal;">
</span></span><!--[endif]--><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Right to Free Access to Legal System <o:p></o:p></span></p><p class="MsoListParagraphCxSpLast" style="line-height: normal; margin-left: 1.0in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; font-size: 12pt;">·<span style="font-family: "Times New Roman"; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 7pt; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal;">
</span></span><!--[endif]--><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Right to Impartial Justice <o:p></o:p></span></p><p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Although the Texas Supreme
Court has upheld these arbitration agreements waiving a Jury Trial, it held
that “waivers of constitutional rights not only must be voluntary but must be
knowing, intelligent acts done with sufficient awareness of the relevant
circumstances and likely consequences. <o:p></o:p></span></p><p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;">A lot of the arbitration
agreements I have come across do not meet this standard. That is why I am advocating for the citizens
of Texas to take back their right to a jury trial. Henceforth, I will contest every arbitration
clause that falls short of this standard.
Employees must be made aware of the rights they are waiving in order to
make an informed decision to enter such an agreement. They also must be aware of the costs of the arbitration or who will be responsible for the costs. <o:p></o:p></span></p><p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Article 1, Section 15 of
the Bill of Rights of the Texas Constitution reads as follows: <o:p></o:p></span></p><p class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 0in; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt; text-align: justify; text-indent: 42.0pt;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Sec.
15. RIGHT OF TRIAL BY JURY. <b>The right of trial by jury shall remain
inviolate</b>. The Legislature shall
pass such laws as may be needed to regulate the same and to maintain its
purity and efficiency. Provided, that
the Legislature may provide for the temporary commitment, for observation
and/or treatment, of mentally ill persons not charged with a criminal offense,
for a period of time not to exceed ninety (90) days, by order of the County
Court without the necessity of a trial by jury.
<o:p></o:p></span></p><p class="MsoNormal" style="line-height: normal; margin-bottom: 0in; tab-stops: 45.8pt 91.6pt 137.4pt 183.2pt 229.0pt 274.8pt 320.6pt 366.4pt 412.2pt 458.0pt 503.8pt 549.6pt 595.4pt 641.2pt 687.0pt 732.8pt; text-align: justify;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;"> </span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Although the Texas Legislature
passed a statute making Arbitration Agreements valid, it came short of maintaining
the purity and efficiency of the Right to a Jury Trial. <o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Another major issue that
I see with Arbitration agreements is that a lot of them allocate the costs of
arbitration equally between the Employer and Employee. If the employee is a low-wage earner as most of
them are, then the employee is basically been robbed of any recourse if they
have been wronged, due to their inability to bear the high cost of arbitration. In the legal system, they would at least be
able to file a lawsuit in forma pauperis and demand a jury trial, at very
little expense if any. <o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">The right to access the
legal system "in forma pauperis" means that individuals who are
unable to afford the costs associated with bringing a legal claim should not be
prevented from doing so solely because of their financial situation. This right
is protected by the Constitution and ensures that all individuals have access
to the courts, regardless of their financial resources.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">However, when employees
sign an arbitration agreement, they are generally waiving their right to access
the court system and agreeing to resolve any disputes through arbitration. This
means that if an employee is unable to afford the costs associated with the arbitration, they may be effectively barred from pursuing their legal claims.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Additionally, the costs
of arbitration can be significant and may include fees for the arbitrator,
administrative fees, and other costs associated with the process. These costs
can be prohibitive for many individuals, particularly low-income workers or
those with limited financial resources.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Article 1 Section 13 of
the Bill of Rights of The Texas Constitution reads as follows: <o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify; text-indent: .5in;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Sec.
13. EXCESSIVE BAIL OR FINES; CRUEL OR
UNUSUAL PUNISHMENT; OPEN COURTS; REMEDY BY DUE COURSE OF LAW. Excessive bail shall not be required, nor
excessive fines imposed, nor cruel or unusual punishment inflicted. <b>All courts shall be open, and every person
for an injury done him, in his lands, goods, person or reputation, shall have
remedy by due course of law.<o:p></o:p></b></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">In addition, the Texas Rules
of Civil Procedure provide for a method by which indigent litigants prove their
indigency by filing a “Statement of Inability to Afford Payment of Court Costs.”
<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">In general, the right to
access the legal system "in forma pauperis" is an important
protection for individuals who may not have the means to pursue legal claims.
When employees sign an arbitration agreement, they are generally waiving this
right and agreeing to pursue their claims through arbitration, which can limit
their ability to seek justice and hold employers accountable for any unlawful
actions.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">The third major issue we
need to consider is that The Texas Constitution guarantees the right to appeal
in certain circumstances. Article 5, Section 6 of the Texas Constitution
establishes the appellate court system in Texas and provides for the right of
appeal in cases where a party has been convicted of a crime or where there is a
final judgment in a civil case. This section also provides for the creation of
intermediate appellate courts and a supreme court to hear appeals from lower
courts.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">However, the right to
appeal in the context of arbitration agreements is generally governed by the
terms of the agreement itself. As mentioned earlier, when parties agree to
resolve disputes through arbitration, they are generally waiving their right to
appeal the decision of the arbitrator, and instead agreeing to abide by the
final and binding decision of the arbitrator.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Therefore, while the
Texas Constitution guarantees the right to appeal in certain contexts, this
right may be limited or waived entirely in the context of arbitration
agreements.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Lastly, and possibly the
most important issue with arbitration agreements is Impartiality. Impartiality is a crucial aspect of the legal
system and refers to the quality of being unbiased and fair. Judges,
arbitrators, and other legal professionals are expected to approach each case
with an open mind, free from personal biases or preconceptions, and to make
decisions based solely on the evidence and the law.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">In the context of
arbitration agreements, impartiality is particularly important, as the
arbitrator is effectively serving as both judge and jury in the case. If the arbitrator
is not impartial, or if there is the appearance of bias, it can undermine the
integrity of the arbitration process and may lead to unfair outcomes.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">One potential challenge
to impartiality in the arbitration context is the fact that the employer is
paying the fees associated with an arbitration proceeding and thus creates a
conflict of interest. Because the employer is effectively funding the
arbitration process, the arbitrator may be inclined to rule in favor of the
employer in order to maintain their business relationship with the employer.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">In contrast, judges in
the court system are paid by the state, and their salaries are not directly
tied to the outcome of individual cases. This helps to ensure that judges are
able to make impartial decisions based solely on the facts and the law, without
being influenced by financial considerations.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">In contrast, the fact that employers
pay the arbitrators directly creates a conflict of interest that cannot be
remedied. This is one of the reasons why
some critics of arbitration argue that the process is inherently biased in
favor of the employer and that it may be difficult for employees to obtain a
fair outcome in an arbitration proceeding.<o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Overall, ensuring
impartiality in the arbitration context is critical to ensuring that the
process is fair and just for all parties involved, and this cannot be done when
employers are paying the arbitrators. <o:p></o:p></span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"> </span></p><p>
</p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;"> </span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj3SZKY_iSXwK3R0RxdmzXCItGY7v3kytuvrO4TDPB9l_VdMJ5QPZ7vLlv1kBCmEc5Dxw6tPMU1gEw8q_eD6iVgX4UueNQCce7KJPcn4AyFaqQBT8Y_UVTWGEOIXx0NoeY7_RPFhm5BCnou20Xa8cqf6os8Lzxz2RbvQQ3B1hlvC-KP1pXpZ1-y7d75Xw/s480/blogger-image--250518899.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="384" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj3SZKY_iSXwK3R0RxdmzXCItGY7v3kytuvrO4TDPB9l_VdMJ5QPZ7vLlv1kBCmEc5Dxw6tPMU1gEw8q_eD6iVgX4UueNQCce7KJPcn4AyFaqQBT8Y_UVTWGEOIXx0NoeY7_RPFhm5BCnou20Xa8cqf6os8Lzxz2RbvQQ3B1hlvC-KP1pXpZ1-y7d75Xw/s320/blogger-image--250518899.jpg" width="256" /></a></div><br /><p></p>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-62570139082727526472023-02-04T09:58:00.002-08:002023-02-04T09:58:31.494-08:00Employment Law: Americans with Disabilities Act<p><span style="-webkit-text-size-adjust: 100%; caret-color: rgb(55, 65, 81); color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; white-space: pre-wrap;">The Americans with Disabilities Act (ADA) is a federal law that was enacted in 1990 to protect the rights of individuals with disabilities. The purpose of the ADA is to provide equal opportunities and protections for individuals with disabilities in all aspects of life, including the workplace. It is important for employees to understand their rights under the ADA and how it affects them.</span></p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; -webkit-text-size-adjust: 100%; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; caret-color: rgb(55, 65, 81); color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space: pre-wrap;">Here are some of the key provisions of the ADA that employees should be aware of:</p><ol style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; -webkit-text-size-adjust: 100%; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; caret-color: rgb(55, 65, 81); color: #374151; counter-reset: item 0; display: flex; flex-direction: column; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; list-style-image: initial; list-style-position: initial; margin: 1.25em 0px; padding: 0px 0px 0px 1rem; white-space: pre-wrap;"><li style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px; padding-left: 0.375em;"><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px;">Employers are prohibited from discriminating against individuals with disabilities in all aspects of employment, including hiring, promotion, termination, and any other employment decisions.</p></li><li style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px; padding-left: 0.375em;"><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px;">Employers must provide reasonable accommodations to individuals with disabilities, such as modifying work schedules or providing assistive technology, unless doing so would impose an undue hardship on the employer.</p></li><li style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px; padding-left: 0.375em;"><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px;">The ADA requires employers to provide an accessible workplace and make reasonable modifications to policies, practices, and procedures in order to allow employees with disabilities to perform their job duties.</p></li><li style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px; padding-left: 0.375em;"><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px;">The ADA applies to employers with 15 or more employees and prohibits retaliation against employees who assert their rights under the ADA.</p></li><li style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px; padding-left: 0.375em;"><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; margin: 0px;">Employees with disabilities have the right to request reasonable accommodations from their employer, and employers are required to engage in an interactive process with the employee to determine the appropriate accommodation.</p></li></ol><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; -webkit-text-size-adjust: 100%; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; caret-color: rgb(55, 65, 81); color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px; white-space: pre-wrap;">It is important for employees to understand that the ADA provides them with a number of protections and rights, and that they should not hesitate to ask their employer for reasonable accommodations if they need them. Additionally, employees should be aware that they have the right to file a complaint with the Equal Employment Opportunity Commission (EEOC) if they believe that their rights under the ADA have been violated.</p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; -webkit-text-size-adjust: 100%; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; caret-color: rgb(55, 65, 81); color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px 0px; white-space: pre-wrap;">In conclusion, the ADA is an important law that provides protections and rights for individuals with disabilities in the workplace. By understanding their rights under the ADA, employees can ensure that they are able to work in an environment that is free from discrimination and provides equal opportunities for all.</p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj82F6vtGCRAEHoWJ2zmNnXTRUx4gWBpEGdMl7ZlRbL2xXoc5B4r2xyI7hP2apG075_G2TqBJY-zVOwhCm_Gt_0r7ORFwhL3v6TOSZd1wkTFrQ7MBXV-AnexcB_BYjeL8j1N7r6rDpyHWhrZxFtNG0IiFM5NZBMSY8aFBs1uOu-AGga2fBBtV93YZT8YQ/s480/blogger-image--250518899.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="384" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj82F6vtGCRAEHoWJ2zmNnXTRUx4gWBpEGdMl7ZlRbL2xXoc5B4r2xyI7hP2apG075_G2TqBJY-zVOwhCm_Gt_0r7ORFwhL3v6TOSZd1wkTFrQ7MBXV-AnexcB_BYjeL8j1N7r6rDpyHWhrZxFtNG0IiFM5NZBMSY8aFBs1uOu-AGga2fBBtV93YZT8YQ/s320/blogger-image--250518899.jpg" width="256" /></a></div><br /><p></p>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-38673631792353536582023-01-19T16:15:00.002-08:002023-01-19T16:15:45.628-08:00Employment Law: NEW LAW regarding Pregnancy Discrimination<div style="text-align: justify;">Pregnancy Discrimination in the workplace is a serious issue that affects many women in the United States. Despite laws that prohibit discrimination on the basis of pregnancy, many employers continue to discriminate against pregnant women, either by not hiring them or by not accommodating them when needed. </div><div><br /></div><div style="text-align: justify;">Title VII of the Civil Rights Act of 1964 is the principal federal statute prohibiting employment discrimination on the basis of pregnancy. The Pregnancy Discrimination Act (PDA) of 1978 amended Title VII and prohibited employers from discriminating against women because of their pregnancy, childbirth, or related medical conditions. However, it did not require employers to provide accommodations for pregnant women, such as light duty or flexible schedules. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Effective June 27, 2023, the Pregnant Workers Fairness Act (PWFA) will require employers with 15 or more workers to grant temporary and reasonable accommodations for pregnant job applicants and employees, such as light duty or other arrangements. The PWFA also prohibits employers from discriminating against a job candidate or employee because of their need for pregnancy-related accommodations. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The PUMP Act, Providing Urgent Maternal Protections for Nursing Mothers Act, amends the FLSA and expands the workplace protections for employees with a need to express breast milk. This law is in effect as of December 29, 2022. Specifically, it expands the requirement that employers provide certain accommodations for such an employee to cover salaried employees and other types of workers. Time spent to express breast milk must be considered hours worked if the employee is also working. the new law also extends from one year to two years the available time period for such accommodations. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">It is important that you consult with an attorney as soon as you experience any discrimination regarding these issues because employment law is riddled with deadlines and pitfalls to keep your claims out of court and away from a jury. ALSO, DO NOT SIGN ANY ARBITRATION AGREEMENTS OR CLAUSES, or you might as well waive all your rights away. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">If you think you or your loved ones have been discriminated against or retaliated against due to pregnancy, have them call BIG DAN. </div><div style="text-align: justify;"><br /></div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjMQnnsmcNaW1QIAJxE04GFtkJ-cVb9RI8bkt-1V93SJrcuO_ccSkBWl54SWTov21YEXtGT67ZCPhzGhI65tcDIIoPldeUXqCafJOXy47YO7SGNDZoCmnQwlAB-PSq9FdpAdigN0w_1YiYsfOBHaoeCLGn88M6f1a-ZqAv2aqnm4bpuArxnQ0MlGfvb8w/s480/blogger-image--250518899.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="384" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjMQnnsmcNaW1QIAJxE04GFtkJ-cVb9RI8bkt-1V93SJrcuO_ccSkBWl54SWTov21YEXtGT67ZCPhzGhI65tcDIIoPldeUXqCafJOXy47YO7SGNDZoCmnQwlAB-PSq9FdpAdigN0w_1YiYsfOBHaoeCLGn88M6f1a-ZqAv2aqnm4bpuArxnQ0MlGfvb8w/s320/blogger-image--250518899.jpg" width="256" /></a></div><br /><div style="text-align: justify;"><br /></div>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-76100355974781402402022-08-17T13:02:00.004-07:002022-08-17T13:05:11.814-07:00Employment Law: Discrimination based on Military Service is prohibited<p style="text-align: justify;"><span style="background-color: white; color: #252525; font-family: times; font-size: 15px;">The Uniformed Services Employment and Reemployment Rights Act (USERRA) is the primary federal statute prohibiting employment discrimination based on past, present, or prospective military service. In addition to its anti-discrimination provision, USERRA requires employers to reemploy those who have taken military leave under designated services and governs employee benefit plans for employees on military leave.</span></p><p><span style="background-color: white; font-size: 15px;"><span style="color: #252525; font-family: times;">All US public and private employers are covered under USERRA. No employer too big or too small escapes the purview of this statute. </span></span></p><p><span style="background-color: white; font-size: 15px;"><span style="color: #252525; font-family: times;">The statute prohibits discrimination in Initial<br /> Employment (hiring stage), Reemployment, Retention, Promotion, Benefits, and other Terms and Conditions of Employment. </span></span></p><p style="text-align: justify;"><span style="font-size: 15px; text-align: left;"><span style="color: #252525; font-family: times;">Individuals who believe their USERRA rights have been violated may file a lawsuit against their employer to assert their rights. For lawsuits against private employers, the individual may file the lawsuit in the appropriate US district court. There is no requirement that plaintiffs exhaust administrative remedies before filing suit.</span></span></p><p style="text-align: justify;"><span style="background-color: white; color: #252525; font-family: times; font-size: 15px;">Individuals may seek monetary damages for lost wages and benefits, liquidated damages in the amount equal to lost wages and benefits, as well as equitable relief such as reinstatement. </span></p><p style="text-align: justify;"><span style="background-color: white; color: #252525; font-family: times; font-size: 15px;">There is no statute of limitations for USERRA administrative complaints or lawsuits for claims that accrue after October 10, 2008. The statute of limitations for pre-2008 claims is tolled during the period of a servicemember's military service.</span></p><p style="text-align: justify;"><span style="background-color: white; color: #252525; font-family: times; font-size: 15px;">If you believe you have been discriminated against based on your past, present, or prospective military service, don't hesitate to give Big Dan a call for a Free consultation. </span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg_8pZkQcIl8iFLdOcTG9FFmoojJng2M4h1uPvRqc93CEs6cS5qJQBmM1DwoCIdst5Px2L1ehSKXDEmYNyfBldCiclgfL4_lUVDv1-3w2n-jxOht1dJ4N2tqLTxCufZxzAlKKpqaP6TMy_kaPHRhSQO7Xt0Y0x03j1fSykknW0uFkxseMlVp74B2JK85Q/s480/blogger-image--250518899.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="384" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg_8pZkQcIl8iFLdOcTG9FFmoojJng2M4h1uPvRqc93CEs6cS5qJQBmM1DwoCIdst5Px2L1ehSKXDEmYNyfBldCiclgfL4_lUVDv1-3w2n-jxOht1dJ4N2tqLTxCufZxzAlKKpqaP6TMy_kaPHRhSQO7Xt0Y0x03j1fSykknW0uFkxseMlVp74B2JK85Q/s320/blogger-image--250518899.jpg" width="256" /></a></div><p></p>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-67010761539334443572022-06-09T09:21:00.004-07:002022-06-09T15:41:04.573-07:00Employee Polygraph Protection Act aka “lie detector test”<p style="text-align: justify;"><span style="font-family: Times, serif;">Under the federal Employee Polygraph Protection Act, private
employers* are not allowed to directly, or indirectly, require, request,
suggest, or cause any employee or prospective employee to take or submit to any
lie detector test.<o:p></o:p></span></p><p style="text-align: justify;"><span style="font-family: Times, serif;">And if the employee refuses the test, the Employer is also
prohibited from terminating, disciplining, discriminating, or even threaten to
do us, against employees for refusing or failing the test.</span><o:p></o:p></p><p style="text-align: justify;"><span style="font-family: Times, serif;">Any employer who
violates this act is liable to the employee in a private civil action.<o:p></o:p></span></p><p style="text-align: justify;"><span style="font-family: Times, serif;">There are exemptions to this Act, however. If you are an employee of the Federal, State,
or local government, then this does not apply to your employment, as government
agencies are exempt. <o:p></o:p></span></p><p style="text-align: justify;"><span style="font-family: Times, serif;">The only time a private employer who is subject to this Act is
allowed to administer a polygraph test, is when: <o:p></o:p></span></p><p style="margin-left: 0.75in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: Times, serif;">1.<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: Times, serif;">there is there is a workplace
incident that resulted in economic loss to the employer and the employee had
access to the property that is the subject of the investigation; or<o:p></o:p></span></p><p style="margin-left: 0.75in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: Times, serif;">2.<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: Times, serif;">prospective employees of armored
car, security alarm, and security guard firms; or<o:p></o:p></span></p><p style="margin-left: 0.75in; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: Times, serif;">3.<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: Times, serif;">prospective employees of
pharmaceutical <o:p></o:p></span></p><p>
</p><p style="text-align: justify;"><span style="font-family: Times, serif;">Otherwise, civil actions may be brought by an employee or prospective
employee in Federal or State court against employers who violate the Act for
legal or equitable relief, such as employment reinstatement, promotion, and
payment of lost wages and benefits, attorneys fees, and reasonable costs. The action must be brought within 3 years of
the date of the alleged violation. Visit us at www.thevargaslawoffice.com.<o:p></o:p></span></p><p style="text-align: justify;"></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgh47vFcMQXF0THSCk7lrZhpolwugB0m9s-6VwiROJ6ZNT0Jud_q0xfalW5QUXQaMwAcJTgWyiO3TpucYXB1POar9-RiqpnVPgY8BP-mDlzFOai4Sa-aV04Q-fYnAYZ90wc1T6CrWA2ZUMZJDXPzMashtVrQlwXCSXceQj_c6YZ-5Dd9MQZk_LuadbRrg/s480/blogger-image--250518899.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="384" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgh47vFcMQXF0THSCk7lrZhpolwugB0m9s-6VwiROJ6ZNT0Jud_q0xfalW5QUXQaMwAcJTgWyiO3TpucYXB1POar9-RiqpnVPgY8BP-mDlzFOai4Sa-aV04Q-fYnAYZ90wc1T6CrWA2ZUMZJDXPzMashtVrQlwXCSXceQj_c6YZ-5Dd9MQZk_LuadbRrg/s320/blogger-image--250518899.jpg" width="256" /></a></div><br /><span style="font-family: Times, serif;"><br /></span><p></p>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-8444722644628874982022-02-17T08:38:00.002-08:002022-02-17T08:46:19.298-08:00Texas Expanded protections for Employees in regards to Sexual Harassment Claims<div style="text-align: justify;">Two new laws passed by Texas Legislature taking effect as of September 1, 2021 will change Sexual Harassment Claims in the State of Texas. These changes brought more protection to employees whom may be the victim of sexual harassment in the workplace </div><div><span style="text-align: justify;"><br /></span></div><div><span style="text-align: justify;">Expanded Definition of "Employer"</span></div><div><p class="MsoNormal" style="text-align: justify;">Under Senate Bill 45, which
Governor Greg Abbott signed on May 30, 2021, the Texas legislature added
Section 21.141 to the Labor Code, and now state law defines an “employer” as “a
person who: (A) employs one or more employees, or (B) acts directly in the
interests of an employer in relation to an employee.” As a result of the
expansion of the definition of employer to include those who act “directly in
the interests of an employer in relation to an employee” give rise to supervisors, coworkers, or other
individuals associated with employers may be named as individual defendants in
complaints of sexual harassment. The expansion of the definition of an
“employer” will likely lead to an increased number of claims and suits against
employers.<o:p></o:p></p><p class="MsoNormal" style="text-align: justify;">New Statute of Limitations</p><p class="MsoNormal" style="text-align: justify;">House Bill 21, which Governor
Abbott signed on June 9, 2021, amended Section 21.201(g) of the Labor Code to
expand the statute of limitations for making claims of sexual harassment from
180 days to 300 days from the date of the alleged sexual harassment. The
additional time for filing claims provided by this amendment, which is also
effective September 1, 2021, applies to sexual harassment claims only and does
not affect the 180-day requirement for filing other discrimination claims.<o:p></o:p></p><p class="MsoNormal" style="text-align: justify;">Heightened Responsibility for Employers Responses</p><p class="MsoNormal" style="text-align: justify;">Senate Bill 45, also created a new standard by which employers will be held liable for sexual harassment claims. The statute now makes employer liable if sexual harassment of an employee occurs and the employer or the employer's agents or supervisors: 1. know or should have known that the conduct constituting sexual harassment was occurring; and 2. fail to take immediate and appropriate corrective action. </p><p class="MsoNormal" style="text-align: justify;">Definition of Sexual Harassment </p><p class="MsoNormal" style="text-align: justify;">Lastly, in case you were wondering by now, how exactly is sexual harassment defined, the new statute reads as follows: </p><pre style="overflow-wrap: break-word; white-space: pre-wrap;" xml:space="preserve"><p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 107%;">Sexual harassment" means an unwelcome sexual advance, a request for a sexual favor, or any other verbal or physical conduct of a sexual nature if: </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">(A)</span><span style="font-family: "Times New Roman", serif; font-size: 12pt;"> </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">submission to the advance, request, or </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">conduct is made a term or condition of an individual's employment, either </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">explicitly or implicitly; OR </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">(B)</span><span style="font-family: "Times New Roman", serif; font-size: 12pt;"> </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">submission to or rejection of the advance, </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">request, or conduct by an individual is used as the basis for a decision </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">affecting the individual's employment; OR </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">(C)</span><span style="font-family: "Times New Roman", serif; font-size: 12pt;"> </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">the advance, request, or conduct has the </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">purpose or effect of unreasonably interfering with an individual's work </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">performance; or </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">(D)</span><span style="font-family: "Times New Roman", serif; font-size: 12pt;"> </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">the advance, request, or conduct has the </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">purpose or effect of creating an intimidating, hostile, or offensive working </span><span style="font-family: "Times New Roman", serif; font-size: 12pt;">environment.</span></p><p class="MsoNormal" style="text-align: justify;"><span style="font-family: Times New Roman, serif;"><span style="font-size: 16px;">If you or your loved ones believe that you have been the victim of Sexual Harassment in the workplace, please dont hesitate to call The Vargas Law Office. </span></span></p><p class="MsoNormal" style="text-align: justify;"></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEjV5ER1mLMygjng1uN5_nc25ZAvBiCCKR8Rc4Fgy_zbtQyrfLUyNC0z6_C7G-e_rTL7yHqZYDvCihYMOFOAerlMkROYrlKxhlEmtdDM04gUf0X5yiMbc1CfRJHsJ3dIlmONUIaLJC2EykOi-OM5d11ivEuadxoOy8gP3qt0YXSe6lFs5i1OAPJdZy-izw=s480" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="384" height="320" src="https://blogger.googleusercontent.com/img/a/AVvXsEjV5ER1mLMygjng1uN5_nc25ZAvBiCCKR8Rc4Fgy_zbtQyrfLUyNC0z6_C7G-e_rTL7yHqZYDvCihYMOFOAerlMkROYrlKxhlEmtdDM04gUf0X5yiMbc1CfRJHsJ3dIlmONUIaLJC2EykOi-OM5d11ivEuadxoOy8gP3qt0YXSe6lFs5i1OAPJdZy-izw=s320" width="256" /></a></div><br /><span style="font-family: "Times New Roman", serif; font-size: 12pt;"><br /></span><p></p></pre></div>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-57631612600572853492022-01-26T19:00:00.000-08:002022-01-26T19:00:06.580-08:00Employment Law: Taking time off from work to go Vote<p><br /></p><p style="text-align: justify;"><span style="font-size: 13.5pt;">With the first day of Early Voting on February 14, 2022 and extending through February 25, 2022, I thought it would be a good idea to let people know that they need to talk with their employer about allowing them to go vote. </span></p><p style="text-align: justify;"><span style="font-size: 13.5pt;">In the
State of Texas, Employers <i><b>must</b></i> permit their employee's absence from work for the
purpose of voting, and pay them for that time. <o:p></o:p></span></p><p style="text-align: justify;"><span style="font-size: 13.5pt;">This right to be absent from
work to vote extends throughout the Early Voting period as well as on Election
Day (March 1, 2022).<o:p></o:p></span></p><p style="text-align: justify;"><span style="font-size: 13.5pt;">The only exception is if the employee has two hours outside of their work schedule to go vote while the polls are still open. Unless
the employee already has two consecutive nonworking hours while the polls are
open, your employer must allow you to go vote and be paid for that time.<o:p></o:p></span></p><p style="text-align: justify;"><span style="font-size: 13.5pt;">Although
the statute doesn’t not specify the length of time or designate the hours that
you can take to go vote, you must be allowed to take as much time is necessary
to vote. It is always better that there
be clear and open communication between employee and employer regarding the absence
to vote. <o:p></o:p></span></p><p style="text-align: justify;"><span style="font-size: 13.5pt;">An Employer's violation of this
provision of the Texas Elections Code is a Class C Misdemeanor Criminal
Offense. <o:p></o:p></span></p><p style="text-align: justify;"><span style="font-size: 13.5pt;">If
your employer retaliates against you for exercising your right to vote, by
either docking your pay, terminating your employment or any other detrimental
act, you may have a case of wrongful termination for retaliation. <o:p></o:p></span></p><p>
</p><p style="text-align: justify;"><span style="font-size: 13.5pt;">This
law can be found in the Texas Elections Code Chapter 276. <o:p></o:p></span></p><p style="text-align: justify;"><span style="font-size: 13.5pt;"></span></p><div class="separator" style="clear: both; text-align: center;"><span style="font-size: 13.5pt;"><img alt="" border="0" class="placeholder" id="4e510108a0026" src="https://www.blogger.com/img/transparent.gif" style="background-color: #d8d8d8; background-image: url('https://fonts.gstatic.com/s/i/materialiconsextended/insert_photo/v6/grey600-24dp/1x/baseline_insert_photo_grey600_24dp.png'); background-position: center; background-repeat: no-repeat; opacity: 0.6;" /></span></div><span style="font-size: 13.5pt;"><br /><br /></span><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEgJdO8haiKIQT5IgOx61B5KMWlnElIIlX4f0tnN_j1quaskezpn8rxPvxBMYInnbpDv4XtNtcSAZl9zYGadT0QvvyNywoxpkC-RISLsvrQiuNsVpVSZP0QDtHqYKq0tqNnArTKnj7IKHf_6a-C5sihKE-GkaLPJ_MO-VeB1R2BDbeRKOeIVJGOewcBsdA=s480" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="384" height="320" src="https://blogger.googleusercontent.com/img/a/AVvXsEgJdO8haiKIQT5IgOx61B5KMWlnElIIlX4f0tnN_j1quaskezpn8rxPvxBMYInnbpDv4XtNtcSAZl9zYGadT0QvvyNywoxpkC-RISLsvrQiuNsVpVSZP0QDtHqYKq0tqNnArTKnj7IKHf_6a-C5sihKE-GkaLPJ_MO-VeB1R2BDbeRKOeIVJGOewcBsdA=s320" width="256" /></a></div><br /><p></p>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-57895044291857865682021-07-21T20:51:00.004-07:002021-07-21T20:53:41.129-07:00Employment Law: Religious Discrimination, Harassment, Segregation, or Failure to Accomodate<p style="text-align: justify;">Both federal and Texas laws prohibit discrimination on the basis of an employee’s <span style="text-align: left;">religious practices or beliefs: Title VII of the Civil Rights Act and Texas Labor Code respectively. </span></p><p></p><div style="text-align: justify;">As with other forms of discrimination, it is illegal for an employer to hire, fire, or affect an employee’s terms or conditions of employment because of the employee’s religion. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">It is also illegal to harass a person because of his or her religion. Harassment can include, for example, offensive remarks about a person's religious beliefs or practices. Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). <span style="text-align: left;">The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.</span></div><p></p><p style="text-align: justify;"><span style="text-align: left;">Additionally, an employer may need to make reasonable accommodations </span><span style="text-align: left;">for certain religious practices and beliefs, unless the accommodation creates an </span><span style="text-align: left;">undue hardship on the employer. For example, to accommodate an employee’s </span><span style="text-align: left;">religious beliefs, an employer may need to change an employee’s job assignment, </span><span style="text-align: left;">provide flexible scheduling options, accommodate dress and grooming practices, or </span><span style="text-align: left;">modify employment testing.</span></p><p style="text-align: justify;"><span style="text-align: left;">Religious practices and beliefs “include moral or ethical </span><span style="text-align: left;">beliefs as to what is right and wrong which are sincerely held with the strength of </span><span style="text-align: left;">traditional religious views.” Additionally, the law protects “personal religious beliefs </span><span style="text-align: left;">that are not in the mainstream of religious thought or that are not common to all </span><span style="text-align: left;">members of a particular religious group.” </span></p><p style="text-align: justify;"><span style="text-align: left;">If you or a loved one have been discriminated against at your place of employment based on religion, please act quick as you only have 180 days to file a charge or lose your right to any legal recourse. Feel free to call us for a free consultation by mentioning this post. </span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhm5YXCFBwGVRDSN1nJAEabtKYwB8T0rXL6UJ4BeFFiQby-GyV_yaXsE1jiwGbOY0wE_VkEE26fvp-9t-NXKXWmmxEYTctYm7ag0IXYN9LAdLbFxudket2V2QXUn74y0_ZHvph3QA_M2bBg/s480/blogger-image--250518899.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="384" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhm5YXCFBwGVRDSN1nJAEabtKYwB8T0rXL6UJ4BeFFiQby-GyV_yaXsE1jiwGbOY0wE_VkEE26fvp-9t-NXKXWmmxEYTctYm7ag0IXYN9LAdLbFxudket2V2QXUn74y0_ZHvph3QA_M2bBg/s320/blogger-image--250518899.jpg" /></a></div><br /><p style="background-color: white; box-sizing: inherit; color: #1b1b1b; font-family: "Source Sans Pro Web", "Helvetica Neue", Helvetica, Roboto, Arial, sans-serif; font-size: 16.96px; line-height: 1.5; margin-bottom: 0px; margin-top: 1em; max-width: 94ex;"><br /></p>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-4864927338462498202021-04-29T09:45:00.001-07:002021-04-29T11:45:06.777-07:00Employment Law Claims During Covid-19 Pandemic<p style="text-align: justify;"></p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="color: black; font-family: "Times New Roman",serif; font-size: 12pt; mso-fareast-font-family: "Times New Roman";">An Employers Deliberate
Failure to Protect Workers from Coronavirus Exposure may be Actionable.
Whether or not you were an essential employee during shelter in place orders or
returned to the workplace after those orders were lifted, you might have faced
an unreasonable risk of COVID-19 exposure if your employer failed to take
reasonable steps to minimize that hazard. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="color: black; font-family: "Times New Roman",serif; font-size: 12pt; mso-fareast-font-family: "Times New Roman";">If you or someone you
know contracted COVID-19, and you believe your employer was at fault, you might
be able to get compensated for your injuries. On some cases you might be
limited to filing a workers compensation claim, but in others where the
employer is a non-subscriber you might be looking at a personal injury
lawsuit. <o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="color: black; font-family: "Times New Roman",serif; font-size: 12pt; mso-fareast-font-family: "Times New Roman";">Even if the employer is a subscriber under the Texas Workers
Compensation Act, in certain cases regarding the death of the employee, the
surviving spouse or heirs of the deceased employee may still bring a personal
injury lawsuit for exemplary (punitive) damages against employer if the death
was caused by an intentional act or omission of the employer, or by the employer’s
gross negligence.<span style="mso-spacerun: yes;"> </span>Texas Labor Code
Chapter 408, Section 408.001, reads as follows:
<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12pt;"><o:p> </o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 0in; margin-left: .5in; margin-right: .5in; margin-top: 0in; margin: 0in 0.5in; text-align: justify;"><b><span style="font-family: "Times New Roman",serif; font-size: 12pt;">Sec. 408.001. EXCLUSIVE
REMEDY;<span style="mso-spacerun: yes;"> </span>EXEMPLARY DAMAGES.<span style="mso-spacerun: yes;"> </span>(a)<span style="mso-spacerun: yes;">
</span>Recovery of workers' compensation benefits is the exclusive remedy of an
employee covered by workers' compensation insurance coverage or a legal
beneficiary against the employer or an agent or employee of the employer for
the death of or a work-related injury sustained by the employee.<o:p></o:p></span></b></p>
<p class="MsoNormal" style="margin-bottom: 0in; margin-left: .5in; margin-right: .5in; margin-top: 0in; margin: 0in 0.5in; text-align: justify;"><b><span style="font-family: "Times New Roman",serif; font-size: 12pt;">(b) This
section does not prohibit the recovery of exemplary damages by the surviving
spouse or heirs of the body of a deceased employee whose death was caused by an
intentional act or omission of the employer or by the employer's gross
negligence.<o:p></o:p></span></b></p>
<p class="MsoNormal" style="margin-bottom: 0in; margin-left: .5in; margin-right: .5in; margin-top: 0in; margin: 0in 0.5in; text-align: justify;"><b><span style="font-family: "Times New Roman",serif; font-size: 12pt;">(c) In
this section, "gross negligence" has the meaning assigned by Section
41.001, Civil Practice and Remedies Code.<o:p></o:p></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Times New Roman",serif; font-size: 12pt;"><o:p> </o:p></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman",serif; font-size: 12pt;">Gross Negligence in turned means an act or
omission: which when viewed objectively from the standpoint of the employer at
the time of its occurrence involves an extreme degree of risk, considering the
probability and magnitude of the potential harm to others.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;">Cases where Employers forced their employees
to come to the workplace, failed to provide any Personal Protective Equipment, remained
open for business during shut down order even though they were not an essential
service provider, will certainly met the gross negligence standard.</span><span style="font-family: "Times New Roman", serif; font-size: 12pt;"> </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Times New Roman", serif; font-size: 12pt;">If you or your loved one suffered injuries
from Covid 19 due to an employer’s gross negligence call Big Dan at (956)
287-3653.</span></p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1eOHue0YHavTrEtHRkKZx1d0IU0d5Qus1g2bmHy69HpeC2uNPkPyhowBOzTdZsIqfAT_Rghav075PXskpSDgo7hB5Jx5be7NdJVu8YMKy2ThvjomTrYuffr6-TyueBqLl-06ODyZeh5mm/s321/%255BUNSET%255D" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="321" data-original-width="257" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1eOHue0YHavTrEtHRkKZx1d0IU0d5Qus1g2bmHy69HpeC2uNPkPyhowBOzTdZsIqfAT_Rghav075PXskpSDgo7hB5Jx5be7NdJVu8YMKy2ThvjomTrYuffr6-TyueBqLl-06ODyZeh5mm/s320/%255BUNSET%255D" /></a></div><br /><div class="separator" style="clear: both; text-align: center;"><br /></div><br /><br /><p></p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><br /></p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><br /></p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><br /></p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><br /></p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><br /></p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><br /></p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><br /></p><p></p>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-80575441829675871202020-04-23T14:07:00.000-07:002020-04-23T14:31:13.204-07:00Family Medical Leave Act amidst COVID 19<a href="https://www.blogger.com/null" name="_Hlk38550206" style="text-align: justify;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Now’s
the time to find out if you are covered or your employer is subject to the
Family and Medical Leave Act (FMLA). </span></a><br />
<div class="MsoNormal" style="text-align: justify;">
<br />
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">The
Family and Medical Leave Act (FMLA) is a federal law that lets covered
employees take extended time away from work, to handle certain family or
medical needs. Many states have similar laws that may provide additional
coverage above and beyond that outlined in the FMLA. Following is a brief
discussion of employees' rights under the FMLA.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">As
the </span></span><a href="https://www.dol.gov/agencies/whd/pandemic" target="_blank" title="COVID-19 Pandemic"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">COVID-19
virus</span></span><span style="mso-bookmark: _Hlk38550206;"></span></a><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"> spreads, more families may need
to stay home from work and care for children, partners, or parents. In light of
the pandemic, there are two new acts put in place to help sick people, or those
caring for sick family members.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">The
new acts and how they might help you take paid leave are outlined below.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></u></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Emergency
Family and Medical Leave Expansion Act (EFMLEA)<o:p></o:p></span></u></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">This
act is an expansion to the FFCRA. It<b><i> provides 12 weeks off for people
caring for children whose school or daycare has closed due to COVID-19. </i></b>Ten
of the 12 weeks are paid. You would not get your full rate (typically, you
would receive 2/3 pay), and the amount you can receive is capped by the law.
But you would get much more relief than you usually would under the FMLA, which
is unpaid.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">This
leave is not available to everyone. For example, if you have completely used up
your FMLA this year, you will not be eligible for EFMLEA. <o:p></o:p></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></u></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Families
First Coronavirus Response Act (FFCRA)<o:p></o:p></span></u></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">As
of April 1, 2020, the "main" new act was put into action. This temporary
act will expire on December 31, 2020, when laws will go back to basic FMLA
rules.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">The </span></span><a href="https://www.dol.gov/agencies/whd/ffcra" target="_blank" title="Families First Coronavirus Response Act"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Families
First Coronavirus Response Act</span></span><span style="mso-bookmark: _Hlk38550206;"></span></a><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"> provides benefits such as:<o:p></o:p></span></span></div>
<ul style="margin-top: 0in;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Up
to 80 hours of paid sick leave for government quarantine or
self-quarantine (recommended by a health professional) under the </span></span><a href="https://www.dol.gov/agencies/whd/pandemic/ffcra-employee-paid-leave" target="_blank" title="Emergency Paid Sick Leave Act "><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Emergency Paid Sick
Leave Act</span></span><span style="mso-bookmark: _Hlk38550206;"></span></a><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"> (read more
below)<o:p></o:p></span></span></li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Up
to 12 weeks of expanded family and medical leave, including 10 paid weeks,
for COVID-19 under The Emergency Family and Medical Leave Expansion Act
(read more below)<o:p></o:p></span></span></li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Reimbursement
for companies with fewer than 500 workers for their employees' paid time
off<o:p></o:p></span></span></li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Tax
credits for companies who let their employees take COVID-19-related sick
leave<o:p></o:p></span></span></li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Allows
for up to ten weeks of partial pay to care for your kids. Some companies
are also expanding their time off or required hours to make room for
childcare.<o:p></o:p></span></span></li>
</ul>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Emergency
Paid Sick Leave Act (EPSLA)<o:p></o:p></span></u></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">This
act is a part of the FFCRA. It enables </span></span><a href="https://www.federalregister.gov/d/2020-07237/p-100" target="_blank" title="EPSLA Eligible Employees"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">eligible
employees</span></span><span style="mso-bookmark: _Hlk38550206;"></span></a><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"> to take up to two weeks of paid
sick time. This does not replace your current sick time at your company, but is
in addition to any time you already have.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">You
will receive full pay for this extra sick time. But, the amount you can be paid
is capped. This extra time only applies to employees who:<o:p></o:p></span></span></div>
<ul style="margin-top: 0in;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Cannot
work due to quarantine or isolation orders<o:p></o:p></span></span></li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Are
self-quarantining<o:p></o:p></span></span></li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Are
showing symptoms<o:p></o:p></span></span></li>
</ul>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">For
example, this extra sick time would not apply if you suddenly got sick with
influenza A or strep throat.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></u></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Coronavirus
Aid, Relief, and Economic Security Act (CARES)<o:p></o:p></span></u></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">This
act clarifies the payment limits you can receive for COVID-19-related sick
leave. It also gives longer family or medical leave to anyone:<o:p></o:p></span></span></div>
<ul style="margin-top: 0in;" type="disc">
<li class="MsoNormal" style="mso-list: l1 level1 lfo3; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Laid
off or fired after March 1, 2020<o:p></o:p></span></span></li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo3; tab-stops: list .5in; text-align: justify;"><span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">Going
to be re-hired by the same company before December 31, 2020<o:p></o:p></span></span></li>
</ul>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-bookmark: _Hlk38550206;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 107%;">If
you believe your rights may have been violated in regards to the Family and
Medical Leave Act, Call BIG DAN immediately. <o:p></o:p></span></span></div>
<span style="mso-bookmark: _Hlk38550206;"></span>
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BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-18283086549250920842020-03-26T14:41:00.004-07:002020-03-26T17:35:16.856-07:00A Message to our Clients Amid the COVID-19 Pandemic<br />
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt;">In response to
COVID-19 Pandemic, there have been numerous Orders from various governmental
entities that affect the practice of law here in Hidalgo County and throughout
the State of Texas.<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .5in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt;">To comply with
these Orders, ensure the safety of our clients and employees, and to do our
part to help flattening the curve, we are implementing the following
modifications to our practice: <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt;"><br /></span></u></b></div>
<div class="MsoNormal" style="text-align: justify;">
<b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">FOR CURRENT AND PROSPECTIVE CLIENTS:<o:p></o:p></span></u></b></div>
<div class="MsoListParagraphCxSpFirst" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">1.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Only
<b><u>essential</u></b> hearings will take place for now until further
notice. If you have a pending case or a
hearing coming up, you <b><i>must</i></b> call the office to find out if your
hearing is <b><u>essential</u></b>. All
Jury Trials have been suspended for Civil and Criminal cases until further notice.
<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; text-align: justify;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">2.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">For
clients that in are Custody, we will continue to do all that we can to secure your
release. For example, we are filing Motions to Reduce Bond, Writs of Habeas
Corpus, and requesting PR bonds. We ask
that family members call the office for further instructions and information. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; text-align: justify;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">3.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Travel
to and from our office will continue to be allowed, but only if <i>absolutely</i>
necessary. Unfortunately, we will <b><i>not</i></b>
be accepting any walk-ins. Current clients <b><i>must</i></b> call in and
request an appointment. In the event
that an in-person meeting is necessary, we will request that both the employee
and client wear necessary protective gear such as gloves and/or mask. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; text-align: justify;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">4.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Attorney-Client
meetings will be held by telephone and/or videoconferencing using Facebook WhatsApp,
or ZOOM.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">5.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;">
</span></span><!--[endif]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Please
call into the office if you have a pending case with us, to see where we
stand. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">6.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Any
hearings that will be held during this time will be either in person, videoconferencing,
or Telephonic. If you do not have internet at home or the capability to
install software for videoconferencing, you might have the option to attend the
hearing telephonically. Please call our office several days before your
hearing in order to coordinate with the Court on how to best conduct your
hearing. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">7.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Any
documents that need to be signed can be executed electronically, and sent
through email or fax. If you do not have
the ability to electronically sign documents, we will make an exception for you
to come in person, taking all necessary precautions.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">8.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">We
remain reachable by phone, video, email, text, WhatsApp, ZOOM and CLIO. We will continue to have full access to our
systems, and although certain face-to-face meetings need to be curtailed,
please know that with our systems in place we stand ready to assist you with
any challenges you are facing or questions you have.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; text-align: justify;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">9.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">CLIO
is our practice management system. All
clients have remote access to their files using CLIO. Clio Connect is a <b><i>secure</i></b> <b><i>portal</i></b>
where our office is able to share Documents, Calendar Events, Tasks, Bills, and
Secure Messages. Clio Connect is free
for clients. If you do not have access yet, please call the office and we will
send you a link to log on. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: .25in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12pt; font-weight: bold;">10.</span><span style="font-family: times new roman; font-size: 9.333333015441895px;"> </span><b><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">WE ARE STILL OPEN FOR BUSINESS. OUR HOURS ARE
THE SAME. We are considered a critical
infrastructure industry by the U.S. Department of Homeland Security. <o:p></o:p></span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt;"><br /></span></u></b></div>
<div class="MsoNormal" style="text-align: justify;">
<b><u><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">FOR OFFICE PERSONNEL: <o:p></o:p></span></u></b></div>
<div class="MsoListParagraphCxSpFirst" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">1.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">We
are instructing all staff to practice good social distancing from each other
and from clients, at least <i>6 feet apart</i>.
Absolutely no physical contact.
Allow only one client, one person at a time to be on the premises. Providing clients with the necessary
protective equipment such as mask and gloves.
All meetings will take place in conference room, where only <i>two</i>
people will be allowed at a time. Ensure
proper disposal of equipment and disinfecting areas of contact. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; text-align: justify;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">2.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">All
personnel have individual offices and shall remain in place until the need
arises for leaving to restroom or leaving for lunch.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">3.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">We
are staggering our shifts in order to avoid the need for coming in close
contact with each other. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">4.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Employees
who have </span><a href="about:blank"><b><i><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">symptoms</span></i></b></a><span style="font-family: "times new roman" , serif; font-size: 12.0pt;"> (i.e.,
fever, cough, or shortness of breath) should notify their supervisor and stay
home.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">5.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Sick
employees should follow </span><a href="about:blank"><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">CDC-recommended
steps</span></a><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">.
Employees should not return to work until the criteria to </span><a href="about:blank"><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">discontinue
home isolation</span></a><span style="font-family: "times new roman" , serif; font-size: 12.0pt;"> are
met, in consultation with healthcare providers and state and local health
departments.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">6.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Employees
who are well but who have a sick family member at home with COVID-19 should
notify their supervisor and follow </span><a href="about:blank#precautions"><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">CDC recommended
precautions</span></a><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">7.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Our
employees are equipped with Personal Protection Equipment such as gloves and
masks and will be worn at all times when in close contact with others.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">8.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">We
are promoting frequent and thorough hand washing by providing workers,
customers, and worksite visitors with a place to wash their hands. Soap and
running water are immediately available, as well as alcohol-based hand rubs
containing at least 60% alcohol.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">9.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Most
importantly everyone is required maintain regular housekeeping practices,
including routine cleaning and disinfecting of surfaces, equipment, and other
elements of the work environment. When choosing cleaning chemicals, employers
should consult information on Environmental Protection Agency (EPA)-approved
disinfectant labels with claims against emerging viral pathogens. Products with
EPA-approved emerging viral pathogens claims are expected to be effective
against SARS-CoV-2 based on data for harder to kill viruses. Follow the
manufacturer’s instructions for use of all cleaning and disinfection products
(e.g., concentration, application method and contact time, PPE).<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo2; text-align: justify; text-indent: -.25in;">
<!--[if !supportLists]--><b><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">10.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; font-weight: normal; line-height: normal;">
</span></span></b><!--[endif]--><b><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">WE WILL <u>REMAIN</u> OPEN FOR BUSINESS!!!<o:p></o:p></span></b></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Fortunately, our
firm has a plan in place to ensure business continuity so that we are
operational and fully available to handle client matters as seamlessly as
possible. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt;">We realize that each
client, business, and industry will feel the effect in different ways, and our
attorneys are prepared to help you navigate this uncharted territory, or to
just lend an ear. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt;">Our thoughts are
with everyone impacted by this pandemic, and we wish for everyone to remain
healthy and safe as we work through these challenging times. We are all in this
together, and together we will get through it. <o:p></o:p></span></div>
<i><span style="font-family: "times new roman" , serif; font-size: 12.0pt;"><br /></span></i>
<i><span style="font-family: "times new roman" , serif; font-size: 12.0pt;">To
help our employees and clients navigate through these uncharted waters, we
encourage you to read, "</span></i><span style="font-family: "arial" , sans-serif; font-size: 11.0pt;"><b><i><span style="font-family: "times new roman" , serif; font-size: 12.0pt;"><a href="about:blank">Guidance on
Preparing Workplaces for COVID-19"</a></span></i></b></span><br />
<span style="font-family: "arial" , sans-serif; font-size: 11.0pt;"><b><i><br /></i></b></span>
<span style="font-family: "arial" , sans-serif; font-size: 11.0pt;"><b><i><br /></i></b></span>
<span style="font-family: "arial" , sans-serif; font-size: 11.0pt;"><b><i><br /></i></b></span>
<span style="font-family: "arial" , sans-serif; font-size: 11.0pt;"><b><i><br /></i></b></span>
<span style="font-family: "arial" , sans-serif; font-size: 11.0pt;"><b><i><br /></i></b></span>
<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhm5YXCFBwGVRDSN1nJAEabtKYwB8T0rXL6UJ4BeFFiQby-GyV_yaXsE1jiwGbOY0wE_VkEE26fvp-9t-NXKXWmmxEYTctYm7ag0IXYN9LAdLbFxudket2V2QXUn74y0_ZHvph3QA_M2bBg/s1600/blogger-image--250518899.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="384" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhm5YXCFBwGVRDSN1nJAEabtKYwB8T0rXL6UJ4BeFFiQby-GyV_yaXsE1jiwGbOY0wE_VkEE26fvp-9t-NXKXWmmxEYTctYm7ag0IXYN9LAdLbFxudket2V2QXUn74y0_ZHvph3QA_M2bBg/s320/blogger-image--250518899.jpg" width="256" /></a></div>
<span style="font-family: "arial" , sans-serif; font-size: 11.0pt;"><b><i><br /></i></b></span>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0324 W University Dr, Edinburg, TX 78539, USA26.3015752 -98.16564626.3013527 -98.165961 26.301797699999998 -98.165331tag:blogger.com,1999:blog-7552843745820506974.post-78078220360259398672019-06-14T16:13:00.001-07:002019-06-14T16:53:12.604-07:00Common Violations in Employment Law # 3: Workers Compensation Retaliation<div class="MsoNormal" style="text-align: justify;">
<span class="Normal1"><span style="font-family: "times new roman" , serif;">Texas Law prohibits discrimination against employees who make or pursue workers’ compensation
claims. Presently located at Chapter 451 of the Labor Code, the anti-retaliation provision prohibits
an employer from discharging or otherwise discriminating against an employee
because that employee has filed a workers’ compensation claim in good faith or
otherwise acted in furtherance of his or her rights under the Texas Workers’
Compensation Act. <o:p></o:p></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span class="Normal1"><span style="font-family: "times new roman" , serif;"><br /></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;">The purpose of the Texas Workers’ Compensation Act is
to protect an employee’s entitlement to workers’ compensation benefits as well
as protect the employee from termination because of an on the job injury or
because the employee has taken steps to collect benefits. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;">Chapter 451 of the Texas Labor Code prohibits
employers from discriminating against an employee because the employee:<o:p></o:p></span></div>
<div class="Bullet1st" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;">• Filed a
workers’ compensation claim; <o:p></o:p></span></div>
<div class="Bullet" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;">• Hired a
lawyer to represent the employee in a claim;<o:p></o:p></span></div>
<div class="Bullet" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;">• Instituted
or caused to be instituted in good faith a proceeding under the Texas Workers’ Compensation Act; or<o:p></o:p></span></div>
<div class="Bullet" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;">• Testified
or is about to testify in a proceeding under the Act.<o:p></o:p></span></div>
<div class="Normal" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;"><br /></span></div>
<div class="Normal" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;">The most common form of Chapter 451 claim is for
discriminatory or “retaliatory” discharge, but other forms of discrimination
are also actionable. Adverse action short of termination may also be
impermissible under Chapter 451. </span></div>
<div class="Normal" style="text-align: justify;">
<span style="font-family: "times new roman" , serif;"><br /></span></div>
<div class="Normal" style="text-align: justify;">
It is not necessary to have actually filed a workers compensation claim to invoke the statutory protection under Chapter 451, simply having taken steps toward instituting a claim. For example, informing your employer of an on-the-job injury sufficiently institutes a claim. </div>
<div class="Normal" style="text-align: justify;">
<br /></div>
<div class="Normal" style="text-align: justify;">
A wrongful termination claim like this one under Chapter 451 must be filed within <b><i>two years</i></b> after the cause of action accrues. A cause of action accrues when the worker receives notice of termination or when worker should have known of the termination. </div>
<div class="Normal">
<br /></div>
<div class="Normal">
If you believe you may have a workers compensation retaliation case, Call BIG DAN immediately for a FREE consultation. </div>
<div class="MsoNormal">
<span style="font-family: "times new roman" , serif;"><br /></span></div>
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BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-53360959849836834612018-09-16T18:43:00.009-07:002018-09-16T20:10:34.748-07:00When do I get my Paycheck after leaving a job?<p>Whether you are fired, laid off, or voluntarily quit your job, state and federal laws govern how promptly your former employer must issue your last paycheck. While federal law establishes a minimum requirement, state laws differ on how soon you must be paid after leaving your job. Additionally, many state laws carve out separate final paycheck deadlines for employees who quit, as opposed to being fired or laid off. Employers who break these rules often do so out of ignorance, but they can face stiff penalties for noncompliance.</p>
<p>The following article serves as a primer on when to expect your final paycheck after leaving or being terminated from your job, and what to do if your former employer disregards the law.</p>
<p><b>State and Federal Last Paycheck Laws in General</b></p>
<p>Most states have laws mandating how soon a departing employee must receive his or her final wages (see Final Paycheck Laws by State for details). But even in those states that lack such laws, federal law requires employers to issue a departing employee’s final paycheck on or before the regular payday for the last pay period.</p>
<p>Some states have laws requiring payment to departing employees on the next scheduled payday, which is in alignment with federal laws, while several states mandate immediate pay upon discharge or on the next business day.</p>
<p><b>Texas Payday Law</b></p>
<p>If you have been fired or voluntarily quit your job, your former employer may have to pay you sooner than the next regular pay period.</p>
<p>Sec. 61.014. PAYMENT AFTER TERMINATION OF EMPLOYMENT. </p>
<p> (a) An employer shall pay in full an employee who is discharged from employment not later than the sixth day after the date the employee is discharged.</p>
<p>(b) An employer shall pay in full an employee who leaves employment other than by discharge not later than the next regularly scheduled payday.</p>
<p>Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.</p>
<p><b>Still Waiting? How to File a Complaint</b></p>
<p>If you have not been paid on your regular payday after leaving a job, and efforts to remedy the situation with your former employer have failed, contact your local Texas Workforce Commission Office or Department of Labor (DOL), Wage and Hour Division office to file a complaint. But before you do that ....</p>
<p>Get a Free Evaluation of Your Employment Law Concerns</p>
<p>Whether you’ve moved on to another employer or were fired from your last job, you are entitled to your last paycheck in accordance with state law. If you’re still waiting for your last paycheck after the statutory deadline, you may want to explore your legal options. Have an employment attorney evaluate your potential claim for free. Call The Vargas Law Office. </p>
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BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-88409614188141264822018-07-09T16:20:00.002-07:002018-09-16T18:59:58.143-07:00Common Violations in Employment Law #2: Employee or Independent Contractor?<div style="text-align: left;">
<span style="text-align: justify;">Owning and operating a small business can become overwhelming when it comes to withholding and paying payroll taxes to the IRS. That is, an employer must withhold part of the employees pay, in form of income taxes, social security, and medicare taxes. It also has to pay unemployment taxes to the state. For this reason many companies decide to classify a worker as an Independent Contractor rater than an employee. But doing so incorrectly with no reasonable basis may make the employer liable for those taxes and penalties. It is therefore recommended that you seek advise of counsel prior to classifying your worker as an independent contractor. Whether a worker is an independent contractor or employee depends on the facts in each situation. The general rule is that an individual is an independent contractor if the payer has the right to control or direct only the result of the work, not what will be done or how it will be done. If you own a small business and employ someone else to perform work, consider seeking advice with THE VARGAS LAW OFFICE, for a consultation on the costs and benefits of classifying workers as Employee or Independent Contractor.</span><br><br>
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<span style="text-align: justify;"><a href="http://www.thevargaslawoffice.com/">TheVargasLawOffice.com</a></span></h2>
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BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-24968114159854204842017-05-27T11:38:00.000-07:002017-05-27T11:38:49.451-07:00Common Violations in Employment Law #1: Overtime As good jobs have become more and more scarce due to manufacturing outsourcing and international trade deficits, employers are beginning to realize the benefits of a surplus in the labor force. Eventually if we have more people looking for jobs than what is available, we have a situation in which the wages of the laborer will drop due to increased demand for work. There are however, certain protections in favor of a minimum wage with the Federal Fair Labor Standards Act, which establishes a minimum wage at $7.25 per hour, with few exceptions. Along with minimum wage, this federal law also establishes the requirement that employees be paid overtime wages, that is time and one-half, for every hour worked passed a 40 hour work week. A common Misconception among employers is that they can simply bypass this overtime pay requirement by classifying their employee as Salary based pay. In this situation employers simply pay their employees a fixed amount of pay every week regardless of amount of hours worked. The first criteria that must be met in order to qualify for overtime exemption is that the employee must be paid a minimum of $455 per week. Depending on their job description and actual duties performed, there are many other criteria that must be met. There are also times when hours are transferred from one work week to the next to avoid going over the 40 hours in one week. This also is not allowed. Regardless of what you employer has said or made you agree to, overtime pay may not be waived. If you worked it, you earned it. If you have any questions or concerns that your rights may have been violated, feel free to call The Vargas Law Office for a free consultation.<br />
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BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-46347930293840965312017-05-27T10:27:00.000-07:002017-05-27T10:27:05.457-07:00Right of the PeopleIn the midst of all the violence regarding police brutality and retaliations by citizens, it becomes clear that a change is well over due. Gun control is a hot topic as a solution to the problem, but that addresses only one side of the issue. It only prohibits the people, in thier right to bear arms and defend themselves, even from their own government, from retailiating with firearms. The solution must be a balanced one. It seems to me that the police force, the very same goverment institution that was created to serve and protect the people, have become too militarized and have been given too much power to perform the service they were intended for. Tighter gun restrictions combined with a non lethal police force should be the aim of your representatives going into the next legislative session. Lastly, I'll leave you with an excert from the Declaration of Independence that seems to touch on this issue: "We hold these truths to be self evident that all Men[sic] are created equal, that they are endowed by their creator with certain unalienable rights, that amoung these are Life, Liberty, and the Pursuit of Happiness-that to secure these rights, Governments are instituted amoung Men, deriving their just powers by the Consent of the governed, that whenever any form of government becomes destructive of these Ends, it is the Right of the People to alter or abolish it."<br />
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BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-46617681628526932772016-01-29T20:00:00.001-08:002016-01-29T20:01:48.243-08:00Texas Open Carry LawThis article intends to clarify some common misconceptions regarding the new Texas gun law. Open carry has always applied to rifles. In Texas, it was completely legal to open carry a rifle without having a license. It was illegal,however, to carry a handgun unless you had a Concealed Handgun License (CHL). Even then it had to be concealed. The major change is that now you can open carry a handgun too, with a proper Handgun License. Now this doesn't mean that you can go brandishing your handgun in public all willy nilly, like some posts that have recently been circulating on Facebook. Your handgun must be carried in a shoulder or belt holster. If not, you can still be charged with Unlawful Carrying, even with a license. If you would like a full consultation of your legal rights and duties under the new Texas Open Carry laws, drop by the office for a paid consultation.<br><div class="separator" style="clear: both;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjGeo1c9cy8CuhshG4Ug8tTz5CxOsx76Xfd56iYISBnP7ETf7oX-uforRuX12fmopOlOmmDj8DXaMuBgehLu505kl3V2eLsf_m2h_cwVl_Vbd4BOJkzEBNMV7Qw8Jeco6taI_hDVPcdeL8d/s640/blogger-image-2107790062.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjGeo1c9cy8CuhshG4Ug8tTz5CxOsx76Xfd56iYISBnP7ETf7oX-uforRuX12fmopOlOmmDj8DXaMuBgehLu505kl3V2eLsf_m2h_cwVl_Vbd4BOJkzEBNMV7Qw8Jeco6taI_hDVPcdeL8d/s640/blogger-image-2107790062.jpg"></a></div>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-84318120767168867372015-03-02T12:37:00.001-08:002015-03-02T12:37:51.472-08:00Drug Testing for Welfare Benefits<h2><span style="font-size: 17px; -webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);">Drug Testing for Welfare Benefits is Back?</span></h2><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);">Despite several prior unsuccessful attempts to pass legislation in this regard, the GOP are putting this issue back on the table. The logic behind this bill is that we should not have taxpayers pay for peoples drug habits. While no one can argue with this premise, their logic is flawed. It does not necessarily follow that because someone is testing positive, that they are misusing the state benefits for thier children. And even if they are positive, what happens to thier children. Is the state going to designate a third party to purchase food and other items for the children of otherwise eligible parents. I am not against drug testing, I just dont think its a fix. Instead of drug testing, there should be more restrictions of the method of payment or the items that can be purchased. Sodas, chips, and ice cream are items that are currently available for purchase. Yet you wont see these items restricted due to the deep pockets of the lobbyists for the companies producing these products. This shows legislators true intentions of punishing a social economic class rather than trying to fix the problems with the program.</span><br><div class="separator" style="clear: both;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjYZEyR5rfRX12iB1VTWjGTR_H0NMdNd2ssZ9LG8adVb4nW_0ibyM3rQFoqW0g4v_1HRB5RS2-JpBC1UPOtRxLbHGCJBG9gsO2-iGAGSdN3PdKCQwMY4hry-UDIQHEh9rsacXbIrl0a3i6R/s640/blogger-image-869879075.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjYZEyR5rfRX12iB1VTWjGTR_H0NMdNd2ssZ9LG8adVb4nW_0ibyM3rQFoqW0g4v_1HRB5RS2-JpBC1UPOtRxLbHGCJBG9gsO2-iGAGSdN3PdKCQwMY4hry-UDIQHEh9rsacXbIrl0a3i6R/s640/blogger-image-869879075.jpg"></a></div>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0Lopezville Lopezville26.255023 -98.17099tag:blogger.com,1999:blog-7552843745820506974.post-29081667243827451492015-01-20T20:52:00.001-08:002015-01-20T20:52:40.193-08:00State of the Union<h2><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0); font-family: 'Helvetica Neue Light', HelveticaNeue-Light, helvetica, arial, sans-serif; font-size: 17px;">I am glad to hear the discussion of the need for affordable day care. I have been screaming about this for years. The family structure is falling apart due to low wages , increased cost of living, the need of both parents to work to get by. This is also related to the type of jobs families are relying on to support themselves. Working at retail stores and fast food restaurants is not enough to live off of. Parents are forced to work more hours while at the same time trying to raise their children. Our youth are being affected by this parental absenteeism. We are relying too much on public schools to raise our children. We need to crack the whip at big corporations, bring jobs back to America, allow families to rely on one parents earnings, and get back to raising our kids at home. Oh and a civics class or two won't hurt either. </span></h2><br><div class="separator" style="clear: both;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1ibUHectAwzYF_tTmADKccpRDp1gf95RCXvNym8naZr0dcYFNh5MBvWirOz1qrJ2A7OaZLwoK_1hR78Zh-bd45iuvJvhKw-m42vzOhGCAgtkpj4MF4S-T4YDo-tKEVcuZiO_vl3dtIgFx/s640/blogger-image-1497197782.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1ibUHectAwzYF_tTmADKccpRDp1gf95RCXvNym8naZr0dcYFNh5MBvWirOz1qrJ2A7OaZLwoK_1hR78Zh-bd45iuvJvhKw-m42vzOhGCAgtkpj4MF4S-T4YDo-tKEVcuZiO_vl3dtIgFx/s640/blogger-image-1497197782.jpg"></a></div>BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-65905830350410379232014-11-20T17:22:00.001-08:002014-11-20T17:23:00.033-08:00New Deferred Action for Adults!!On November 20, 2014, President Obama announced a new deferred action for adults. The criteria for being approved will be forthcoming. Right now it looks like there will be a five year residency requirement, a criminal background check, and children or relative United States Citizens. If you believe that you or your family member might be eligible, don't hesitate to call THE VARGAS LAW OFFICE, at <a href="tel:956-287-3743" x-apple-data-detectors="true" x-apple-data-detectors-type="telephone" x-apple-data-detectors-result="0">956-287-3743</a>.BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-18403955887135097232014-05-06T18:07:00.000-07:002014-05-06T18:07:01.803-07:00Expunction of Criminal Records<div style="text-align: justify;">
<span style="background-color: rgba(255, 255, 255, 0);">If you have been arrested for a misdemeanor or felony and had your charges dropped, dismissed, unadjudicated, deferred, or acquitted, you may be eligible for expunction of the records. It was not enough to have your case dismissed, because the record of your arrest will still show up in most criminal history records checks. If you have ever been denied a job and don't know why....guess again. The attorney who handled your case may not have informed you thoroughly of your right to expunction under the Texas Code of Criminal Procedure. Don't let the record of a case you had dismissed be the reason why you lose out on the perfect job opportunity, call The Vargas Law Office.</span></div>
BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-10109400805523733982014-04-22T19:01:00.001-07:002014-04-22T19:03:06.672-07:00Hope is Revived for Immigration Reform!<div style="text-align: start;">
<span style="background-color: rgba(255, 255, 255, 0); text-align: justify;">Top officials are discussing common sense resolutions to today's immigration issues and how to deal with the millions of undocumented people that live among us making an honest living. Although policy changes from the executive branch may not be a permanent fix, it could pave the road for true immigration reform in Congress. Similar to Deferred Action for Childhood Arrivals, which was a policy set by then secretary Napolitano, benefiting young adults, a new policy benefiting the general populace might be in the works. There is also mention of forgiving prior deportations for those folks with no serious criminal convictions. My advice to you...seek counsel at The Vargas Law Office.</span></div>
BIG DAN LAWhttp://www.blogger.com/profile/10585717070040985341noreply@blogger.com0tag:blogger.com,1999:blog-7552843745820506974.post-27610638984618471132014-04-22T18:36:00.000-07:002014-04-22T18:36:21.034-07:00Supreme Court Just Sold Our Country to the Wealthy<div style="text-align: justify;">
The Supreme Court ruled that individuals can contribute as much money as they want to candidates, or political committees. The Wealthy will now be able to buy their candidate of choice by funding their campaigns. They have in essence offered the United States to the Wealthy should they so choose to purchase it piecemeal, one election at a time.</div>
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