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Malicious Persecution & Abuse of Process
Posted by: admin in Business & Commercial Law on March 3rd, 2009
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Malicious prosecution is a common law intentional tort, while like the tort of abuse of process, its elements include (1) intentionally (and maliciously) instituting and pursuing (or causing to be instituted or pursued) a legal action (civil or criminal) that is (2) brought without probable cause and (3) dismissed in favor of the victim of the malicious prosecution. In some jurisdictions, the term “malicious prosecution” denotes the wrongful initiation of criminal proceedings, while the term “malicious use of process” denotes the wrongful initiation of civil proceedings.
Criminal prosecuting attorneys and judges are protected, by doctrines of prosecutorial immunity and judicial immunity, from tort liability for malicious prosecution. Moreover, the mere filing of a complaint cannot constitute an abuse of process. The parties who have abused or misused the process, have gone beyond merely filing a lawsuit. The taking of an appeal, even a frivolous one, is not enough to constitute an abuse of process. The mere filing or maintenance of a lawsuit, even for an improper purpose, is not a proper basis for an abuse of process action.
Declining to expand the tort of malicious prosecution, a unanimous California Supreme Court in the case of Sheldon Appel Co. v. Albert & Oliker, 47 Cal. 3d 863, 873 (1989) observed: “While the filing of frivolous lawsuits is certainly improper and cannot in any way be condoned, in our view the better means of addressing the problem of unjustified litigation is through the adoption of measures facilitating the speedy resolution of the initial lawsuit and authorizing the imposition of sanctions for frivolous or delaying conduct within that first action itself, rather than through an expansion of the opportunities for initiating one or more additional rounds of malicious prosecution litigation after the first action has been concluded.”
California Marriage Annulment
Posted by: admin in Family Law on March 3rd, 2009
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General Information Re Nullity (Annulment) Of Marriage Or Domestic Partnership In California
Petitioning for a judgment of nullity (rather than marriage dissolution) is appropriate where the validity of the marriage is in doubt.
Marital dissolution (divorce) and nullity of a marriage are premised on completely different assumptions:
- A dissolution action is maintained to terminate a valid marriage on grounds arising after the marriage (Ca Fam § 2310);
- A nullity proceeding is maintained on the theory that, for reasons existing at the time of the marriage, no valid marriage ever occurred (i.e., the marriage, from its inception, is either void or voidable; Ca Fam § 2200 et seq.). In other words, whereas a dissolution action seeks to terminate marital status, a nullity action seeks to inquire whether any such status ever existed.
A marriage may be invalid from its inception either because of irregularities in statutory formalization procedures (ordinarily, license, solemnization and authentication; (Ca Fam § 306) or because of other legal impediments that, notwithstanding proper formalization, render the marriage void or voidable (incestuous, bigamous, induced by fraud or force, party under age of consent, etc.; (Ca Fam §§ 2200, 2201, 2210).
General Requirements For A Valid Marriage In California
“Marriage” under California law is a “personal relation arising out of a civil contract between a man and a woman, to which the consent of the parties capable of making that contract is necessary.” [Ca Fam § 300] But the parties’ consent does not alone constitute a marriage. To validate the marriage, the consent must be followed by issuance of a license (Ca Fam § 350 et seq.), solemnization (Ca Fam § 400 et seq.) and authentication (Ca Fam §§ 422-425); and the “certificate of registry of marriage shall be returned” (Ca Fam §§ 359 & 360 (emphasis added)). [Ca Fam §§ 300, 306]
California has abolished the concept of “common law marriage.” A valid marriage cannot be created in California solely by the parties’ consent or mere cohabitation. [Ca Fam § 300]
“Void” vs. “Voidable” Marriages And Domestic Partnerships
A void marriage or domestic partnership (Ca Fam §§ 2200-2201) is invalid and a nullity from its inception. It never legally existed.
A voidable marriage or domestic partnership (Ca Fam § 2210) is valid for all civil purposes between the parties and against the world until adjudged a nullity; i.e., the marriage or domestic partnership is invalidated only from the time it is so declared by a court of competent jurisdiction. Moreover, with the passage of time, a voidable marriage or domestic partnership may, for all practical purposes, become valid (nonvoidable) because a proceeding to annul a voidable marriage/domestic partnership must be commenced within statutorily-prescribed time limits. [Ca Fam § 2211] Once the applicable statutory period expires, a judicial termination of marital/domestic partnership status and adjudication of the bundle of rights and responsibilities incident thereto must proceed by an ordinary dissolution.
Basis For Judicial Determination Of Nullity Where Marriage Or Domestic Partnership Is “Void”
An alleged marriage or domestic partnership may be adjudged a nullity as “void” pursuant to Ca Fam §§ 2200 or 2201 or if otherwise invalid from its inception as follows:
Incest: A marriage or domestic partnership between parents and children, ancestors and descendants of every degree, brothers and sisters (of the half or whole blood), or uncles and nieces or aunts and nephews is incestuous and void from the beginning, “whether the relationship is legitimate or illegitimate.” [Ca Fam § 2200]
Bigamy: A subsequent marriage or domestic partnership is illegal and void from the beginning if either party has a spouse or domestic partner still living unless the former marriage/domestic partnership was dissolved or adjudged a nullity before the date of the subsequent marriage/domestic partnership. [Ca Fam § 2201(a)(1)]
Exception: A subsequent marriage or domestic partnership when a party has a spouse or domestic partner still living is only voidable (valid until adjudged a nullity pursuant to § 2210(b)) where, at the time of the subsequent marriage or domestic partnership, the former spouse/domestic partner (a) has been absent, and not known to be living for five successive years immediately preceding the subsequent marriage/domestic partnership, or (b) “generally reputed” or believed to be dead. [Ca Fam § 2201(a)(2) & (b)]
Marriage/Domestic Partnership Not Lawfully Contracted: Sections 2200 and 2201 (above) do not state the exclusive grounds for invalidating a marriage or domestic partnership as “void.” A marriage or domestic partnership ostensibly contracted in accordance with California law is also invalid from its inception and thus void if the parties failed to comply with the Ca Fam §§ 300 and 306 requirements for a valid marriage or the Ca Fam § 297 requirements for a valid domestic partnership).
Basis For Nullity Where Marriage Or Domestic Partnership Is “Voidable”
Minority Of A Party: The party who commences the nullity proceeding (or on whose behalf it is commenced) was under the age of lawful consent (under age 18) and did not obtain the requisite parental/court consent unless, after attaining age 18, the party “freely cohabited with the other as husband and wife.” [Ca Fam § 2210(a)]
Prior Existing Marriage Or Domestic Partnership: Either party was legally married to another or a member of another domestic partnership, but the subsequent marriage or domestic partnership is not illegal and void because within the § 2210(b)(1) & (3) “voidability” rule (former spouse/domestic partner absent for five years and not known to be living or generally reputed to be dead. [Ca Fam § 2210(b)]
Unsound Mind: Either party was of “unsound mind” (unable to understand the subject matter of the marriage/domestic partnership contract and obligations incident thereto) unless, “after coming to reason,” he or she “freely cohabited with the other as husband and wife.” [Ca Fam § 2210(c)]
Force: Either party’s consent to the marriage or domestic partnership was obtained by “force,” unless the coerced party thereafter “freely cohabited with the other” as husband and wife. [Ca Fam § 2210(e)]
Physical Incapacity: Either party was “physically incapable” of entering into the marriage state (unable to engage in normal copulation) and such incapacity continues and appears to be “incurable.” [Ca Fam § 2210(f)]
Fraud: Either party’s consent to the marriage or domestic partnership was obtained by “fraud,” unless the defrauded party thereafter, and with full knowledge of the facts constituting the fraud, “freely cohabited with the other” as husband and wife. [Ca Fam § 2210(d)]
The type of “fraud” sufficient to support a judgment of nullity must go to the very essence of the marital [or domestic partnership] relation. Thus, fraud or deceit sufficient to avoid an ordinary contract will not necessarily warrant a judgment of nullity. The alleged misrepresentation or concealment must have been “vital to the relationship,” directly affecting the purpose of the deceived party in consenting to the marriage/domestic partnership.
The following are some examples of the kinds of fraud which would warrant a nullity judgment:
- As between spouses, concealment of sterility, of existing pregnancy, or of an intent not to terminate a sexual relationship with a “significant other” goes to the “very essence” of the marriage relationship and thus is sufficient ground for a judgment of nullity.
- As between married persons, a concealed intent not to live with the other spouse, not to engage in sexual relations with the other spouse, or not to have children despite a promise to the contrary supports a judgment of nullity on the ground of fraud.
- Wife, who was induced to marry by Husband’s false representations he was an honest, law-abiding, respectable and honorable person and that he had a child who was well provided for, was entitled to a judgment of nullity on the ground of fraud where Husband had in fact been convicted of grand theft, was a parole violator and a fugitive from justice, and was guilty of failure to support his children from a prior marriage.
- A judgment of nullity based on fraud is also warranted where one party’s motive in entering the marriage was solely to obtain a green card (to acquire U.S. residency status) and he or she never intended to engage in sexual relations with the other or to meet marital duties.
On the other hand, “the concealment of incontinence, temper, idleness, extravagance, coldness or fortune inadequate to representations cannot be the basis for an annulment.” The following are some examples of the kinds of fraud which would NOT warrant a nullity judgment:
- A party’s false representation that he or she owned a particular business or was a “person of means”
- Deceit about one’s chastity or moral character is not “vital” to the marital relationship and thus will not justify a judgment of nullity on the basis of fraud.
- Nor is there sufficient fraud to annul a marriage simply because a party concealed a severe drinking problem (or, presumably, drug addiction), refused to seek employment after contracting the marriage (despite assurances before marriage to the contrary), proved to be a “disappointing” sexual partner, and/or turned from a “polite” and “nice” person before marriage to a “dirty,” “unattractive” and disrespectful person after the marriage. A finding of § 2210(d) fraud cannot rest solely on the fact a spouse “turned from a prince into a frog.”
Valid vs. Invalid Marriage – Substantive & Procedural Differences
Statute of limitations: A nullity cause of action based on a voidable marriage or domestic partnership (minority, fraud, force, etc.) is subject to a statute of limitations. There is, of course, no “statute of limitations” on the commencement of a marriage or domestic partnership dissolution action.
Minority Of A Party: A petition for nullity of a voidable marriage/domestic partnership based on minority may be brought by:
- The party who was under the age of consent within four years after reaching the age of consent (Ca Fam § 2211(a)(1)); or
- A parent, guardian, conservator or other person having charge of the minor at any time before the married minor reaches the age of consent (Ca Fam § 2211(a)(2)).
Prior Existing Marriage: A petition to annul a voidable marriage or domestic partnership based on a prior existing marriage or domestic partnership (former spouse/domestic partner absent for five years and not known to be living or generally reputed to be dead, may be brought by:
- Either party during the life of the other (Ca Fam § 2211(b)(1)); or
- The former spouse/domestic partner (Ca Fam § 2211(b)(2)).
Unsound Mind: A nullity petition alleging voidability on the basis of a party’s “unsound mind” may be brought by the “injured party,” or by a relative or conservator of the party of unsound mind, at any time before the death of either party. [Ca Fam § 2211(c)]
Fraud: A petition seeking a judgment of nullity on the ground of fraud may be brought only by the party whose consent was obtained by fraud and within four years after discovery of the facts constituting the fraud. [Ca Fam § 2211(d)]
Force: An action to annul a voidable marriage or domestic partnership on the ground of force may be brought only by the party whose consent was obtained by force and within four years after the marriage/domestic partnership. [Ca Fam § 2211(e)]
Physical Incapacity: A nullity action based on physical incapacity may be brought only by the “injured party” and within four years after the marriage/domestic partnership. [Ca Fam § 2211(f)]
Rights Of The Parties On Termination Of Invalid Marriage
Parties to an “invalid” marriage or domestic partnership generally do not have the rights and obligations granted to and imposed upon spouses or domestic partners under the Family Code.
But there is an important exception: A party to an invalid marriage or domestic partnership who has “putative” spouse or domestic partner status may be entitled to property, support and attorney fees/costs rights similar to those attaching upon the dissolution of a valid marriage or domestic partnership. [Ca Fam §§ 2251, 2254, 2255] A party to a void or voidable (or other invalid) marriage has “putative spouse” status only if he or she believed in good faith the marriage was valid. [Ca Fam § 2251]
A party’s “good faith” belief in the validity of the marriage is not tested by whether he or she believed a “marriage” lawfully occurred under some private, secular or spiritual set of standards. A putative spouse must have had a good faith belief in the existence of a lawful California marriage (i.e., attempted compliance with statutory requirements).
Whereas unmarried “Marvin” cohabitants have no marital rights under the Family Code, putative spouse or domestic partner status gives rise to cognizable Family Code property, support and attorney fees/costs rights, as well as certain other rights that ordinarily attach only between lawfully married persons or lawfully registered domestic partners.
“Quasi Marital” Property: Property that would have been community or quasi-community property had the marriage or domestic partnership been valid is deemed “quasi-marital property” and, in a proceeding to terminate the invalid marriage/domestic partnership, must be divided between the parties as if it were community property (i.e., generally equally pursuant to Ca Fam § 2500 et seq.). [Ca Fam § 2251(a)(2)]
Support And Attorney Fees: Temporary and/or “permanent” spousal/partner support may be awarded in a nullity proceeding in favor of a putative spouse/partner “in the same manner as if the marriage [or domestic partnership] had not been void or voidable” (i.e., pursuant to Ca Fam §§ 3600 (temporary support) and 4320 et seq. (“permanent” support)). [Ca Fam § 2254] Also, the court may award Ca Fam § 2030 et seq. need-based attorney fees and costs in favor of a party found to be “innocent of fraud or wrongdoing in inducing or entering into the marriage [or domestic partnership], and free from knowledge of the then existence of any prior marriage [or domestic partnership] or other impediment to the contracting of the marriage [or domestic partnership] for which a judgment of nullity is sought.” [Ca Fam § 2255]
Survivorship Rights: Ca Fam § 2251 “quasi-marital property” rights are triggered only in a dissolution, legal separation or nullity proceeding under the Family Code. The statute does not define a surviving putative spouse’s/partner’s legal rights in the other party’s estate at death; rather, that is a matter of probate law.
Employer’s Liability for Employee’s Actions through Ratification
Posted by: admin in Employment Law on March 3rd, 2009
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Ratification is the act of giving official sanction or approval to a formal document such as a treaty or constitution. It includes the process of adopting an international treaty by the legislature, a constitution, or another nationally binding document (such as an amendment to a constitution) by the agreement of multiple sub-national entities. The process of ratifying a constitution is most commonly observed in federations such as the United States, confederations or international organisations sui generis such as the European Union.
In unionized workplaces, during negotiations, a contract proposal by an employer, that may be acceptable to the collective bargaining committee, will be brought back for ratification, or a vote by the general membership, before the union can either accept or decline such a contract proposal. A ratified proposal means a “Yes” vote and will form the basis for the new CBA (Collective Bargaining Agreement) for that workplace.
California Small Claims Court 101
Posted by: admin in Small Claims Court on March 3rd, 2009
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What Is Small Claims Court?
Small claims court is a special court where disputes are resolved quickly and inexpensively. In small claims court, the rules are simplified and the hearing is informal. Attorneys are generally not allowed. The person who files the claim is called the plaintiff. The person against whom the claim is filed against is called the defendant. They are also called claimants or parties. You don’t need to be a United States citizen to file or defend a case in small claims court. If you are a non-English speaker, see Making the Best of Your Day in Court section for information on an interpreter.
In general, claims are limited to disputes up to $5,000. However, natural persons (individuals) can claim up to $7,500. Corporations, partnerships, unincorporated associations, governmental bodies, and other legal entities cannot claim more than $5,000. Also, no claimant (natural person or legal entity) may file more than two small claims court actions for more than $2,500 anywhere in the state during any calendar year. For example, if you file an action for $4,000 in February 2007, and another action for $4,000 in March 2007, you may not file any more actions for more than $2,500 until January 1, 2008. You may file as many as you wish for $2,500 or less.
The fee for filing in small claims court depends on the amount of the claim: 30 if the claim is for $1,500 or less, $50 if the claim is for more than $1,500 but less than or equal to $5,000, or $75 if the claim is for more than $5,000. However, if a plaintiff has filed more than 12 small claims in California within the previous 12 months, the filing fee for each subsequent case is $100. The filing fee is paid by the plaintiff to the clerk of the small claims court.
Since the limits on amounts of claims and filing fees may be changed by legislative action, you should check with your local small claims adviser or small claims clerk to determine the current limits on claims and filing fees. You may also consult with your own attorney if you wish.
Small claims courts can order a defendant to do something, as long as a claim for money is also part of the lawsuit. If you are suing to get back the lawn mower you loaned to a neighbor, for instance, the court can order the return of the mower, or payment for the mower if it is not returned.
Examples of other disputes that might be resolved in small claims court are:
- Your former landlord refuses to return the security deposit you paid.
- Someone dents your car’s fender and refuses to pay for its repair.
- Your new TV will not work, and the store refuses to fix it or replace it.
- Your tenant caused damage to the apartment in an amount that exceeded the security deposit. (Note: You can’t file an eviction action in small claims court.)
- You were defrauded in the purchase of a car, and desire to cancel the purchase and get back the amount of your down payment from the seller.
- You lent money to a friend, and he or she refuses to re-pay it.
In most small claims courts, cases are heard within 30-40 days after filing the plaintiff’s claim, but they are never set for earlier than 20 days or more than 70 days after the claim is filed. Most cases are heard on weekdays, but some courts also schedule evening and Saturday sessions.
Is Small Claims Court Your Best Option?
Before filing a case in small claims court, it’s important to decide whether going to small claims court is the best way to resolve your dispute. Many disputes can be resolved by using other dispute resolution methods, such as mediation. Many counties help resolve disputes informally through their local consumer affairs offices, or through local public or private dispute resolution or mediation programs.
You need to consider whether the defendant is legally responsible for the claim. Is the law on your side? If there is a law that applies to your case, the small claims judge must follow that law, interpreting it in a spirit of reasonableness and fairness to both parties. If the law isn’t on your side, but you feel that justice is, you may get a more favorable result through voluntary mediation.
If you decide to file a small claims court case, be prepared to devote some time and effort to it. This includes preparing for the hearing, gathering evidence, meeting with witnesses, and attending the hearing in person.
You also may need to take action and spend money to enforce any judgment. While a small claims court judgment carries legal weight, it may be difficult or even impossible to enforce the judgment. Collecting a court judgment is one of the most challenging and frustrating aspects of any lawsuit. The person who is obligated to pay the judgment may not have the money to pay it, or may simply refuse to pay it. Enforcement procedures are available, but these require extra effort and also money on your part. It’s possible that you will never collect anything.
In deciding whether to file a small claims case, remember that you may not appeal. By choosing small claims court to resolve your dispute, you give up the right to have a different judge re-hear the case. So if you should lose, that’s probably the end of the case for you. If you win, the person or entity against whom you filed your claim (the defendant) may appeal the judge’s ruling. In that situation, the entire dispute will be heard again, before a different judge.
Have You Tried to Settle the Dispute Yourself?
Have you and the defendant tried to resolve the dispute on a friendly basis? If you haven’t done so before suing, why not try? At the very least, you should ask the defendant for the legal remedy that you hope the judge will award you.
Are you able to give the other person some incentive to perform? If he or she owes you money, you might consider offering to accept less than the full amount, if it’s paid right away. If you owe money, it may be worth paying a bit more than you feel you owe, just to end the dispute. If the dispute goes to court and results in a judgment against you, the amount you owe may be increased by court costs and interest, and the judgment will be noted in your credit record.
If there’s no dispute about the amount you owe, but you simply can’t pay the entire debt at one time, consider offering to make monthly or weekly payments until the debt is paid. (Even after the case is decided, the judge can authorize you to pay the judgment by weekly or monthly payments.)
Have You Considered Mediation?
Mediation is a process for resolving disputes informally. A third party —a mediator—helps the parties arrive at their own solution. Unlike a judge, a mediator doesn’t issue a decision. The best quality of the mediation process is that it attempts to restore the relationship between the parties. While only some disputes can be resolved by mediation (since both parties must agree to the results), consider whether your dispute can be resolved in that way. Disputes involving neighbors and family members are particularly well suited for mediation because of the importance of the relationships between the parties.
If you decide that mediation (rather than small claims court) might resolve the dispute, ask the clerk if the small claims court offers a mediation program. If not, the clerk may know of a publicly funded program in your county. You can also locate a mediation program by looking in the business section of your telephone directory, or by calling the California Department of Consumer Affairs at 1-800-952-5210. Hearing-impaired persons may call 1-800-322-1700 (TDD) or 916-322-1700 (TTY).
Where Can You Obtain More Information and Advice?
- Small Claims Adviser—Small claims advisers provide free individual personal advisory services to small claims disputants. The law requires each county to provide a small claims advisory service. Some advisers are available only by phone, while others may be visited in an office setting. Some advisory services provide recorded advice by phone. All small claims advisers provide information regarding the procedural rules, and some will also assist you in preparing your case. To locate your local small claims adviser, contact the local small claims clerk or look in your telephone directory. The small claims advisory services of all counties are listed in the websites of the Department of Consumer Affairs at www.dca.ca.gov, and of the Judicial Council at www.courtinfo.ca.gov/selfhelp/smallclaims/scbycounty.htm.
- Publications—Small claims court procedural rules are summarized and explained in a Department of Consumer Affairs publication entitled Consumer Law Sourcebook: Small Claims Court Laws & Procedures . Consumer laws are summarized in Consumer Law Sourcebook: Consumer Law (forthcoming). While the Consumer Law Sourcebooks are written principally for judges and small claims advisers, some disputants find them useful. Most county law libraries make reference copies available to the public. Your county law library may also have books on the subject of your claim. Materials published by the Department of Consumer Affairs can be ordered from its Consumer Information Center at 800-952-5210, or its Policy and Publications Development Office at 866-320-8652 or 916-574-7378. If you have access to a computer, you can print a copy of The Small Claims Court: A Guide to Its Practical Use (this handbook) by visiting the website of the Department of Consumer Affairs at www.dca.ca.gov.
- Internet Resources—The internet offers countless sources of information. If you don’t have access to the internet at home, visit your public library. The Judicial Council’s self-help websites offer assistance in both English and Spanish: English — www.courtinfo.ca.gov/selfhelp/smallclaims/ (California Courts Self Help Center) Spanish — www.courtinfo.ca.gov/selfhelp/espanol/ (Centro de Ayuda de las Cortes de California)Court forms can be viewed and printed at the Judicial Council’s self-help websites listed above. The websites also include a list of certified interpreters. If you are the plaintiff, reviewing the following court forms is likely to provide useful information:
- Information for the Small Claims Plaintiff (Form SC-150), and
- Plaintiff’s Claim and Order to Go to Small Claims Court (Form SC-100).
If you are the defendant, reviewing the following court forms is likely to provide information useful to you:
- Information for the Defendant (Form SC-100 (page 4)), and
- Defendant’s Claim and Order to Go to Small Claims Court (Form SC-120).
The following websites provide access to federal and California statutes and regulations:
- federal statutes — www.gpoaccess.gov/uscode/search.html
- California statutes — www.leginfo.ca.gov
- federal regulations — www.regulations.gov
- California regulations — www.calregs.com
The Department of Consumer Affairs provides fact sheets and information on landlord-tenant issues, auto repairs, contractor hiring, and the professions and occupations regulated by the department on its website at www.dca.ca.gov.
Links to websites designed to help persons who represent themselves in court actions are listed at www.publiclawlibrary.org/help.html. Links to other information resources are provided in the website of Consumer Reports magazine.
- Attorneys — An attorney may be able to advise and assist you before or after filing your claim. You should consult an attorney if you feel it would be cost-effective to do so, considering the size of the claim and the kinds of issues involved. You can’t have the attorney represent you in court. Except in rare instances, fees charged by the attorney for private assistance are not recoverable as court costs or damages. For a list of lawyer referral services, go to the website of the State Bar of California. If you can’t afford an attorney, a legal services program might be able to help. Legal services programs for low-income persons are listed at www.Lawhelpcalifornia.org/CA/.
Who Can File or Defend a Claim?
With certain exceptions, anyone can sue or be sued in small claims court. Generally, all parties must represent themselves. A person or an entity (for example, a corporation) that files a small claims action is called the plaintiff. The party who is sued is called the defendant.
An individual can sue another individual or a business, but may not file a claim against a federal agency. A business, in turn, can sue an individual or another business. However, an assignee (a person or business that sues on behalf of another, such as a collection agency) can’t sue in small claims court.
To file or defend a case in small claims court, you must be (a) at least 18 years old or legally emancipated, and (b) mentally competent. A person must be represented by a guardian ad litem if he or she is under 18 and not legally emancipated, or has been declared mentally incompetent by a court. For a minor, the representative is ordinarily one of his or her parents. A small claims clerk or small claims adviser can explain how to have a guardian ad litem appointed.
If the court determines that a party is unable to properly present his or her claim or defense for any reason, the court may allow another individual to assist that party. The individual who helps you can only provide assistance — the individual’s participation in court cannot amount to legal representation, and the person can’t be an attorney.
Can Someone Else Represent You?
In most situations, parties to a small claims action must represent themselves. As a general rule, attorneys or non-attorney representatives (such as debt collection agencies or insurance companies) may not represent you in small claims court. Self-representation is usually required. There are, however, several exceptions to this general rule:
- Corporation or other legal entity — A corporation or other legal entity (but not a natural person) can be represented by a regular employee, an officer, or a director, and a partnership can be represented by a partner or regular employee of the partnership, but the representative may not be an attorney or person whose only job is to represent the party in small claims court.
- Property agent — A property agent may represent the owner of rental property if the property agent was hired principally to manage the rental of that property and not principally to represent the property owner in small claims court and the claim relates to the rental property. At the hearing, the agent should tell the judge that he or she was hired and is employed principally to manage the property, or this statement may be in a written declaration. A common interest development also may appear and participate in a small claims action through an agent.
- Sole proprietorship — In a case in which a claim can be proved or disputed by evidence of an account that constitutes a business record, and there is no other issue in the case, a sole proprietorship (such as a physician) can be represented by a regular employee who is employed for purposes other than solely representing the proprietor in small claims court actions, and who is qualified to testify to the identity and mode of preparation of the business record. In that situation, the employee must be able to testify that (1) the evidence of the account was made in the regular course of business, (2) the evidence of the account was made at or near the time of the transaction, and (3) the sources of the information about the account and its time and method of preparation are such as to indicate their trustworthiness.
For example, this exception to the general rule of self-representation might permit a dentist’s bookkeeper to represent the dentist in an action to collect a patient’s account. However, if the patient alleged that the dentist’s services were unnecessary or performed poorly, the case would involve another issue of fact, and the dentist would need to appear at the hearing in person. As in all actions to collect debts and accounts, the plaintiff’s claim form must include an itemization of all fees and charges that have been added to the original loan amount or agreed price.
In the following kinds of situations, a party need not appear in court, and may either send a representative or submit written declarations to prove his or her claim or defense. However, the representative can’t be compensated, and is disqualified if he or she has appeared in small claims actions as a representative of others four or more times during the calendar year.
- Non-resident real property owner — A non-resident owner of real property located in California may defend a small claims case related to the property by submitting a declaration or sending a representative.
- Military service — A person who is on active duty in the military service outside California, or who while on active duty is transferred out of state for more than six months after the claim arose, may be represented by a non-attorney, and may submit declarations in support of his or her claim or defense. For instance, a tenant who is on active duty, and is transferred out of state for more than six months, can ask a qualified person to file a small claims action on behalf of the tenant to recover a security deposit from a landlord, and to represent the tenant at the hearing.
- Jail or prison — A person who is in jail or prison may be represented by someone who isn’t an attorney, and may file written declarations in support of his or her claim or defense.
- Non-resident driver involved in an in-state auto accident — Some courts will allow a non-resident driver involved in an in-state auto accident to send a representative (but never an attorney), submit evidence by declaration, and appear in court by telephone. Contact a small claims adviser in the county where you’re sued to learn about the procedures used in that county.
An individual who represents a party to a small claims court action must complete and sign an Authorization to Appear on Behalf of Party (Form SC-109) — a form provided by the clerk of the small claims court or printed at the Judicial Council’s self-help website. The representative must state that he or she is actually authorized to represent the party, and he or she also must describe the basis for that authorization, such as a letter from the represented party. If the represented party is a corporation or other legal entity or an owner of real property, the representative also must state that the representative isn’t employed solely to represent the corporation or entity in small claims court. In the other situations listed above, the representative must state that the representative is acting without compensation, and hasn’t appeared as a representative in small claims actions more than four times during the calendar year.
Can Your Spouse Represent You?
Spouses may represent each other in small claims court if they have a joint interest in the claim or defense and the represented spouse has given his or her consent. However, one spouse may not represent the other spouse if the court decides that justice would not be served — such as where their interests are not the same and may conflict. The represented spouse need not come to court if the judge allows representation.
California Business & Professions Code Section 143
Posted by: admin in Uncategorized on March 3rd, 2009
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California Business & Professions Code Section 143:
(a) No person engaged in any business or profession for which
a license is required under this code governing the department or any
board, bureau, commission, committee, or program within the
department, may bring or maintain any action, or recover in law or
equity in any action, in any court of this state for the collection
of compensation for the performance of any act or contract for which
a license is required without alleging and proving that he or she was
duly licensed at all times during the performance of that act or
contract, regardless of the merits of the cause of action brought by
the person.
(b) The judicial doctrine of substantial compliance shall not
apply to this section.
(c) This section shall not apply to an act or contract that is
considered to qualify as lawful practice of a licensed occupation or
profession pursuant to Section 121.
Employee or Independent Contractor
Posted by: admin in Employment Law on March 3rd, 2009
CLICK HERE TO WATCH THE VIDEO ON EMPLOYEE V. INDEPENDENT CONTRACTOR
Independent Contractor or Employee
When you hire workers, they are either independent contractors or employees, and understanding the difference is crucial when it comes to recordkeeping and tax reporting. Making the determination can be a frustrating experience because the answer is not always clear. And because making the correct determination is critical, it is not always safe to rely on an “industry standard” or ” custom” that automatically treats certain kinds of workers as independent contractors. To add to the confusion, the California test and the federal test to determine whether a worker is an employee or an independent contractor differ in some cases.
California Test for EmploymentTo determine if a worker is an independent contractor or an employee, look at the main test and the ten secondary factors.
Main Test
Does the principal (you) have the right to direct and control the manner and means in which the worker carries out the job? The right of direction and control, whether or not exercised, is the most important factor in determining an employment relationship. The right to discharge a worker at will and without cause is strong evidence for the right of direction and control. When it is not clear whether you have the right to direct and control the worker, you must look further into the actual working relationship by weighing the ten secondary factors.
Secondary Factors
Depending on the type of relationship and the services performed, each factor varies in importance. Consider each factor independently, then consider them as a whole:
Is the worker engaged in a distinct trade or occupation? Does the worker make his or her services available to the general public? Does the worker perform work for more than one firm/company at a time? Does the worker hire, supervise, or pay assistants? Does the worker have a substantial investment in equipment and facilities?
Is the work done without supervision? In the geographic area and in the occupation, is the type of work usually done under the direction of a principal without supervision?
Is the work highly skilled and specialized? Is the worker trained by the principal? Does the worker personally perform the services?
Does the principal furnish/provide the tools, equipment, materials, supplies, and place of work? Does the worker perform the services on the principal’s business premises?
Are the services provided on a long-term or repetitive basis?
Method of payment – Is the worker paid based on time worked or on completion of the project?
Are the services an integral part of the principal’s business?
What type of relationship do the parties believe they are creating?
What is the extent of actual control by the principal? Does the worker have the right to terminate the relationship without liability? Does the principal provide instructions on how to do the work? Does the principal establish the work hours or the number of hours to be worked? Does the principal require the work to be done in a particular order or sequence? Does the principal require oral or written reports from the worker?
Is the work performed for the benefit of the principal’s business?
Internal Revenue Service Test for EmploymentTo determine if a worker is an independent contractor or an employee, consider behavioral control, financial control, and relationship of the parties:
Behavioral Control – Generally, anyone who performs services for you is your employee if you have the right to control what will be done and how it will be done.
Financial Control – Who directs or controls the business aspects of work? Independent contractors are in business for themselves, offer their services to the public, and have a significant financial investment in the facilities used in performing services. They can realize a profit or incur a loss.
Relationship of the Parties – How do you and the worker perceive your relationship? A permanent relationship and worker benefits generally indicate an employer-employee relationship. However, the substance of the relationship determines whether your workers are employees, not a job title or written contract.
The IRS also provides information about independent contractor vs. employee on their website.
Statutory Employees and NonemployeesCertain categories of workers, including corporate officers, are considered by law to be statutory employees: other categories are exempt employees and treated like independent contractors. See Employer’s Supplemental Tax Guide (IRS Publication 15A), and California Employer’s Guide (DE 44) for more information.
If you’re confused about whether your bookkeeper, office handyman, or neighbor’s son is an independent contractor or employee, you can ask for help from the IRS or EDD to figure this out. You can complete an Employment Determination Guide (DE 38) to help you make a determination yourself; for a written determination, complete a DE 1870, Determination of Employee Work Status for Purposes of State of California Employment Taxes and Personal Income Tax Withholding, and send it to EDD. You can complete an IRS Form SS-8, Determination of Employee Work Status for Purposes of Federal Employment Tax and Income Tax Withholding, and send it to the IRS for a written determination.
Immigration Benefits for Victims of Domestic Violence
Posted by: admin in Visa, Immigration & Naturalization Law on March 3rd, 2009
CLICK HERE TO WATCH THE VIDEO ON DOMESTIC VIOLENCE AND IMMIGRATION
What is VAWA?
VAWA stands for the Violence Against Women Act, and is an act that was passed by Congress in 1994 that, among other things, created special routes to immigration status for certain battered noncitizens. These provisions were updated in 2000 in the Battered Immigrant Women’s Protection Act.
How can I get lawful permanent residency under VAWA?
Under VAWA, there are two ways for women who are married to US citizens or lawful permanent residents to get their residency. If you have never been married to your abuser, or if your abuser is not a US citizen or lawful permanent resident, then you do not qualify for residency under VAWA. However, you may qualify for a U-visa. For more information, see U-Visa Laws and Procedures.
The first way to get residency through VAWA is called “self-petitioning.” Instead of depending upon your spouse to apply for your residency with CIS, you can apply on your own for yourself and your children. Your spouse plays no role in the process and does not have to know you are applying.
Because the law is complicated, before you go to the CIS, you should first consult a shelter worker, immigration attorney, or a domestic violence or immigration organization for assistance. You will find a list of local domestic violence organizations on the State and Local Programs page for your state under the Where to Find Help tab at the top of this page.
The second way to obtain residency under VAWA is called “cancellation of removal.” This is available to you only if you are in, or can be placed into, deportation proceedings. If you qualify for cancellation, the court may waive your deportation and grant you lawful permanent residency. However, because you must be in deportation proceedings before you can apply, be certain to see an immigration attorney before proceeding.
If you don’t seem to qualify under VAWA, there may be other ways you can get legal status. The best thing to do is to discuss your situation with an immigration or domestic violence advocate. You should do this before calling the CIS.
What if I am divorced, widowed, or remarried? Am I still eligible to self-petition?
It depends. Certain changes don’t affect your eligibility to self-petition: *
- If you are a spouse of a US citizen, you can self-petition up to two years after the death of your spouse.
- If you are a spouse of a US citizen or lawful permanent resident, you can self-petition up to two years after divorce, if there is a connection between the divorce and the abuse.
- If you are a spouse or child of a US citizen or lawful permanent resident, you can self-petition up to two years after the US citizen or lawful permanent resident loses immigration status, if it is related to domestic violence.
- As long as you file your self-petition while your children are unmarried and under the age of 21, then they do not age out. (Would they still be eligible to self-petition up to age 25 so long as child abuse was at least one central reason for the filing delay?)
- Getting re-married after your self-petition is approved does not change the approval status of your petition.
*INA § 204(a)(1)(A)(iii), NA § 204(a)(1)(D)(v)
California Non-Compete & Non-Disclosure Clause
Posted by: admin in Business & Commercial Law on March 3rd, 2009
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2008 Update Video on Non-Compete & Non-Disclosure Clause
Many technology companies are necessarily concerned about losing trade secrets and other confidential information when their employees leave the company. In addition, there is a risk that technology professionals may inevitably use proprietary information in their new employment without actually taking physical documents or data when they leave. Can technology companies protect themselves against these scenarios through the use of non-compete provisions? The answer to this question is . . . sometimes.
Technology executives sometimes fail to recognize the nature of the information that constitutes protected trade secrets. As a result, such companies are either over inclusive or under inclusive in their efforts to protect business information. In California, a trade secret generally consists of information that derives independent economic value by virtue of not being generally known to the public and is the subject of reasonable efforts to maintain its secrecy. A trade secret could consist of a business process or method or a customer list that is the result of research and development. Trade secret protection is independent of the protections afforded by the patent and copyright laws, which generally require disclosure of the information before it can be protected. Conversely, a trade secret is entitled to protection only when efforts are made to keep the information confidential.
Typically, a non-compete provision will prohibit an employee from working for a competitor for a period of time following termination of his or her employment. These provisions are commonplace in many states outside of California. The justification for the use of such provisions is that employees will inevitably use the trade secrets obtained during their employment irrespective of whether they actually took anything with them.
However, such provisions based upon “inevitable disclosure” are not allowed in California. Instead, California courts generally will not enforce a non-compete provision unless it is entered into in connection with the sale of an employee’s business. Similarly, California courts will not enforce out-of-state non-compete provisions unless they are consistent with this policy. California’s policy is based on Business & Professions Code § 16600, which invalidates a contract by which anyone is restrained from engaging in a lawful business or profession.
Despite this prohibition against the use of covenants not to compete, employees in California do not have an unfettered right to use confidential information taken from a prior employer and use it in their subsequent employment. California law prohibits the use of trade secrets to compete against one’s prior employer. This legal prohibition may be reinforced in employee contracts, such as non-disclosure agreements. Such agreements should occupy a standard role in the new hire process.
California law does allow the use of non-compete provisions in connection with employment contracts entered into with sellers of an interest in a business. In such instances, the sellers of the business may be prohibited from engaging in a competing business within a certain geographic area for a specified period of time. This type of provision may be used when the former business owners are hired by the acquiring company. However, the restrictions in such agreements must be reasonable. For example, an over-inclusive geographic restriction or excessive time duration will not be enforced by a court.
What can be done to protect yourself from competition by prior employees who do not fall within the business owners’ exception? As stated above, all employees should be required to sign a non-disclosure agreement designed to protect trade secrets. The law prohibits the use of trade secrets after an employee leaves the company. However, in order to establish that the information is entitled to trade secret protection, one must show that efforts were made to protect such information. Non-disclosure agreements are useful for this purpose.
Special care should be devoted to access to trade secrets. Many executives within technology companies are often allowed access to customer lists. However, such widespread access is often unnecessary. Restricted access is one of the underpinnings of trade secret protection.
Further, employees should be asked to return all information, including company computers, when they leave the company. Following departure of an employee, the company should conduct a forensic analysis of his/her computers and devices to be sure that nothing was taken. Steps may be taken to immediately retrieve and to enjoin the use of any information that was removed.
These steps will not guaranty that misappropriation does not occur. However, with constant vigilance, the chance that a company will suffer harm through the loss of valuable information will be lessened.
California Family Law 101
Posted by: admin in Family Law on March 3rd, 2009
CLICK HERE TO VIEW FAMILY LAW 101 VIDEO
Family law touches most people at least once in their lives. When getting married or dissolving a marriage, reaching adulthood or having children, people need to be aware of how their legal status changes and what their rights are. Most family law is state law; there is very little federal regulation of families. Because each state has the authority to regulate certain conduct relating to families within its borders, this chapter is specific to California. Related topics are covered in other chapters. Adoption in California is discussed in the Adoption Law Chapter. Legal issues of interest to elderly people, other than elder abuse, are discussed in the Elder Law Chapter.
Reaching the Age of Majority in California
In California, a person legally becomes an adult at age 18 and acquires most of the rights, privileges, responsibilities, and obligations of adulthood. These rights include the right to vote, the right to make contracts, the right to marry without permission from parents or guardians, and the right to serve on a jury.
Marriage in California
In order to be entitled to spousal rights and to be bound by spousal obligations in California, people must be legally married. Common law marriage is not legal in California; however, California does recognize common law marriages that are valid in other states. In fact, California is obligated by the Constitution of the United States to give full faith and credit to any marriage recognized by any other state. Legal marriage in California requires obtaining a marriage license and exchanging vows before an official authorized to formalize the vows. Officials authorized to conduct weddings include judges, magistrates, and licensed religious officials. The exchange of vows must be witnessed.
Who May Marry
An unmarried man and an unmarried woman, both capable of consent and both at least 18 years old, may marry without the permission of others. The parties who are marrying may not be under the influence of alcohol or drugs at the time they exchange vows. Young men and women under the age of 18 years may marry if they are capable of consent, have the consent of both parents or guardians, are capable of consummating the marriage, and obtain a court order granting permission. If they are underage, the parties must have premarital counseling. California law prohibits marriages between people who are already married, as well as marriages between an ancestor and descendant, brother and sister (even if half-brother or half-sister), aunt and nephew, or uncle and niece.
License Requirements
Marriage licenses may be obtained through the clerk of any county in California. The applicants must provide proof of their names. When the county clerk accepts the marriage license application, he or she gives the couple a brochure from the Department of Health Services with information about sexually transmitted diseases and genetic defects. The application is valid for 60 days. After the marriage is solemnized, the person officiating at the marriage ceremony must sign the license and endorse it with a statement that the marriage took place, the date and place of the marriage, and the names, residences, and signatures of the witnesses and the person officiating. In addition, the license must include:
- Parties’ names (including the woman’s maiden name or other previous name), residences, and dates and places of birth
- Names and birthplaces of parents
- Mothers’ maiden names
- Number of previous marriages and marital status
- Signatures
The endorsed license must be returned within 30 days to the county clerk, who forwards it to the county recorder for recording.
Premarital Agreements
A premarital agreement is an agreement between parties made before they are married regarding property rights when the marriage ends. The issues covered by a premarital agreement usually include the rights and obligations of the parties in property (including the right to encumber, exchange, sell, transfer, and use property) and the disposition of property upon death, separation, or dissolution of the marriage. Premarital agreements made in California are valid and enforceable if they are in writing and signed by both parties.
Rights Within Marriage
Spouses have the right to respect, affection, cohabitation, and fidelity in the marriage. They have a mutual obligation to support one another and their children. Necessities such as food, clothing, and shelter are the responsibility of both spouses. Spouses are responsible for each other’s contracts, debts, and damages. Married individuals have the right to sue and be sued (including the right to sue each other), to make contracts, to act as each other’s attorney-in-fact or agent, to keep their own earnings, and to transfer property. When one spouse dies, the surviving spouse typically has the right to receive property from the deceased spouse. It is difficult, but not impossible, to disinherit a partner to a valid marriage.
Termination of Marriage
Dissolution–also known as divorce–is the legal termination of a marriage. A marriage is dissolved by a judgment and decree issued by a California county superior court. If the parties cannot agree on custody, visitation, child support, spousal support, and the division of property, the court will decide these issues.
At the time of filing for divorce, at least one of the parties must have been a California resident for six months and a resident of the county where the action is filed for three months. Once one spouse files the dissolution papers, the petition for dissolution and the summons to appear in court must be served on the other spouse. After the papers are served, the parties must wait six months until the hearing at which the marriage is legally terminated.
Grounds for Dissolution
California was the first state to have a no-fault divorce law. Under this law, the parties must show only that there are irreconcilable differences in the marital relationship. This means the couple cannot work out their problems, even with counseling. Because divorce is no-fault, a court cannot consider either spouse’s fault in causing the divorce when making its determinations of custody, visitation, or other dissolution matters. Incurable insanity also is a ground for divorce under California law, but this ground is infrequently used.
Effects of a Dissolving of Marriage
People who are going through a divorce may agree with one another on how to handle many of the issues that arise. Matters on which the parties disagree, however, must be decided by a court. Court-ordered guidelines generally include instructions on child custody, visitation rights, child support, spousal maintenance, and division of marital property.
Child Custody
Child custody is determined by a court based on the best interests of the children. There are two different types of child custody: sole custody and joint custody. Sole custody gives one parent primary responsibility for raising the children. In joint custody, both parents share that responsibility. If the parents have joint legal custody the children reside mostly with one parent, known as the custodial parent, who is responsible for the routine decisions affecting the children, but both parents share the responsibility for making important decisions regarding the children. If they have joint physical custody, both parents are involved even in the day-to-day decisions affecting their children, and the children spend time with both parents, although not necessarily an equal amount of time with each.
In California, if people cannot agree about child custody, they are required to try to resolve the problem through family court mediation. Sometimes the mediation is offered through the county superior court at no charge. Mediation is discussed more fully in the Alternative Dispute Resolution Chapter. If mediation does not work, the judge will make a decision about custody.
Visitation
Typically, the non-custodial parent is granted visitation rights unless the court feels that such visits would be detrimental to the children. Parents may make child visitation agreements themselves, but if a friendly agreement cannot be reached, the court sets a schedule for visitation, or it orders that the non-custodial parent be allowed reasonable visitation. Certain other people who have close relationships with the children, such as grandparents, also may be allowed some form of visitation.
Child Support
Child support is financial assistance provided by the non-custodial parent under a court order to help support the children. Factors affecting the amount of child support include the needs and income levels of the parents, the children’s needs, and the number of children. Child support is an independent obligation and must be maintained despite any other problems between the parents, such as disagreements about visitation. A recently enacted federal law requires employers to withhold wages from employees who are under a court order to provide child support. In California, some courts have ordered the employer of a parent who is required to pay child support to make the payment directly to the other parent out of the employee’s salary.
Spousal Support
Spousal support is financial support provided by one ex-spouse to the other. Either spouse may seek spousal support. Factors that a court evaluates in setting spousal support include the standard of living enjoyed during the marriage, the relative incomes or earning potentials of the parties, and the needs of each party. Spousal support may be either temporary or permanent. If neither party needs spousal support at the time the marriage is dissolved, the parties may request to reserve judgment on this issue. This means that if a party’s needs change later, he or she may go back to court and request a court order of spousal support. Like child support, spousal support must be maintained despite any disagreements between the ex-spouses, and sometimes employers may be required to pay the support directly out of an employee’s paycheck.
Division of Property
Courts attempt to divide marital property on a fair, although not always equal, basis. Most property acquired by either spouse during the marriage is community property, including real estate, furniture, appliances, vehicles, cash, life insurance policies, retirement accounts, stocks, and businesses, as well as debts. One-half of all community property is owned by each spouse. At the time of dissolution, this property is divided equally, unless both parties agree in writing to divide it unequally. In the case of a business or another kind of property that cannot be split, the court will award the property to one spouse and order that party to pay the other for the lost interest in the property. Community debts must be divided equally between the parties as well. Property belonging solely to one spouse prior to the marriage, or a gift or an inheritance given only to one spouse during the marriage, is separate property. Separate property stays with the party who had it originally and is not included in the division of marital assets.
Judgment of Nullity and Separation
People who seek a judgment of nullity or a legal separation in California are not required to live in California or a particular county for a specified period of time.
Nullity
A judgment of nullity–also called an annulment–is a court finding that a couple’s marriage never legally existed. A nullity may be granted only if the marriage is voidable. A marriage is considered voidable if one of the following conditions exists:
- One of the parties is a minor and proper consent for the marriage was not obtained
- One party is of unsound mind
- One party is physically incapable of consummating the marriage
- The marriage was obtained by fraud
- The marriage was obtained by force
Under certain conditions, a marriage is considered void from the start. If there is bigamy, polygamy, or incest, a court will annul the marriage by a judgment that it was void. It is important to note that a legal nullity is different from an annulment granted by a church. A religious annulment is spiritual, rather than legal, in nature and does not affect the legal status of the marriage. Likewise, a legal nullity may not satisfy the requirements for a religious annulment.
Legal Separation
A legal separation involves many of the same procedures as dissolution. A court may make decisions regarding custody, spousal and child support, and property rights. Decisions made in a legal separation are not final. The couple remains legally married and remarriage is forbidden. However, property obtained after a legal separation is separate property, not community property. As with a dissolution, a legal separation is granted on the basis of irreconcilable differences. Sometimes a legal separation is sought by those whose religious beliefs prohibit divorce but who still desire a separate life from their spouse and may need child and spousal support.
Paternity
Paternity is the condition of being the father of a child. While the identity of a child’s mother usually is obvious from birth, the identity of the father may be unclear. Decisions regarding child custody, visitation, and child support frequently depend on whether a man has established his paternity of a child.
California has adopted provisions of the Uniform Parentage Act. Under California paternity law, a man is presumed to be the father of a child if:
- He and the child’s mother were married to each other at the time the child was born or the child is born within 300 days after the marriage is terminated
- He and the child’s mother marry or attempt to marry after the child is born
- He openly holds out the child as his natural child and receives the child into his home
- He and the child’s mother execute a voluntary declaration of paternity
Some of these presumptions may be overturned by an action to declare the existence or nonexistence of the father and child relationship. Blood test evidence may be sufficient to overturn a presumption of paternity.
Abuse
Abuse is not easily definable. The legal definition of abuse is evolving and changing in response to society’s developing understanding of the problem. More members of society are becoming responsible for reporting and preventing abuse. For example, under California law, health care workers are obligated to report actual or suspected child abuse or elder abuse. Abuse of family members is against the law, but different rules and standards apply to different categories of abuse.
Domestic Abuse
Domestic abuse–also called domestic violence–is defined by the California Domestic Violence Prevention Act of 1994 as violence against a spouse, cohabitant, fiancee, or other person with whom the abuser has a dating relationship, or someone formerly in any of these relationships. The Act also covers abuse of a minor son or daughter. The types of violence addressed by the Act include:
- Sexual assault
- Placing a person in reasonable apprehension of being seriously injured, or reasonable apprehension that another person will be seriously injured
- Intentionally or recklessly causing physical injury
- Intentionally or recklessly attempting physical injury
There are several options available to a victim of domestic abuse. A victim may file criminal charges, file a civil suit seeking damages, or seek a protective order against the abuser. Usually, the first step is to seek a protective order from the judicial officer of the superior court.
Protective Orders
A protective order is a court order issued under the Domestic Violence Prevention Act, the Uniform Parentage Act, or a dissolution, nullity, or legal separation proceeding. The protective order is enforceable throughout the state of California by any law enforcement officer who is shown a copy of the order.
Requirements
A protective order can be obtained from a judge at the superior courthouse in the county where the victim lives. To protect the victim (the petitioner) and substantiate his or her claim against an abuser (the respondent), it is important that application is made soon after the abuse occurs. The petition for a protective order usually must be made by the victim. There is no fee to file an application for an order, and if the petitioner is unable to pay the law enforcement agency to serve the order on the respondent, this fee may be waived.
For a court order to be granted, a petition must be supported with evidence of the abuse, so the abused person must fill out an affidavit describing the events surrounding the abuse and the need for protection. When completing the paperwork, it is helpful if the abused person has a picture of the abuser or, if a picture is unavailable, a description of the offender, along with work and home addresses. A prepared statement of all incidents of abuse, past and present and including dates and notes, helps to document the need for protection for the judge.
If necessary, the abused person may request an emergency protective order. These orders also are called temporary or ex parte protective orders. An emergency protective order might be necessary when an abused person is in danger and the protection is needed immediately. The procedure to obtain an emergency order is different than that for obtaining a standard order. Each court has an appointed judicial officer who is authorized to issue protective orders even when the courthouse is not open. A law enforcement officer must make a statement to the judicial officer that he or she has reasonable grounds to believe that the victim needs the emergency order. This kind of protective order is valid only for five to seven days.
Issuing the Order
A judge issues a standard protective order by holding a hearing with both parties present. The purpose of the hearing is for the abused person and the person accused of abuse to be able to tell the judge of the events surrounding the alleged abuse. In order to notify the person accused of the abuse of the hearing, a law enforcement officer serves the papers on the accused.
Regardless of whether the accused person attends the court hearing, the abused person must be present. At the hearing, the person alleging abuse presents medical records, police reports, and any other evidence of the abuse, including testimony. The respondent also has an opportunity to testify.
At this point, the judge usually rules on the matter by granting the protective order or dismissing the matter. In order to grant the petition, the judge must believe that the petitioner needs protection for his or her safety. Even if the respondent does not appear at the hearing, the judge may still issue a protective order if there is enough evidence of abuse. The protective order may be effective for up to three years. The judge may dismiss the matter if he or she does not believe that the request for protection is supported by the evidence.
Contents of a Protective Order
Usually a protective order prohibits the offender from contacting the victim, including visits to the victim’s school or workplace when the victim is present. Battering, attacking, harassing, molesting, or threatening the petitioner or members of his or her household also are specified as prohibited behaviors. A judge also may include in the order his or her rulings about the use or control of property, or temporary child custody or visitation arrangements. However, the primary purpose of a protective order is to prohibit the abuser from continuing the abuse against the victim or against other members of the household. Respondents are prohibited, for the duration of the protective order, from purchasing or receiving firearms.
Violation of the Protective Order
When a protective order is granted, law enforcement agencies receive a copy and are required by law to record the information in the order into a database. The law enforcement agency with jurisdiction over the order forwards the information to the Department of Justice. If the offender attempts to violate the order, the police should be contacted through the 911 emergency system and should be notified that there is a protective order in existence. They should be able to access information about the protective order through the law enforcement system. Police officers must respond immediately and they have a duty to do everything possible to prevent further abuse. Once a protective order is enforced by the police (usually by removing the abuser from the premises), a complete police report should be filed documenting the incident. Police officers may arrest the abuser. Violating an order is a criminal offense. Stalking, which is discussed in the Criminal Law: Felonies & White Collar Crime Chapter, is a crime that carries more severe penalties if there is a protective order issued against the accused.
Child Abuse
Child abuse is a serious problem that may take many forms, including emotional maltreatment, neglect, physical abuse, and sexual abuse. The California Child Abuse and Neglect Reporting Act provides the definitions, rules, and responsibilities regarding child abuse.
General neglect is the failure of a person responsible for a child to supply necessary food, clothing, shelter, or medical care when that person is able to do so, or failure to protect the child from imminent and serious danger to his or her physical or mental health. Severe neglect is neglect that results in severe malnutrition or failure to thrive syndrome. When a child’s caretaker intentionally fails to provide food, clothing, shelter, or medical care, or willfully allows a child to be in danger, the caretaker may be liable for severe neglect. Neglect may only be charged against a person who is legally responsible for the child. Neglect does not, however, cover instances in which a parent or guardian in good faith relies on spiritual prayer for a sick child.
Physical abuse is any physical injury inflicted on a child by other than accidental means. Any physical injury that is unexplainable by the child’s medical history is physical abuse. Physical abuse also includes discipline or control by any means not authorized by law to manage persons who are mentally challenged or impaired.
Emotional maltreatment, such as verbal assault, causes harm to a child’s psychological capacity or emotional stability. Repeated and habitual mental or emotional abuse by the person responsible for the care and nurturing of the child can cause serious problems in the child. Symptoms of mental injury may include:
- Eating, sleep, or speech disorders
- Low self-esteem
- Inappropriate interaction or inability to communicate with others
- Extreme apathy, fearfulness, hostility, or anger
- Anti-social behavior
Evidence of such harm is any observable or substantial impairment of the child’s ability to function normally as compared with other children.
Sexual battery, sexual exploitation, or sexual assault of a minor is sexual abuse. Sexual abuse also includes involving a child in prostitution or pornography.
Reporting Child Abuse
Neglect and abuse are leading causes of death in children. By law, certain members of society, by virtue of their professions and positions, are required to report child abuse. Persons required to report abuse–known as mandated reporters–include health care professionals, child protective agency employees such as law enforcement officers, child care custodians such as teachers or camp administrators, firefighters, animal control or humane society officers, and commercial film and photographic print processors. Virtually anyone who works directly with children to provide care, protection, and supervision is required to report instances, actual or suspected, of child abuse.
Mandated reporters are obligated to report any abuse or neglect immediately to a child protective agency. Failure by a mandated reporter to report suspected child abuse is a misdemeanor. Mandated reporters also may be liable in civil actions for damages when the failure to report results in the abuser having the chance to hurt the child again.
Persons who report abuse or neglect in good faith are immune from civil or criminal liability. This means that if an investigation shows there was no abuse, the reporter cannot be sued, as long as he or she reported the alleged child abuse with an honest belief and without knowledge of any facts or events contradicting the abuse or neglect.
Contents of a Report of Child Abuse or Neglect
Mandated reporters may contact a child protective agency by telephone to report known or suspected child abuse. However, within 36 hours of making the report, the reporter also must file a written report. Although it is confidential and may not be disclosed from the report except under limited circumstances, the reporter must give his or her name. To expedite the attention given to a child in an abusive or neglected situation, the reporter also should have the following information ready to report:
- Name and present location of the child
- The nature and extent of the injury and any evidence of prior abuse
- Any other information regarding the child or family that might be helpful
If a child is in immediate danger, any person may report actual or suspected abuse to law enforcement through the 911 emergency system. Medical personnel must complete a medical examination of the child and file a report on a specific form designed for this purpose. Separate forms are used to record information obtained from examinations for sexual abuse, sexual assault, or chronic child sexual abuse. The child abuse report is forwarded immediately to the appropriate law enforcement agency, child welfare agency, and/or district attorney’s office. Once a report is filed, the child protective agency works with law enforcement and district attorney’s office investigators and contacts other relevant parties, such as a probation department or licensed social services facility.
Elder Abuse
Elder abuse is a recognized problem in California. Elder abuse includes physical abuse, psychological abuse, neglect, and financial abuse or exploitation. Neglect is failure to provide food, shelter, clothing, personal hygiene, and medical care. It also includes abandonment or failure to protect the older person from hazards to his or her health or safety. Financial abuse may include embezzlement, extortion, fraud, misuse of financial or other resources, or theft. Typically, the abuser is a member of the victim’s family.
Mandated reporters of elder abuse in California include certain adult protective services and law enforcement workers, elder care workers, and health practitioners. People in these categories are required by law to report even suspected abuse, first by telephone, and then in writing. If the abuse occurs in a long-term care facility, the report is made to a law enforcement agency or to the local long-term care ombudsman. Reports of abuse occurring in other places are made to the county Adult Protective Services Agency in the Department of Social Services. These mandated reporters are immune from civil and criminal liability if they report abuse or suspected abuse, but failure to report is a misdemeanor, punishable by six months in jail, a $1000 fine, or both.
Other Remedies for Abuse
In addition to protective orders and mandated reporting to agencies designed to address the abuse, there are other remedies for victims of abuse. Abusers are subject to arrest for the crimes they commit. In addition to general assault and battery, specific abuse crimes in California include sexual battery, sexual assault, sexual exploitation of children, stalking, and battery of older people. Victims may wish to work with prosecutors to have offenders tried on criminal charges. It is also possible under some circumstances to file a civil lawsuit against offenders for damages. Criminal hearings and civil lawsuits are discussed further in the Process of a Lawsuit Chapter in this Guide.
People with any questions about abuse, or about other aspects of family law such as marriage, divorce, or adoption, should contact the agency or organization that deals with their problem, or seek the advice of an attorney.
Terminating Problem Employees
Posted by: admin in Employment Law on March 3rd, 2009
CLICK HERE TO WATCH THE VIDEO ON HOW TO TERMINATE PROBLEM EMPLOYEES
Disciplining & Terminating Problem Employees: An Employer’s Guide
- As published in the July/August 2001 issue of California Builder Magazine
One of the most important duties performed by managers is the administration of the company’s performance standards and work rules and, when necessary, disciplining or terminating employees. However, if managers are not consistent in their disciplinary and termination practices, they leave the company open to lawsuits from disgruntled workers.
Nearly six out of ten California employers have reported being sued by former employees. Last year, the average jury verdict in employment cases was $870,390. The average jury verdict in wrongful termination cases was $366,237, and in sexual harassment claims, the average was $458,431. Indeed, the average awards in gender, race, disability, age, and pregnancy discrimination cases were all more than $1 million.
What About At-Will Employment?
Under California law, an employment agreement having no specified term may be terminated at the will of either party with or without notice or cause (Labor Code Section 2922). However, there are limits to this doctrine of at-will employment. An employer cannot terminate at-will if there was an implied or expressed contract with an employee not to terminate except for good or reasonable cause. Likewise, an employer cannot terminate an employee in violation of federal or state laws prohibiting discrimination based on race, color, national origin, gender, sexual orientation, age, disability or other protected characteristics. Finally, an employer cannot terminate an employee in violation of public policy, such as discharging an employee who has filed a workers’ compensation claim or an employee who is on a pregnancy disability leave of absence.
Steps in the Corrective Discipline Process
About 5% of employees cause 95% of workplace problems such as poor performance, increased absenteeism, rule infractions and misconduct. Most performance or behavioral problems can be corrected through counseling and employee discipline. Whenever a manager imposes discipline without first making expectations clear, there is a good chance an employee will attribute the manager’s actions to some improper or illegal motivation. Thus, it is important for a manager to follow these key steps when administering corrective discipline:
- Clearly communicate work rules and expected performance standards. Make sure the employee understands these work rules and job requirements, and be sure to review performance and give feedback to the employee on a regular basis.
- Act promptly on unacceptable behavior or poor performance, but avoid making a hasty decision.
- Be sure to investigate before taking any corrective action.
- Get all the facts and allow the employee an opportunity to explain his or her side of the story – avoid prejudging.
- Coach and counsel an employee to accept personal responsibility for his or her behavior. Your corrective action should require immediate and sustained improvement, and should indicate the consequences if the employee’s performance or conduct does not change.
- Implement discipline consistently.
- Document and maintain timely, accurate records in order to justify your action if your decision is ever questioned.
Termination Guidelines
When employees do not correct their performance or behavior within a reasonable time, then terminate those who need to be discharged. While most problems result in corrective discipline, some serious misconduct such as theft or insubordination may merit immediate termination.
When terminating an employee, employers should follow these guidelines:
- Is the reason for the termination clear?
- Are there sufficient facts and documentation to support the termination decision?
- Is the termination consistent with the way other similarly situated employees have been treated?
- Has the employee been given adequate notice of the work rules and the consequences of violating company policies?
- Has an adequate investigation been conducted?
- Has the employee been given a meaningful opportunity to explain, rebut statements, and influence the employer’s decision?
- Has the employer considered the employee’s prior work record?
- Does the decision to terminate the employee comply with company’s policies and practices on performance and corrective discipline?
- Is the company’s stated reason for the termination consistent with prior discussions and documentation of the problem; e.g., prior warnings and performance reviews?
- Did criticism of the employee’s conduct or performance start after the employee raised concerns about an alleged unlawful condition at work?
- Is the employee in a protected class or is involved in a protected activity?
- Has the employee been given an opportunity to appeal the termination decision to a higher management authority?
- Has the company completed the required termination paperwork; e.g., final paycheck in accordance with state law time requirements, change of status notice, COBRA notification, etc.
Since the company chooses the time and place to terminate an employee, no employer should ever be sued for wrongful termination. Applying the company’s performance standards and work rules consistently — and documenting those efforts — are crucial functions to disciplining and terminating employees fairly and legally.
