July 19th, 2009 at 01:59pm
Under Traffic Law
A number of notable Texas traffic and driving laws meant to
improve safety on the roads and drivers
education cognisance go into effect on Sep 1.
Motor vehicle operators under the age of Operators will now have
a harder time getting traffic tickets elminated from their
automobile operators. SB 1005 provides that if a driver younger
than 25 years of age commits a traffic offense classified as a
moving violation, the judge must demand the driver to complete a
classroom based or online defensive
driving course. In addition, if the driver holds a
provisional driver license – in other words, is under 25 years
of age – they must submit to a Texas DPS road test in addition
to taking an offline or online defensive
driving course. Failure by the driver to meet this
requirement will result in a final conviction for that traffic
offense.
Proof of insurance will be enforced through the new Texas law SB
1670. This law requires the Department of Insurance, in
conjunction with Texas Dept. of Transportation and other
authorities, to establish a verification program for vehicle
insurance in order to try and trim down the amount of uninsured
drivers.
SB 1257 prohibits use of wireless communications hardware
(including cellular phones) for the first six months after
teenagers get their driver licenses. The bill also disallows
passenger bus motor vehicle operators carrying minors from using
wireless communications devices, except in emergencies or when
the bus is stopped. Use of wireless equipment has become
omnipresent and is under suspicion of causing accidents.
Many of the items covered by these laws are discussed in the
available Texas defensive driving courses offered up online and
in classroom settings. Prices may vary for operators safety
courses but the lower limit they can be by law in the state
of Texas is $25.
By Law Article
July 19th, 2009 at 11:38am
Under Administrative Law
In Thailand, Bankruptcy Laws form part of the Commercial Law. Thai bankruptcy law is devised in such a way not only to help debtors to distribute their property but also to help them in rehabilitating via several reorganization provisions.
In other words, the Bankruptcy Law includes the Bankruptcy Act for Business Rehabilitation. The Business Rehabilitation Law was introduced in 1999 as Chapter 90 of the Thai Bankruptcy Law BE 2483. The main purpose of the Business Rehabilitation law is to assist a debtor facing liquidity problem by giving him an opportunity for rehabilitation before being insolvent.
The procedures in connection with rehabilitation are usually commenced by an eligible petitioner by filing a petition with a provincial or a civil court as per the domicile of the debtor. However, petition for business rehabilitation could be filed only if the debtor’s overall debt comes to an amount that exceed Baht ten million. Likewise, In order to file a petition for business rehabilitation, certain legal and perquisites must be complied with such as:
- The names and addresses of creditors must be specified to whom the debtor owes in total at least an amount of Baht ten million
- Specify reasonable methods in order to rehabilitate business functions
- Proposed planner’s name as well as qualification
- Planner’s consent
- In case the petitioner is debtor, then details regarding assets and liabilities must be given
- Consent of authorities which is applicable as mentioned below :
1.In case the debtor is commercial bank or finance company, then the consent of the Bank of Thailand
2.In case the debtor is a securities company, then the consent of the Office of the Securities and Exchange Commission
3.In case the debtor is a file insurance company or a casualty insurance company, then the consent must be of the Insurance Department
On filing the petition as per the above grounds, the liquidator will start the case once when he confirms and proves that the debtor’s assets could not pay off liabilities. The court’s concern with regard to the business rehabilitation is mostly on the basis of debtor’s balance sheet as well as accounting documents and liquidator’s power of arguments. Discussed further in detail in this article are procedures with regard to business rehabilitation.
According to the Article 90 of the Bankruptcy Act, once the petition for business rehabilitation is accepted, a planner is appointed, who in turn possesses duties and powers to manage the debtor’s business as well as assets. In case, a planner is appointed, then the debtor executive’s power in administering the business and assets would cease. In such a situation, until the appointment of a planner, the court will employ one or more persons or sometimes the debtor’s executive for a temporary period to deal with the debtor’s business and assets under the administration of the receiver.
During this interim period, the receiver has complete right to administer interim executives and to order them to prepare explanation regarding the account details as well as anything pertaining to the management of business and assets. The interim executives would be relieved from the powers of receiver by the court when the receiver makes a motion.
In such situations, the court would employ new provisional executive to presume the office. In case the court does not appoint interim executive, then according to the Section 90/20 of the Bankruptcy Act, the receiver would be given power for a temporary period to manage debtor’s business and assets. Likewise, according to the Section 90/21 of the Bankruptcy Act, until a planner is appointed, all of the rights of the debtor’s shareholders would be suspended except for in the case of right to obtain dividends.
Once the acknowledgement order for business rehabilitation has been received, the debtor’s executive should handover everything from assets and seals to book keeping ledgers and documents pertaining to business, assets, and liabilities of the debtor to the provisional executive or the receiver.
Nowadays, a number of leading law firms is in the scenario to provide excellent services in connection with business rehabilitation and bankruptcy. Many of them undertake a plethora of such services in connection with business reorganization as analysis as well as consultation with creditor or debtor, filing petition for business rehabilitation, plan administration, and planner representation.
By Law Article
July 19th, 2009 at 09:01am
Under Divorce Law
If you are going through the trauma of divorce then it is the best to know the rules. Read on as we tell you some facts about divorce…
Child support is an important issue in a divorce case. The laws across the various states of USA are more or less uniform on this. There are various child support programs and funding by the state. Most follow the Family Support Act of 1988 to the core. The main motto of this law is that the interest of the child will prevail over all other’s interest. Payment for child support is calculated on the basic of three formulas. The first is Income Shares. This is the most used formula where an estimate of the total amount required for raising a child properly is calculated. Then the both the parents income is calculated and a certain percentage is fixed for the child fund. The second method is called Percentage of Obligor Income. This is based on the non custodian’s income. The third method is known as Delaware-Melson method. This allows the clause of ability to pay in the process. Some states like Massachusetts use a hybrid of all these methods. The main purpose of all these laws is to make sure that the child receives the best education and lifestyle. .
The rate of divorce has increases manifold over the years. Most educated couples believe that it is better to have divorce than a broken marriage. A divorce is always a very difficult and serious decision for any couple. Irrespective of the time that they have spent in matrimony, divorce can be tough proposition. Not only does it tax the concerned parties mentally and economically but there are other important issues like child custody, property share and alimony to be settled.
Divorce Recovery Suite is a private organization which provide all the information and help that a couple requires prior to divorce and after it. Their comprehensive site includes divorce laws, child support and custody, legal separations, child visitation rights, divorce settlements, grounds for divorce, separation agreements, definitions of adultery, recovery from divorce, child welfare after divorce and a chat room that provides a passionate help to all the couples who are undergoing this uncomfortable process.
The visitors to the site can also get hold of state specific divorce laws and regulations, simple interpretation of the complex laws, live chat and video room where people can share their experiences and problems. Visitors are encourages to listen to others problems and provide solutions to those problems. You also get assess to a country wide list of divorce and separation attorneys, counselors, physical and spiritual healing methods, father’s and grandparents’ rights and solutions to issues of parental alienation. They have regular updated information on the site.
Alimony issues also play an important role during a divorce. This refers to the amount that is paid by one ex-spouse to the other. Some also call this maintenance law or spouse support. Initially courts had a tendency of deciding on the alimony amount directly proportional to the number of year stayed together. But recently the trend is shifting. Now limited duration marriages draw maximum alimony. A spouse who is economically at a disadvantage receives this amount. Alimony is also more common in cases where one parent desires to stay home to care for the children for a period of time.
By Law Article
July 19th, 2009 at 07:06am
Under Labor Law
The Labor Protection Act of 1998 (LPA) and the Civil Commercial Code (CCC) are primarily responsible for administering labor protection laws in Thailand. In other words, the rights and duties pertaining to the employer and employee are governed by series of a laws and procedures.
Apart from Labor Protection Act BE 2541 (1998) and Thai Civil and Commercial Code, the laws in connection with Thai labor issues cover Labor Relations Act BE 2518 (AD 1975), Provident Fund Act BE 2530 (AD 1987), Social Security Act BE (AD 1900), and Workmen’s Compensation Act BE 2537 (AD 1994.)
The Ministry of Labor and Social Welfare, via the Department of Labor Protection and Welfare, administers the laws as well as rights with regard to labor issues. Further, the Minister of Labor and Social Welfare also possess right to appoint labor inspectors as well as to issue regulations and notifications.
The Labor Protection Act and other related laws have set up employees’ minimum rights working in the country. This in turn includes rights covering almost every aspect of an employment such as working hours, remuneration, child and female labor, employee welfare fund, overtime wages, sick leave and maternity leave, holidays, employee dismissal and termination, provident fund issues, workers’ compensation, employee social security, and severance. Discussed further in this article are rights pertaining to certain aspects of employment in Thailand.
Working Hours
An employee is mostly entailed to work eight hours a day or 48 hours a week. However, it is reduced to seven hours a day or 42 hours a week, in case, the work is hazardous and affects employee’s health. In addition, an employee working continuously for five hours a day should be given a resting time of at least one hour. Likewise, an employee must also be given at least one day holiday in a week.
Remuneration
A remuneration committee has been set up, containing chairman who is the permanent secretary of the Ministry of Labor and Social Welfare, government representatives, and representatives of both employers and employees, in order to fix the wages and to determine basic pay.
Place of Payment of Remuneration
As per the Labor Protection Act, an employer is required to make payment of remuneration at the working place itself. However, it can be changed provided if employee is ready to accept payment at some other place or via some other payment modes.
Female Employees
According to the labor acts, both male and female employees must be treated equally in a working environment. However, there are certain exceptions in this case. For instance, an employer is restricted to employ female employee in such organizations engaged in mining as well as construction projects, underwater and tunnel works, and production and transportation of inflammable materials and explosives. Similarly, pregnant female employee is prohibited from working in plant or equipment that vibrates and lifting or carrying on her head more than 15 kilograms of weight. Additionally, an employer cannot terminate a female employee when she is pregnant.
Child Labor
According to the labor law, a child labor could be employed only if he has completed 15 years of age. But, in order to child labor below 18 years of age, the employer is required to notify it to the labor inspector regarding the employment of a child labor within 15 days from the date of his joining the job. Likewise, the law restricts an employer to make a child labor below 18 years to work on public holidays and to do overtime. Further, child labor below 18 are not allowed work in certain working environments such as metal stamping, working with hazardous chemicals, and working with poisonous microorganisms.
Sick Leave and Maternity Leave
As per the law, an employer must grant employees at least 30 days paid sick leave. However, an employee must furnish a doctor’s certificate in case, he takes sick leave continuously for three days. In the case of maternity leave, a female pregnant employee should be granted at least 90 days maternity leave, of which the employer should pay for 45 days of the maternity leave.
Termination
A notice in writing must be given to an employee prior to his termination. However, according to the Labour Protection Act BE 2541 (1998), an employer can dismiss or terminate an employee without any notice or severance payment in any of these following circumstances such as
- Performing his or her duties and responsibilities dishonestly
- Committing any kind of criminal offense
- Negligence from the part of employee that leading to serious damage or loss to the employer
- Disobeying working rules and regulations devised by the employer
- On imprisonment as per the final judgment of imprisonment
A plethora of law firms are now in scenario in order to help you dealing with the Thai labor law. Usually, these law firms provide a range of services in connection with labor issues such as labor disputes, labor court representation, payroll issues, social security, and labor law compliance issues.
By Law Article
July 19th, 2009 at 01:59am
Under Traffic Law
A number of notable Texas traffic and driving laws meant to grow
safety on the roads and drivers
education cognisance go into effect on September 1.
Motor vehicle operators under the age of Automobile operators
will now have a harder time getting traffic violations elminated
from their 25. SB 1005 provides that if a driver younger than
automobile operators years of age commits a traffic offense
classified as a moving violation, the judge must necessitate the
driver to complete a classroom based or online defensive
driving course. In addition, if the driver holds a
provisional driver license – in other words, is under operators
years of age – they must submit to a Texas Department of Public
Safety road test in addition to taking an offline or online defensive
driving course. Failure by the driver to meet this
requirement will result in a final conviction for that traffic
offense.
Proof of insurance will be enforced through the new Texas law SB
1670. This law requires the Department of Insurance, in
conjunction with Texas Dept. of Transportation and other
authorities, to constitute a substantiation program for
automobile insurance in order to try and trim back the total of
uninsured motor vehicle operators.
SB 1257 prohibits use of wireless communications equipment
(including cellular telephones) for the first six months after
teenagers get their driver licenses. The bill also interdicts
passenger bus drivers transferring those under 18 from utilizing
wireless communications hardware, except in emergencies or when
the vehicle is stopped. Use of wireless equipment has become
omnipresent and is under suspicion of stimulating accidents.
Many of the items addressed by by these laws are discussed in
the available State of Texas defensive driving courses offered
online and in classroom settings. Prices could vary for drivers safety
courses but the lower limit they can be by law in the state
of Texas is $25.
By Law Article
July 18th, 2009 at 03:01am
Under Divorce Law
Child support is an important issue in a divorce case. The laws across the various states of USA are more or less uniform on this. There are various child support programs and funding by the state. Most follow the Family Support Act of 1988 to the core. The main tenet of this law is that the interest of the child will prevail over all other’s interest. Payment for child support is calculated on the basic of three formulas. The first is Income Shares. This is the most used formula where an estimate of the total amount required for raising a child properly is calculated. Both parents income is then calculated and a percentage is fixed for the child’s benefit. The second method is called Percentage of Obligor Income. This is based on the non custodian’s income. The third method is known as Delaware-Melson method. This allows the clause of ability to pay in the process. Some states like Massachusetts use a hybrid of all these methods. The main purpose of all these laws is to make sure that the child receives the best education and lifestyle.
The rate of divorce has increased many fold over the years. Most informed couples believe that it is better to have divorced than to endure a broken marriage. A divorce is always a very difficult and serious decision for any couple. Irrespective of the time that they have spent in matrimony, divorce can be tough proposition. Not only does it tax the concerned parties mentally and economically but there are other important issues like child custody, property share and alimony to be settled.
Alimony issues also play an important role during a divorce. This refers to the amount that is paid by one ex-spouse to the other. Some also call this maintenance law or spouse support. Historically courts had a tendency of deciding on the alimony amount directly proportional to the number of year stayed together. But recently the trend is shifting. Now limited duration marriages draw maximum alimony. A spouse who is economically at a disadvantage receives this amount. Alimony is also more common in cases where one parent desires to stay home to care for the children for a period of time.
Divorce Recovery Suite is an on-line community-based organization which provides support and information that an visitor may require prior to divorce and after it. Their comprehensive site includes divorce laws, child support and custody, information on legal separations, child visitation rights, divorce settlements, grounds for divorce, separation agreements, definitions of adultery, recovery from divorce, child welfare after divorce and a chat room that provides a passionate help to all the couples who are undergoing this uncomfortable process.
The visitors to the site can also get hold of state specific divorce laws and regulations, simple interpretation of the complex laws, live video and text chat room where people can share their experiences and problems. Visitors are encouraged to listen to others problems and provide solutions to those problems. You also get access to a country wide list of divorce and separation attorneys, counselors, physical and spiritual healing methods, father’s and grandparents’ rights and solutions to issues of parental alienation. They have regular updated information on the site.
By Law Article
July 17th, 2009 at 10:40pm
Under Immigration Law
Jerry EricksonPublished: February 26, 2009
On Feb. 16, almost 200 people marched from Manassas Park to the Judicial Center in Manassas to bring attention to a case of alleged police brutality against a local immigrant and to Hispanic immigrant issues in general.
The complaint that sparked the rally was made by a 38-year-old Salvadoran immigrant, Agueda Dominguez. She claimed that a Manassas Park police officer beat her during a routine traffic stop on Feb. 2 because she refused to sign a ticket for having a broken headlight. Ms. Dominguez maintained that she is able to speak English, but she could not understand the officer’s request.
In addition to protesting the treatment of Ms. Dominquez, the marchers were protesting local government policies enacted in the past year that they claim are anti-immigrant. One of these regulations is the 287(g) program of the Immigration and Nationality Act, which allows local law enforcement to team up with Immigration and Customs Enforcement (ICE) to enforce federal immigration laws. The 287 (g) program is aimed at deporting illegal immigrants who have broken other laws. Members of the mostly Hispanic marching group chanted for “Justice!” in a call-and-response format, first in Spanish and then in English. One protest marcher’s sign read: “Nadie es ilegal (No one is illegal).”
Although it may be unrelated directly, on the following day, Feb. 17, the Prince William Board of County Supervisors, via a “Staff Directive,” eliminated a new requirement that unincorporated business owners verify their immigration status in- person at county offices to apply for a Business, Professional and Occupational License.
Now, instead of having to apply in person, these business owners will be able to check a box on their application certifying their lawful presence in the United States.
Many critics had decried the county’s recent imposition of this regulation as an unnecessary government requirement intended to make members of the immigrant business community feel unwelcome in Prince William County.
The county’s sudden reversal of its requirement of in-person certification of legal presence for a business license may have been the result of community resistance to a perceived anti-immigrant measure.
Just as likely, the county may have changed their mind because they feared that the in-person application requirement was scaring away some applicants and their tax revenue.
At the heart of the Prince William County and Manassas debate on immigration is the economy. Factions on both sides of the issues claim that immigration in recent years has had a serious effect on the local economy.
Prince William Board of County Supervisors Chairman Corey A. Stewart had predicted that the current weakened state of the economy would prevent the county from addressing the increasingly controversial proof of legal presence requirement. When quoted in the Washington Post recently, Chairman Stewart said, “I don’t think anyone is going to have the stomach to reopen this right in the middle of a tough budget cycle.” Contrary to his assessment, the county acted to eliminate the in-person requirement at issue the following week.
Like Chairman Stewart, those in favor of tougher anti-illegal immigration measures often argue that by not better controlling our nation’s borders, the U.S. is allowing immigrants to take away the jobs of native-born Americans. They also often view increased immigration as a stress on our national and local benefit systems.
Those advocates fighting for the rights of immigrants counter that immigration actually feeds economic growth and contributes to tax revenues. On Feb.11, New York Times Op-Ed columnist Thomas Friedman represented the viewpoint of those who contend that increased immigration will equal a healthier economy. He pointed to smart, diverse and energetic immigrants as the source of much American economic success and job creation in the past. He noted that in the last decade immigrants founded half of the Silicon Valley start-up companies. Friedman maintained that protectionist impulses only serve to stifle economic growth by shutting the borders to some of the world’s brightest entrepreneurial minds. He argued that our faltering economy must be stimulated “with green cards not just greenbacks, and with start-ups not just bailouts.”
There’s no doubt that proponents on both sides of the question will continue to vigorously advocate their views, whether through legislation, editorials or protest marching. And, as the troubles of the economy continue to take center stage for all, it is certain that the issues surrounding immigration will continue to share the spotlight.
The above information is provided for informational purposes only. The information should not be construed as legal advice and does not constitute an engagement of the Szabo, Zelnick & Erickson, P.C. law firm or establish an attorney-client relationship with any of its attorneys. An attorney-client relationship with our firm is only created by signing a written agreement with our firm.
Jerry Erickson is the managing partner of Szabo, Zelnick, & Erickson, P.C.
www.szelaw.com and the senior attorney in the firm’s Business Immigration Section. He has practiced law for over twenty years and represents clients in numerous complex areas of immigration law. He can be reached at
jerickson@szelaw.com.
Jerry has been a partner with the firm since 1989. Prior to joining the firm, Jerry was selected for a Judicial Clerkship in 1984 to work for the Judges of the Circuit Court of Prince William County.
The Prince William County Bar Association has previously elected Jerry to serve as one of its members on the Judicial Selection Committee. He has also been selected to lecture on behalf of the Virginia State Bar on issues related to ethics and professionalism.
Jerry received his Bachelor’s Degree from George Mason University in 1981 and his Juris Doctor from George Mason School of Law in 1984. He has been a member of the Virginia State Bar Association since 1984 and is a member of the American Immigration Lawyers Association, the International Business Committee and the Virginia State Bar International Practice Section. He is admitted to practice in the U. S. District Courts and the U.S. Court of Appeals for the Fourth Circuit as well as the U.S. Supreme Court.
By Law Article
July 17th, 2009 at 03:01pm
Under Divorce Law
The rate of divorce has increased many fold over the years. Most educated couples believe that it is better to have divorced than endure a broken marriage. A divorce is always a very difficult and serious decision for any couple. Irrespective of the time that they have spent in matrimony, divorce can be tough proposition. Not only does it tax the concerned parties mentally and economically but there are other important issues like child custody, property share and alimony to be settled.
Child support is an important issue in a divorce case. The laws across the various states of the USA are more or less uniform on this. There are various child support programs and funding by the state. Most follow the Family Support Act of 1988 to the core. The main tenet of this law is that the interest of the child will prevail over all other’s interest. Payment for child support is calculated on the basic of three formulas. The first is Income Shares. This is the most used formula where an estimate of the total amount required for raising a child properly is calculated. Both parents income is then calculated and a certain percentage is fixed for the child fund. The second method is called Percentage of Obligor Income. This is based on the non custodian’s income. The third method is known as Delaware-Melson method. The child support amount that you determine may not be the same amount that the Family Court will order. The child support order may be much higher or much lower, because the Family Court makes the final decision as to what income figures should be used in the calculation based upon the facts presented at the hearing. Some states like Massachusetts use a hybrid of all these methods. The primary purpose of these laws is to make sure that the child receives the best education and lifestyle, often described as “in the best interest of the child”.
Alimony issues also play an important role during a divorce. This refers to the amount that is paid by one ex-spouse to the other. Some also call this maintenance law or spouse support. Initially courts had a tendency of deciding on the alimony amount directly proportional to the number of year stayed together. But recently the trend is shifting. Now limited duration marriages draw maximum alimony. A spouse who is economically at a disadvantage receives this amount. Alimony is also more common in cases where one parent desires to stay home to care for the children for a period of time.
Divorce Recovery Suite is an on-line community-based organization which provides information and help that an individual requires prior to divorce and after it. Their comprehensive site includes divorce laws, child support and custody, legal separations, child visitation rights, divorce settlements, grounds for divorce, infomation on separation agreements, definitions of adultery, recovery from divorce, child welfare after divorce and a chat room that provides a compassionate community to visitors who are undergoing this uncomfortable process.
The visitors to the site can get exposure to state specific divorce laws and regulations, simple interpretation of the complex laws, live video chat room where people can share their experiences and problems. Visitors are encouraged to share their issues. You also get access to a country wide list of divorce and separation attorneys, counselors, physical and spiritual healing methods, father’s and grandparents’ rights and solutions to issues of parental alienation. They have regular updated information on the site. Divorce Recovery Suite provides a large library filled with divorce articles.
By Law Article
July 15th, 2009 at 07:07pm
Under Labor Law
In Thailand, all of the rights and duties pertaining to employers and employees are usually governed by a series of laws and regulations. Among the different acts that govern labor issues in Thailand are Labor Protection Act BE 2541, the Labor Court and Labor Court Procedure BE 2522, Labor Relations Act BE 2518, Social Security Act BE 2533, Thai Civil and Commercial Code, Provident Fund Act BE 2530, and Workmen’s Compensation Act BE 2537.
Usually, according to the employment law in Thailand, an agreement that has been established between the employer and employee should not be less than the minimum requirements or standards devised by the law.
The Labor Protection Act and other relevant acts dealing with the labor issues have set some specific rules and regulations for each and every aspect with regard to an employment such as working hour, remuneration, child labor, female labor, sick and maternity leave, dismissal as well as termination of employees, welfare and social security of employees, and hiring of employees services.
Working hours in an organization is usually on the basis of nature and type of work. In most cases, working hours should not go above eight hours per day or 48 hours each week. In case of such works that are harmful for the health of an employee, then working hours should not exceed seven hours a day or 42 days a week.
Under the Thai employment law, an employee’s maximum probationary period is 120 days. Further, the Labor Law entails every employer in Thailand to provide its employees at least 13 public days each year and at least six vacation leaves on completion of a year’s services.
Likewise, employees are eligible for annual sick leave of 30 working days each year. Apart from sick leave, pregnant employees are eligible for maternity leave of 90 days with 45 days’ full wages. When comes to remuneration, an employer is required to pay all benefits, apart from normal salary, that form part of the employment. In addition, the basic remuneration paid by an employer must be in accordance with the minimum wage as prescribed by the Ministry of Labour and Social Welfare.
Al though, male and female employees are treated alike in a employment, a female employee is prohibited from working in certain organizations or work environments such as construction as well as mining work which are performed underwater, tunnel, or underground, and transportation and production working conditions in which it is necessary to deal with inflammable or explosive items.
Likewise, there are also certain exceptions for pregnant female employees. In other words, an employer should not ask a pregnant employee to work overtime as well as work on public holidays. Further, they are also not allowed to work in certain environments such as on plants, construction firms where it is necessary to carry loads on heads or shoulders, and ships and other water going vessels.
In the case of child labor, the minimum age in order to employ a child labor is 15 years of age. But, to employ a child below the age of 18 years, it is necessary for an employer to notify it to the labor inspector within 15 days as of the date that the child starts his work. An employer is required to give a child labor a rest period of one hour for every four hours he has worked.
Similarly, an employer should not ask a child employee below 18 years to work overtime or on holidays. Additionally, child labors below 18 years are not allowed to perform dangerous works such as rolling as well as stamping metal and works dealing with unsafe chemicals and poisonous microorganisms.
A child below the age of 18 years is also strictly prohibited from certain establishments such as gambling centers, slaughterhouses, dance clubs, and center where liquors and other related beverages are served. Above all, an employer is required to pay the remuneration or benefits of child employees only to child employees and not to any other persons other than the employees.
Now we will discuss laws and regulations pertaining to termination and dismissal. A notice in writing must be provided to an employee prior to his termination. However, according to the Labour Protection Act BE 2541 (1998), an employer can dismiss or terminate an employee without any notice or severance payment in any of these following circumstances such as
- Performing his or her duties and responsibilities dishonestly
- Committing any kind of criminal offense
- Negligence from the part of employee that leading to serious damage or loss to the employer
- Disobeying working rules and regulations devised by the employer
- On imprisonment as per the final judgment of imprisonment
Nowadays, a lot number of law firms are in Thailand to help you dealing with the Thai labor law. Usually, these law firms provide a continuum of services in connection with labor issues such as labor disputes, labor court representation, payroll issues, social security, labor law compliance issues, and more.
By Law Article
July 15th, 2009 at 01:08am
Under Probate Law
Searching the Internet for a Minnesota probate attorney can be a daunting, yet necessary experience. Itâs never easy to deal with the death of a loved one and it can be even harder to occupy yourself with the legal aspects. If you are wondering which lawyer is the best, then we may have some tips for you. After reading this article, you will be informed about hiring a legal expert and feel confident that you are on the verge of taking the right decision.Many people are afraid of using the World Wide Web for hiring a Minnesota probate attorney. They do not consider the Internet to be a reliable source. However, thanks to the advanced technology, the search process has been simplified and the results go beyond our expectations. Professional attorneys offer their services through the Internet, having both the experience and skills to dedicate themselves completely to ones interests. If probate is the area of law you need, then the lawyer will provide expert legal advice upon request.Seeking advice represents only the first step. You will have to meet with the Minnesota probate attorney and talk your case through. Due to the extensive knowledge accumulated throughout the years, it wonât take too long for the specialist to inform you of current laws and formal proceedings regarding probate processes. All this legal advice will help take an informed decision. The attorney will also deal with everything related to the probate, that is if you decide to request complete legal assistance. The complexity of a probate process is a direct result of the many claims and areas of law involved. You need a professional Minnesota probate attorney when it comes to asset inventory, paying debts and taxes, not to mention taking care of various property claims. You cannot handle all those things on your own. There is also the risk of legal complications and delaying of the probate process. Why go through such hardships without any legal assistance? A Minnesota probate attorney will make the entire experience simple and fast. Together, you will discuss about a general estate plan and ensure the proper distribution of existing assets in the will.Why should you choose an attorney that is certified in your state, like a Ramsey County probate lawyer? Can you not select any lawyer, as long as that expert is knowledgeable whereas probate processes are concerned? Well, things are not quite as simple as they would appear. The law differs according to the state you are situated in. And if complication or other legal issues do come along, it might be for the best to hire a lawyer that knows the laws of the state. So, choose a Ramsey County probate lawyer to fit your needs but who also is familiar with Minnesota probate process and additional legal proceedings.The lawyer you select will provide extensive advice on the proper disposition of the estate and other assets, taking care of the necessary documentation. If you use the Internet to search for Ramsey County probate lawyer, then make sure that you also check the information presented on the website of the law firm in question. You might find it useful. If there is a form for online consultations, complete it. These guys are professionals and do not enjoy leaving their clients to wait. You will definitely be talking with an experience Ramsey County probate lawyer shortly after you have finished the form. From answering your every question to guiding you through the probate process, the lawyer will provide to be priceless.
Our website can be perceived as a complete resource for anyone interested in finding a good
Minnesota probate attorney. Experienced and committed to our clientsâ needs, we invite you to pay a visit to our website. Whether youâre just looking for information or you plan on hiring a
Ramsey County probate lawyer, we can be of assistance!
By Law Article
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