Employment Law
July 13th, 2009 at 04:12am
Under Employment Law
7 tips for large to small businesses that are looking to hire an Employment Law Solicitor or to simply check that you are getting a good service from your existing advisor.
Nobody needs to be reminded that due to the economic recession we are currently experiencing, times are hard for all businesses, whatever their size. Although it may not the first thing that comes to your mind if you are involved in running a business, clear, concise employment law advice should be strongly considered no matter what the economic climate, especially if you are looking to reduce the size of your workforce or review contractual terms and conditions. Consequently, here are seven tips on what to look for if you need employment law advice:
1. Ensure it is affordable
2. Risk Management Service
3. Regular Employment Meetings
4. Ask for a Risk Management Report
5. An Employment Manual
6. Insurance Cover
7. Online Consultant ServiceEnsure it is Affordable
It is obvious to most people that you want to ensure you get value for money from the advice you receive. However, there are inherent dangers in seeking the cheapest option. There is usually a reason you are given a low estimate of costs and it may be that the person concerned lacks the experience that you require. Many firms of solicitors with employment specialists now offer HR and employment protection schemes that were previously the territory of non legal firms. The advantage of selecting a firm of solicitors who operate such a scheme is not only their levels of expertise but that they will be fully insured with a well established complaints procedure if things go wrong. Unlike most of the non legal companies, you should also be able to find a solicitor’s employment law protection scheme that only lasts for one year, which allows you to evaluate the service over that period before you decide whether to renew the service or not.Risk Management Service
A good employment law advisor will first of all carry out a free risk management audit, which is basically a health check of your employment practices. A specialist employment solicitor will visit you to look at your personnel records, review procedures, uncover any weaknesses, and assess what needs to be done to improve any problem areas.Regular Employment Meetings
You should also ensure that the scheme offers regular employment meetings, where the company you have hired will meet and talk with you or your HR department, management team and other key members of your team. This will enable them to understand and review your terms and conditions of employment, disciplinary and grievance procedures, absenteeism, flexibility, equal opportunities and redundancy arrangements and to make appropriate amendments.A Risk Management Report
Following your health check, you should ask for a comprehensive risk management report. This will review your current policies, practices and compliance with legislation. It will also include an action plan for any improvements that could reduce the risk of disputes with your staff.An Employment Manual
If you have made the right choice in hiring an employment law advisor, they will also supply you with an employment manual – an invaluable source of reference for good employment practice. This includes information on fair procedures for recruitment and absenteeism, guidance on how to draft employment contracts, a selection of over 100 specimen letters and forms, and many other aspects of good HR practice.Insurance Cover
Insurance cover is also important. When you’re protected by insurance cover, you’ll no longer have to worry about the costs of defending an action brought against you by an employee as a high-quality policy will cover legal costs and expenses to defend employment disputes of up to £100,000 per claim. In certain circumstances, compensation awards that you’re ordered to pay by an employment tribunal and out of court settlements agreed by insurers will also be covered.Online Consultant Service
In this age of modern technology, it may seem like a given but some Employment Law Advisor do not necessarily offer online consultant services. By using an external consultant service you have control over exactly what HR services are delivered to you and how it is implemented.This article is free to republish provided the authors resource box below remains intact.
By Law Article
July 12th, 2009 at 10:12pm
Under Employment Law
As every media outlet in the UK and beyond has been repeatedly telling us for the past couple of months, we are already in a period of economic recession. As you will also be aware, this means a tough time for businesses small and large. A topic that might not immediately spring to mind when you think of this, however, is that of Employment Law and in particular the risks you are taking if you your employment procedures are not compliant.
For both employees and employers alike, this is an area that needs to be closely inspected in case the recession reaches the low point that it is forecast to reach. Yet it’s not just the consequences of the credit crunch which might lead you to look at Employment Law a little more closely. Over the past 20 years there has been a steady rise in the amount of employees taking their employers to court over decisions that they felt, after seeking legal advice, were not in accordance with Employment Law. This has particularly been the case over the past five years since the introduction of a huge amount of protective employment law and regulations that companies now have to comply with. Although much if it is the codification of simple good practice, there are a number of areas where companies continue to trip up – indeed, it can be a minefield.
It can be a traumatic experience for all parties involved, not to mention for those connected to parties involved, which is why knowledge in this field of law is especially useful. Good advice will reduce any stress and worry involved, so that you can rest assured that your procedures are watertight and potential claims are limited.
There are various reasons as to why an employee might take legal action against his former (or sometimes current) employer. Three of the most frequent reasons include Harassment, Discrimination, and Unfair Dismissal.
Discrimination is a common complaint, particularly since the instigation of the Human Right Acts, and it can take a number of forms. The grounds on which people are discriminated against comprise of anything including:
1. Sex
2. Race
3. Disability
4. Religious Belief
5. Age
6. Sexual Orientation
Instances in which it is unlawful for an employer to discriminate against you on the grounds of these include:
Refusing to employ or consider you for a job
Offering you a job on less favourable terms than others
Refusing to promote or transfer you to another job
Giving you less favourable benefits than a colleague
Shortening your working hours
Dismissing you or making you redundant
There is a huge amount of legislation relating to the different types of discrimination and it is imperative that your company complies rather than facing the consequences of not doing so. If a disabled person was to take legal action against their employer then they would do so upon the basis of the Disability Discrimination Acts of 1995 and 2005, for example. Another illustration of this would be the 1976 Race Relations Act, which makes it unlawful for your employer to discriminate against you on the grounds of your colour, nationality, ethnic or national origins.
Harassment on the grounds of sex, including sexual harassment, is considered to be direct discrimination and is strictly prohibited by law. In broad terms, harassment can occur where: Unwanted conduct on any of the areas covered by the discrimination laws is apparent; an intimidating, hostile, degrading or offensive atmosphere is created; or the person is the recipient of embarrassing jokes, offensive jokes, pranks, or unwelcome physical or sexual advances.
In addition to Discrimination and Harassment, there is the matter of Unfair Dismissal. If you are an employee and feel your employer has dismissed you unfairly then you might be able to make an unfair dismissal claim to an Employment Tribunal. However, in most instances you will need to have been employed for at least a year to make a claim. The onus is on you as an employee to show you have been dismissed and your employer to show they have a valid reason for dismissing you and acted reasonably in the circumstances. An important thing to note here is that (again, in most instances) a claim must be made within 3 months of the effective date of termination. Nevertheless, this may be extended to 6 months in some situations.
Ultimately, it can only be beneficial to stay abreast of Employment Law to make sure you are treated fairly and treat your employees fairly, and it is important to get professional legal advice on any matter that might lead to legal action. This knowledge, in turn, will reduce any stress on your part, which any employee or employer will admit is a welcome consideration regardless of the economic climate.This article is free to republish provided the authors resource box below remains intact.
By Law Article
July 12th, 2009 at 10:11am
Under Employment Law
We work to live; we do not live to work.
As early as early adulthood, employment is one of this life’s major concerns. Actually, there are thousands federal laws and state statutes, administrative regulations and jurisprudence in the United States which deal with labor or employment law.
Employment law is very broad. But the most important specific areas include the following:
COLLECTIVE BARGAINING
The National Labor Relations Act is the main law governing collective bargaining. It expressly gives employees the right to collectively bargain and join unions. It is applicable to most non-agricultural employees and employers who are engage in some aspects of intestate commerce.
Collective bargaining is composed of negotiations between the employees and the employer to determine the conditions of employment such as wages, work hours and compensation and benefits, among others.
Most states have laws, which further regulate collective bargaining and make collective agreements enforceable under state law.
EMPLOYMENT DISCRIMINATION
Discrimination laws prohibit discrimination based on race, gender, religion, national or ethnic origin, physical disability, age and sexual preference by employers.
Bias in hiring, promotion, job assignment, termination, compensation, and various types of harassment are discriminatory practices.
The Federal Constitution and some state constitutions give additional protection where the employer is a government agency or the government has taken significant steps to foster the discriminatory practice of the employer.
UNEMPLOYMENT COMPENSATION
This is insurance for those who are unemployed because they are terminated without the fault of their own. Monetary payments are given to terminated employees until such time that they find a new job.
PENSIONS
Employees continuously receive this monetary compensation from their employers even after retirement.
There are two main forms of pensions, they are:
Defined benefits plan is based on the length of the employee’s service and his wages.
Defined contribution plan is based on the employer’s regular deposit into an account secured for each employee.
WORKPLACE SAFETY
Workplace safety laws establish regulations designed to eliminate personal injuries and illnesses from happening in the workplace. These laws are primarily composed of federal and state statutes.
The Occupational and Safety Health Act (OSHA) is the main law which protects the health and safety of workers in the workplace. It is Congress which enacted this law.
All private employers who are engaged in interstate commerce are subject to the regulations promulgated under OSHA.
WORKMEN’S COMPENSATION
For those who are injured or disabled on the job, these laws give them fixed monetary award as a matter of right without the need of an action in courts.
Under these laws, dependents of workers who were killed while working or suffered work-related illnesses and died will also be given benefits.
While majority of these laws can be considered pro-employees, some were also designed to protect employers by limiting the amount an injured employee may received from the former.
To help you with issues related to your employment, you can consult with our experienced http://www.mesrianilaw.com/Los-Angeles-Employment-Lawyers.html or visit our website to avail of our free case analysis.
Jamil Estorninos is currently jumbling work and law school. He is now only 5 units away from his law degree but 1.5 million miles away from his dream – to become the next John Grisham. He writes while waiting to become a force to reckon with in the legal world.
By Law Article
July 12th, 2009 at 10:11am
Under Employment Law
We work to live; we do not live to work.
As early as early adulthood, employment is one of this life’s major concerns. Actually, there are thousands federal laws and state statutes, administrative regulations and jurisprudence in the United States which deal with labor or employment law.
Employment law is very broad. But the most important specific areas include the following:
COLLECTIVE BARGAINING
The National Labor Relations Act is the main law governing collective bargaining. It expressly gives employees the right to collectively bargain and join unions. It is applicable to most non-agricultural employees and employers who are engage in some aspects of intestate commerce.
Collective bargaining is composed of negotiations between the employees and the employer to determine the conditions of employment such as wages, work hours and compensation and benefits, among others.
Most states have laws, which further regulate collective bargaining and make collective agreements enforceable under state law.
EMPLOYMENT DISCRIMINATION
Discrimination laws prohibit discrimination based on race, gender, religion, national or ethnic origin, physical disability, age and sexual preference by employers.
Bias in hiring, promotion, job assignment, termination, compensation, and various types of harassment are discriminatory practices.
The Federal Constitution and some state constitutions give additional protection where the employer is a government agency or the government has taken significant steps to foster the discriminatory practice of the employer.
UNEMPLOYMENT COMPENSATION
This is insurance for those who are unemployed because they are terminated without the fault of their own. Monetary payments are given to terminated employees until such time that they find a new job.
PENSIONS
Employees continuously receive this monetary compensation from their employers even after retirement.
There are two main forms of pensions, they are:
Defined benefits plan is based on the length of the employee’s service and his wages.
Defined contribution plan is based on the employer’s regular deposit into an account secured for each employee.
WORKPLACE SAFETY
Workplace safety laws establish regulations designed to eliminate personal injuries and illnesses from happening in the workplace. These laws are primarily composed of federal and state statutes.
The Occupational and Safety Health Act (OSHA) is the main law which protects the health and safety of workers in the workplace. It is Congress which enacted this law.
All private employers who are engaged in interstate commerce are subject to the regulations promulgated under OSHA.
WORKMEN’S COMPENSATION
For those who are injured or disabled on the job, these laws give them fixed monetary award as a matter of right without the need of an action in courts.
Under these laws, dependents of workers who were killed while working or suffered work-related illnesses and died will also be given benefits.
While majority of these laws can be considered pro-employees, some were also designed to protect employers by limiting the amount an injured employee may received from the former.
To help you with issues related to your employment, you can consult with our experienced http://www.mesrianilaw.com/Los-Angeles-Employment-Lawyers.html or visit our website to avail of our free case analysis.
Jamil Estorninos is currently jumbling work and law school. He is now only 5 units away from his law degree but 1.5 million miles away from his dream – to become the next John Grisham. He writes while waiting to become a force to reckon with in the legal world.
By Law Article
July 12th, 2009 at 04:10am
Under Employment Law
Seeking the advice of an employment law professional is a good idea if you are an employer in the UK. Employment law solicitors and advisors can help you to understand the ever changing laws in the UK, which could, in turn, help keep you out of costly lawsuits and other legal trouble that may arise.
Employers are legally responsible for their employee’s welfare and must abide by the sometimes complex employment laws of the UK. Invariably these laws change throughout the course of the year and keeping up to date should be a priority. Employment Law specialists can help to interpret the laws for you and apply them to your particular business. They can also provide regular training if you have a department within your company responsible for your employees.
There are many different laws governing personal leave, vacations, minimum wages, sick time, benefits, the grievance process, discrimination, harassment, and other workplace concerns that you need to be familiar with and of course abide by. It can be difficult for busy employers to keep track of all the regulations and requirements as well as run their business.
You could find your business in trouble if you do not abide by all of these laws, even if the infraction is unintentional. Such an occurrence can ruin the reputation of your business as well as cost large sums in legal fees, fines, and settlements. This is where UK employment law advice from an employment solicitor is particularly indispensable; to keep your business protected by keeping you up to date and in compliance with the law.
With over one hundred employment laws introduced every year for the last four years in the UK, keeping track of all your responsibilities as an employer can be challenging. More than 100,000 people took their employer to court last year alone over various violations of these laws. With one third of employment disputes resulting in dismissal and compensation limits currently over £60,000, businesses stand to loose a substantial amount from these disputes. Added to the fact that 98% of employers who win their cases are unable to recover their legal fees, being incompliant with employment laws can be costly and even devastating to a business.
UK employment law solicitors can help you to stay abreast of revisions to employment laws and new ones that will affect your business. They can help you to compile your employment handbooks, training materials, and workplace policies and ensure that they follow the laws. If you want to protect yourself as an employer and your business, consider a specialist employment law solicitor to help you make sense of it all.
This article is free to republish provided the authors resource box below remains intact.
By Law Article
July 11th, 2009 at 10:10pm
Under Employment Law
EMPLOYMENT LAW DISTINCTION BETWEEN ‘EMPLOYEES’ & ‘WORKERS’ AFFECT HOLIDAY & PAY RIGHTS(Based on author’s site www.geocities.com/slfemp)
Affect who the employer is and who is responsible for one’s wage or salary, holiday pay, employer’s contribution to national insurance, pension rights, and employment protection, the legal distinction made between “employees” and “workers”, and between those and “contractors” ~one’s entitlements depend on whether in the eyes of the law one is an employee, or a worker, subcontractor, self employed contractor –or partly a freelancer.
Because of their different legal definitions an ‘employee’ or a ‘worker’ in the eyes of the law may be in fact a ‘contractor’ or a ’subcontractor’, and vice-versa -and employment through an employment agency may or may not itself fall in different category. Definitions and categories affect entitlements.
Many employees lose out on entitlements, because their legal employment category, or because who the law regards as employer, is different than they think or have been told. When one is paid to do work for another it is important to know how the employment contract is formed, and one’s employment status.
Are you liable for your income tax or must the employer deduct it and attend to it at source, what are your holiday and pension entitlements and whose responsibility are they, are you entitled to employer’s part of your national insurance contribution –who is your employer at the workplace that you work, the business you work on the premises of, or an employment agency, or is it you whose responsibility those are, in the eyes of the law?
These affect liability, vicarious liability and the statutorily implied terms of any contract -as well as various other statutory requirements ~from equal treatment to employment protection under the employment laws -many have sued and lost because the employer was not in law the sued party but another.
Often these also affect ‘pay’ (in law defined as being what is received directly or indirectly in cash or kind for work done) ~an ‘employee’ gets full holiday pay, paid leave -a ‘worker’ does not.
In employment there is sometimes a company pension scheme; as the norm the employer must pay part of one’s national insurance contributions (covering, e.g., unemployment, health-care, state-pension) if one is an ‘employee’; but the entitlement is partial if one is a ‘worker’, and nil if one is in law a ‘contractor’ -one’s employment status matters.
The following helps ascertain one’s employment status in law, and who in law is one’s employer.Is one an ‘employee’ or ’self-employed contractor’? There are three tests that are applied to the question:-
The first is the ‘Control Test’ and is based on this that if the employer controls the job to be done but not how it is done than the person doing the job is an employee; but this test would not be satisfactory, because also to an employee with specialist knowledge, e.g. a company nurse, the employer would not tell how to do the job.
The second, ‘Organisational Integration Test’, seeks to ascertain whether the person paid is an integral part of the business: an anaesthetist was not a self-employed contractor in Cassidy -v- The Ministry of Pensions 1961 ~he was a resident of the hospital -an employee.
But this did not suffice: drivers who were paid for an agreed minimum number of jobs per year and had to wear company uniforms as well as to have the company colours on their lorries and who could not work for the competition without the employer’s permission, but who could choose to do extra work and decided their own routes and used their own lorries and could use at their pleasure substitute drivers, in Ready Mixed Concrete -v- The Ministry of Pensions 1968 were self-employed contractors, not employees.
There is a third, the ‘Multiple Test’ to be applied: ‘one is an employee if.. provides work or service for remuneration.. the business has some degree of control.. without any terms contrary to the employment relationship.’
This is the consideration in the case of those engaged or introduced by employment agencies:-Who is the employer? Is one, as a specific individual, under the direct supervision and control of the business? If so, one is an employee of the client business -where one works…
Does the business where one works pay that agency and that agency itself pay one? If so, one is not an employee of the client business, but may be an employee or worker of that agency itself -agency staff.
Employees normally receive holiday pay, self employed contractors do not ~but what about the ‘worker’-the casual worker who is not in self employment and yet is also not a regular employee?Is one an ‘employee’ or ‘worker’? There is a different ‘worker’ category for casual workers which was created under the Employment Rights Act 1996 s.230 (3) to deal with this question.
If a casual worker is genuinely on an ad hoc basis employed, that casual worker is, in law, an employee while he is employed, and for the period/s of such employment has employment rights -e.g., to receive wages and holiday pay.
A ’subcontractor’ normally would be in the category either of employee or of worker on the same basis, but instead of the business where the sub contractor works, of the self employed contractor who engaged the sub contractor.
If there is a dispute about whether a contractor engaged a subcontractor as a self employed person, then the same three tests above are applied to ascertain the employment status of that subcontractor in relation to that contractor.
If that subcontractor receives a wage and is not self-employed in relation to that contractor, then if the subcontractor works regularly for that contractor he is an employee of that contractor, and if he works casually for that contractor he is a worker of that contractor.
Being a ‘freelance-worker’ is, to all intends and purposes, the same as being a self-employed contractor.
One can lawfully be both: an employee or worker, as well as a freelancer -self employed.
If one who is normally an employee or worker wants also to do some freelance work, then one officially is an employee or worker and one’s entitlements in relation to ones normal status are not affected -but those entitlements do not extend to one’s freelance work and employment.
If one normally self employed wants also to do some work as an employee or worker of a business, then one’s official status as self-employed does not change -but one’s entitlements for work done as an employee or worker are not affected to the extent of one’s such work.
If one is not paid for holidays.. if a pension scheme depends on whether one is a freelancer or not.. if the employer is responsible for one’s colleagues’ taxes or pension contributions but not one’s own.. if one is working for one business but is paid by another… one might need to ascertain one’s employment status -the above are the legal tests.(Laws change –always ascertain current law.)The author has a website at: http://www.geocities.com/eoa_uk
By Law Article
July 11th, 2009 at 04:10pm
Under Employment Law
EMPLOYMENT LAW DISTINCTION BETWEEN ‘EMPLOYEES’ & ‘WORKERS’ AFFECT HOLIDAY & PAY RIGHTS(Based on author’s site www.geocities.com/slfemp)
Affect who the employer is and who is responsible for one’s wage or salary, holiday pay, employer’s contribution to national insurance, pension rights, and employment protection, the legal distinction made between “employees” and “workers”, and between those and “contractors” ~one’s entitlements depend on whether in the eyes of the law one is an employee, or a worker, subcontractor, self employed contractor –or partly a freelancer.
Because of their different legal definitions an ‘employee’ or a ‘worker’ in the eyes of the law may be in fact a ‘contractor’ or a ’subcontractor’, and vice-versa -and employment through an employment agency may or may not itself fall in different category. Definitions and categories affect entitlements.
Many employees lose out on entitlements, because their legal employment category, or because who the law regards as employer, is different than they think or have been told. When one is paid to do work for another it is important to know how the employment contract is formed, and one’s employment status.
Are you liable for your income tax or must the employer deduct it and attend to it at source, what are your holiday and pension entitlements and whose responsibility are they, are you entitled to employer’s part of your national insurance contribution –who is your employer at the workplace that you work, the business you work on the premises of, or an employment agency, or is it you whose responsibility those are, in the eyes of the law?
These affect liability, vicarious liability and the statutorily implied terms of any contract -as well as various other statutory requirements ~from equal treatment to employment protection under the employment laws -many have sued and lost because the employer was not in law the sued party but another.
Often these also affect ‘pay’ (in law defined as being what is received directly or indirectly in cash or kind for work done) ~an ‘employee’ gets full holiday pay, paid leave -a ‘worker’ does not.
In employment there is sometimes a company pension scheme; as the norm the employer must pay part of one’s national insurance contributions (covering, e.g., unemployment, health-care, state-pension) if one is an ‘employee’; but the entitlement is partial if one is a ‘worker’, and nil if one is in law a ‘contractor’ -one’s employment status matters.
The following helps ascertain one’s employment status in law, and who in law is one’s employer.Is one an ‘employee’ or ’self-employed contractor’? There are three tests that are applied to the question:-
The first is the ‘Control Test’ and is based on this that if the employer controls the job to be done but not how it is done than the person doing the job is an employee; but this test would not be satisfactory, because also to an employee with specialist knowledge, e.g. a company nurse, the employer would not tell how to do the job.
The second, ‘Organisational Integration Test’, seeks to ascertain whether the person paid is an integral part of the business: an anaesthetist was not a self-employed contractor in Cassidy -v- The Ministry of Pensions 1961 ~he was a resident of the hospital -an employee.
But this did not suffice: drivers who were paid for an agreed minimum number of jobs per year and had to wear company uniforms as well as to have the company colours on their lorries and who could not work for the competition without the employer’s permission, but who could choose to do extra work and decided their own routes and used their own lorries and could use at their pleasure substitute drivers, in Ready Mixed Concrete -v- The Ministry of Pensions 1968 were self-employed contractors, not employees.
There is a third, the ‘Multiple Test’ to be applied: ‘one is an employee if.. provides work or service for remuneration.. the business has some degree of control.. without any terms contrary to the employment relationship.’
This is the consideration in the case of those engaged or introduced by employment agencies:-Who is the employer? Is one, as a specific individual, under the direct supervision and control of the business? If so, one is an employee of the client business -where one works…
Does the business where one works pay that agency and that agency itself pay one? If so, one is not an employee of the client business, but may be an employee or worker of that agency itself -agency staff.
Employees normally receive holiday pay, self employed contractors do not ~but what about the ‘worker’-the casual worker who is not in self employment and yet is also not a regular employee?Is one an ‘employee’ or ‘worker’? There is a different ‘worker’ category for casual workers which was created under the Employment Rights Act 1996 s.230 (3) to deal with this question.
If a casual worker is genuinely on an ad hoc basis employed, that casual worker is, in law, an employee while he is employed, and for the period/s of such employment has employment rights -e.g., to receive wages and holiday pay.
A ’subcontractor’ normally would be in the category either of employee or of worker on the same basis, but instead of the business where the sub contractor works, of the self employed contractor who engaged the sub contractor.
If there is a dispute about whether a contractor engaged a subcontractor as a self employed person, then the same three tests above are applied to ascertain the employment status of that subcontractor in relation to that contractor.
If that subcontractor receives a wage and is not self-employed in relation to that contractor, then if the subcontractor works regularly for that contractor he is an employee of that contractor, and if he works casually for that contractor he is a worker of that contractor.
Being a ‘freelance-worker’ is, to all intends and purposes, the same as being a self-employed contractor.
One can lawfully be both: an employee or worker, as well as a freelancer -self employed.
If one who is normally an employee or worker wants also to do some freelance work, then one officially is an employee or worker and one’s entitlements in relation to ones normal status are not affected -but those entitlements do not extend to one’s freelance work and employment.
If one normally self employed wants also to do some work as an employee or worker of a business, then one’s official status as self-employed does not change -but one’s entitlements for work done as an employee or worker are not affected to the extent of one’s such work.
If one is not paid for holidays.. if a pension scheme depends on whether one is a freelancer or not.. if the employer is responsible for one’s colleagues’ taxes or pension contributions but not one’s own.. if one is working for one business but is paid by another… one might need to ascertain one’s employment status -the above are the legal tests.(Laws change –always ascertain current law.)The author has a website at: http://www.geocities.com/eoa_uk
By Law Article
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