Month: July 2019

Get Your Product Patented By A Good Law Firm

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When a piece of work, may be of art or of science is invented, it is the creators intellectual property that has been instrumental in the creation of the product. In such a case, it is very important that he or she takes care that all rights that are related to this invention are secured in his or her favor.

The reason behind this is that, if there is no copyright on that physical or intellectual product, then your rivals may take advantage of your invention, misuse it and negatively use it for their benefits. In this case, copyright is very important. In case of business ideas, you should get trademarks and to know the trademark law Scottsdale, you should hire a good law firm.

An invention usually takes place after a thorough research and hard-work, and thus the inventor uses his invention to make some profit. In the same manner, a writer would sell his book to a publisher to earn money or a music composer will sell music to another. To make sure that these products or intellectual properties are not misused and manipulated by others, copyright law is important. If you live in Arizona, you need to find copyright law Arizona, so that you are on the safe side.

What are the features that you should look for while choosing a law firm?

When you have your own piece of art in your hands and you do not want others to take advantage of it, you can hire a copyright law Scottsdale firm that have the knowledge and procedure to get a copyright for your piece of art work. As there are many non-lawyer agents as well who can misguide you and take advantage of your product, you should hire a good law firm.

Only a good firm will be able to deliver best settlements with the trademark offices and courts. They would also take care of all your filing procedures so that you do not have to worry about anything. So, if you also have a vulnerable product, hire a good patent law firm today.

Experience is very important because, without experience a trademark law Arizona firm would not be able to offer you best services. Therefore, when you choose a good company, you must find one that has knowledge and understanding of the subject as well as a thorough idea of all laws of the United States of America.

Missouri Workers Compensation Law a Brief Overview

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The workers in the state of Missouri are provided the basic compensation if they sustain injuries at the workstations. From this perspective, the workers compensation claim is easy to comprehend and do not require hiring an attorney to sort out the compensation related issues. But in reality, the Missouri workers compensation law involves many intricacies that encompass a wide area to thaw the various complexities regarding the compensation for the workers.

Missouri workers compensation law: Too Many Complexities to Be Comprehended by the Laymen

The Missouri workers compensation law explicitly states that the labors can claim for such compensation if they have suffered any sort of injury in the course of work. The injuries may be a minor one that requires only the first aid to get healed completely. In case, the injury is of severe type, the injured workers may need to be hospitalized. In that case the volume of compensation as per as the Missouri workers compensation law will be a substantial amount.

Some workers ask if the monetary payment made by the employers in the event of any injury of an individual at the workplace applies to some other specific cases such as suffering injuries while to or from work. The labors can also meet the fatal accidents while travelling as part of the work or on the way of dropping a visit to meet someone on behalf of the company. The Missouri workers compensation law discusses all these issues to let the workers know the specific grounds to apply for the compensation claim.
In most of the cases, it is the employers insurance provider that shows some serious reluctance to pay for the claimed amount. The insurance company requires concrete proof that the applicant was present at the site while he suffered the injury. Until and unless this uncertainty is cleared, the company will not provide even a penny as part of the compensation. Sounds complicated? That is why if any Missouri worker has experienced any sort mishap at the workstation, consulting a lawyer, having sound knowledge of the Missouri workers compensation law is an urgent need for him. The attorney will protect the injured partys interests and take the sole responsibility of snatching the just amount for him. The Missouri law firms handle a variety of cases ranging from the compensation issues to the dwi cases and many more in between them. The specific cases require specialized lawyers. A Missouri dwi lawyer is the perfect choice to solve a different issue drinking while driving.

Missouri DWI lawyer: The Specialist of the Specific Case

As with the case of the Missouri workers compensation law, Missouri dwi law is full of complexities. A dwi charge is brought against a person who is responsible for causing damage to the health or wealth of the second party as he was under the influence of alcohol while driving the vehicle. It is a serious offense and if the charge is proved, the driving license will get suspended for a stipulated time. The involved party has to shell out monetary penalty and the amount to be fined depends upon several factors, present in times of the accident. A Missouri dwi lawyer is the specialist to assist the drivers to help them get back their suspended licenses.

Mandatory Sexual Harassment Training Laws In California, Connecticut, And Maine

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Though all states have laws prohibiting sexual harassment on the job, California, Connecticut, and Maine take the step from reactive to proactive by mandating sexual harassment training for supervisors to prevent sexual harassment before it begins. While the three states training measures are similar, there are also significant differences in the specifics. Californias mandatory sexual harassment law (AB 1825) provides detailed requirements for harassment training requirements far more stringent than those of Connecticut and Maine. AB 1825 calls us to a new level of accountability that will undoubtedly influence sexual harassment laws across the nation, said Stephen Paskoff, president of Employment Learning Innovations, Inc., a workplace training firm based in Atlanta. It puts education on the front burner and acknowledges it as any companys best defense against sexual harassment claims.

While each of the states laws designates which companies must provide harassment training, Maine requires the training at companies of only 15 employees or more. Both California and Connecticut specify that companies employing 50 or more employees conduct the training. In this instance, Maines law is more stringent than the other two states. Maine is also more stringent is designating which employees must complete the training. Both California and Connecticut require training for employees with supervisory authority only, while Maines law requires sexual harassment training for all employees, regardless of their positions.

In many areas, however, Maines mandatory harassment training is more lenient. For instance, Maine does not specify the qualifications of a trainer; individual companies are at liberty to choose trainers. In contrast, California and Connecticut require qualified trainers. Connecticut allows a great deal of latitude by designating trainers as individuals employed by the company or other persons who agree to provide the training. California law, however, includes stringent details describing trainer qualifications. Qualified personnel include the following only:
Attorney
Human Resources professional
Harassment prevention consultant
Law school or college professor with knowledge and experience in the prevention and/or handling of harassment, discrimination, and retaliation claims

Paskoff said that by raising the bar on trainer qualifications, California sends a clear message to employers: check the box training is no longer acceptable. A paragraph in an employee handbook, a reminder in a newsletter, an obligatory lecture at a department meeting none of these constitute sexual harassment training. Instead, employers must invest their resources in highly trained professionals with both the knowledge and skills to effectively train and assess participants.

In addition to trainer qualifications, Maine is also more lenient in the areas of documentation. Maine requires no documentation of sexual harassment training, while Connecticut simply encourages documentation. In contrast, California requires it. Again California holds its employers and supervisors to a new level of accountability. In addition to basic documentation that includes the names of the participants and trainers, AB 1825 requires an employer to give each supervisor a copy of its anti-harassment policy and to obtain documentation from each supervisor acknowledging receipt of the policy. The company must then maintain the documentation for two years.

One distinguishing element among the three states harassment training laws is Californias requirements regarding teaching methodology. These requirements set a uniquely high standard. The methodology must include the following elements:
Questions that assess learning
Skill-building exercises
Discussion questions that actively engage participants in the learning process
Questions that assess learning success
Hypothetical situations and scenarios that are true-to-life
Memorable strategies for reporting and preventing sexual harassment
Opportunities for participants to ask questions and receive prompt answers

While both California and Connecticut state that the mandated training must be interactive, Californias training law goes to great lengths to describe exactly what constitutes an interactive approach. AB 1825 forces employers to do more than just pass on information to employees and hope they remember it. Instead, Californias training participants have every opportunity to understand the concepts and absorb them into their own professional values. In addition, companies bear the responsibility of choosing materials that fulfill the methodology criteria and using trainers who can effectively administer it.

As for course content, the three laws have the following content in common:
Definition of sexual harassment
State and federal statutory provisions concerning sexual harassment
Types of conduct which constitute sexual harassment
Employers obligation to investigate
Remedies available to victims

AB 1825, however, also mandates the following course content:
Limited confidentiality of the complaint process
What to do if a supervisor is personally accused of harassment
How to use the essentials of an anti-harassment policy if a complaint is filed
Fully detailed anti-harassment policy provided by each employer
Supervisors acknowledgment of receipt of the policy

The additional requirements in the California law focus directly on supervisors. Once supervisors complete the training and acknowledge receipt of an anti-harassment policy, they are fully accountable for knowing and applying the policies correctly. If a sexual harassment complaint arises, they can neither plead ignorance of the law nor accuse the employer of failure to provide policy. These measures empower employees who file sexual harassment lawsuits, thus laying the groundwork for successful prosecution of offenders.

The sexual harassment training measures are positive tools, but their real effectiveness lies in their reinforcement efforts. Paskoff said, Whereas Connecticut and Maine only require supervisors to undergo sexual harassment training once, Californias AB 1825 recognizes that the most effective learning comes from education that is continuously repeated and enforced until it is fully integrated into the day-to-day work life. To that end, Californias sexual harassment training requires supervisors to repeat the training every two years.

A Review Of Attorney Gary P. Price And Lewis & Kappes Law Firm

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Talk about ‘property’ and the first connection you are likely to make is ‘real estate,’ such as a house, a farmland, or a commercial building, that you can actually touch, feel, and live in. An intellectual property (IP) refers to something entirely different. Any idea that takes on a form and later finds expressions as a film, a book, a TV show, a game, or anything else that people play, watch, read, and recognize can be classified as IP. Trademarks, copyrights, trade secrets, patents, literature, music, and art are all intellectual properties. To put it simply, IP is a creation of imagination over which a corporation or an individual enjoys legal monopoly.

Incidentally, the term ‘intellectual property’ is also used to refer to those laws protecting such monopolies. These laws have been designed to uphold the rights of the owner of an IP. Cases related to violation of these laws can be quite complicated. For this reason, it is important to hire an experienced legal professional. This article reviews attorney Gary P. Price, who serves in the Lewis & Kappes law firm as a director in the intellectual property team and specializes in civil litigation, intellectual property, appeals, and mediation. A registered mediator, Mr. Price has vast experience in handling cases ranging from commercial litigation, personal injury, and premises liability to civil rights claims, anti-trust, and copyright infringement.

Education And Professional Experience

After completing his graduation and post-graduation from the University of Wisconsin, Gary P. Price followed up with a degree in law from the Indiana University. According to www.lewis-kappes.com, he has worked as law clerk in the Supreme Court of Indiana in addition to serving as an adjunct faculty in Indiana Central University, Butler University, and Indianapolis Law School. HIS wide experience has made him exceptionally proficient in the methodology of trial practice.

Gary P. Price has represented clients in the Federal District Court in the southern and northern districts of Indiana and the U.S. Court of Appeals (Seventh Circuit, Federal Circuit and Eleventh Circuit). He is currently affiliated with

* Indianapolis Bar Association * Indiana State Bar Association * Indiana Trial Lawyers Association * The Association of Trial Lawyers of America

Gary P. Price was honored as the Indiana Super Lawyer (general litigation) from 2004 to 2009 consecutively. He has also received the Appellate Advocacy Award (1977) and Woodward Fellowship (1978). Mr. Price has authored ‘Administrative Law’ and co-authored ‘Workmen’s Compensation.’

Notable Cases

The team of intellectual property lawyers at Lewis & Kappes, including Gary P. Price, has successfully handled several cases related to violation of intellectual property rights, misappropriation, and copyright infringement. The following are some of of the types of cases handled by this powerful legal team:

* They have negotiated licensing rights of copyrighted material and handled software licensing claims * They have defended clients in trade secret claims and secured damages for trade secret misappropriation * This team, including Gary P. Price, has successfully defended trademark infringement claims and secured registered trademarks * They have taken up patent infringement cases and resolved those by negotiation

The skilled team of intellectual property attorneys in Lewis & Kappes, including Gary P. Price, is empowered with extensive legal experience that makes them highly efficient in handling all kinds of cases related to intellectual property.

California Lemon Law Mercedes Benz Recalls 16,184 Defective Vehicles

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No one wants to look through their mail and be greeted by a recall notice, especially after purchasing a new car. When buying a Mercedes-Benz one expects Mercedes quality- nothing but the best. In a recent March report, the National Highway Traffic Safety Administration recalled 16,130 M-Class vehicles and 54 S-Class vehicles for mandatory repairs. Defective vehicles have become commonplace and consumers need to know how the California lemon law protects them.

Vehicle recalls are issued after the Office of Defects Investigation (ODI) of the National Highway Traffic Safety Administration conducts a thorough investigation of complaints. If the findings are that the defect(s) are numerous within a particular vehicle year, make, or model, a recall notice will issue. ODI then administers the safety recall to uphold their mission to improve safety on roads and highways for all consumers. NHTSA is given the exclusive task to command manufacturers to recall and repair defective vehicles or components that pose deadly hazards to drivers and passengers. These defects may arise from the design, construction or performance of the vehicle.

NHTSAs recall campaign 09V076000 for the 2009 M-Class states that vehicles equipped with the optional power lift gate may be subject to a fire. There is a faulty seal around the rear tail lamp assembly where water may ingress and contaminate the control unit. This can cause a short circuit and lead to a fire.

Mercedes-Benz dealers will replace the seal of the rear tail lamp assembly with one that will not allow the water to ingress, in addition to repositioning the control unit to prevent any water from direct access to the control unit. Recalls began in April 2009 and dealers will make these repairs at no expense to consumers.

The S-Class has another serious recall concerning the safe exit of a vehicle in the event of an accident and also where children may unintentionally open of the rear door. During production, the front and rear passenger side door locks may have been mistakenly interchanged during the manufacturing process. The misplacement of the front and rear passenger side door lock would result in a passenger side door that will not open by pulling on the interior handle and a rear door lock that will not be opened by pulling the interior door handle even if unlocked.

A consumer may have already repeatedly returned their vehicle for repairs on the very defect giving rise to the recall. If they have already given the manufacturer through its repair facilities (dealers) a reasonable opportunity to repair the defect, they may be entitled to a buy back or replacement vehicle.

If you dont already qualify for a lemon law buyback, an owner of a recalled vehicle should make sure all recall campaigns are completed immediately. Dealers must complete these repairs at no charge to the consumer.

Mercedes-Benz has always boasted that its quality craftsmanship make it the premier manufacturer of luxury vehicles. But recalls happen, even to those who boast to be the best. Even Mercedes-Benz is not immune to manufacturing defective vehicles.

About Norman Taylor & Associates

Norman Taylor and Associates have been assisting consumers since 1987. At Norman Taylor & Associates, the goal is to provide clients with the highest quality of legal representation if theyre one of the unfortunate residents of California whove had the misfortune of purchasing defective vehicles or goods and who have recourse under the Lemon Law. They represent consumers in Los Angeles, Orange, Riverside, San Bernardino, Ventura and Santa Barbara counties. With a twenty two year history of successful cases, Norman Taylor & Associates has established their reputation as a firm of consumer advocates that get the job done.