Ten Steps to Take After a Car Accident

The David Law Firm, LLC

Byron David, Conway, SC

You just had a car accident.  Now what?

Here are ten things you should do right away:

1.  Stop – Assuming you are physically able, stop as close to the scene as possible, doing your best not to obstruct traffic.  Turn on your flashing hazard lights.

2.  Call the Police (911).  Report the following:

  • Location of your car
  • Your name and address
  • Your driver’s license number
  • Your registration number
  • If there are injuries

Be cooperative and answer all questions truthfully.  Do not admit fault.  And do not discuss the accident with anyone else.

3.  If you are injured, tell the police immediately and describe your injuries.  Flag a passerby to call 911 if you are unable to do so.

4.  Collect the information below.  Make sure you actually look at each piece of the other drivers’ identification.  We have seen cases where the other driver reads off…

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Help Educate this April for Distracted Driving Awareness Month with Discounted Courses

News from Mastery TCN

Did you know five seconds is the average time your eyes are off the road while texting? If you are traveling at 55mph that’s enough time to cover the length of a football field, and you are doing it  blindfolded !

As dangerous as texting and driving is, it is not the only action posing a threat while driving.  Distracted driving includes any activity that diverts a person’s attention away from the primary task of driving.  All these distractions endanger the lives of drivers, passengers, and bystanders. Distractions include; texting, using a cell phone, eating and drinking, talking to passengers, grooming, reading (including maps), using a navigation system, watching a video, and adjusting a radio, CD player, or MP3 player.  Text messaging requires visual, manual, and cognitive attention from the driver, so it may be by far the most alarming distraction.


Distracted driving has become a major threat on today’s roadways…

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Unpaid interns can be a minefield for employers

Financial Post | Business

As spring approaches, many Canadian organizations are turning their minds to the subject of summer interns, many of whom are unpaid.

What many employers don’t know is that they risk liability for the entitlements of employment standards legislation, including minimum wage, vacation time and pay, overtime, statutory holidays, and notice of dismissal, if their unpaid interns don’t fit within the exceptions that allow for unpaid labour.

“Contrary to popular belief, organizations can’t simply designate someone as an intern and then expect them to work without pay,” says Natalie MacDonald, co-founder of Toronto employment law boutique Rudner MacDonald. “Unpaid interns are not to be viewed as free labour and can’t effectively replace a regular employee,”

Indeed, the Employment Standards Act in Ontario, like similar legislation in other provinces, specifically includes “a person who receives training” in the definition of an “employee.”

According to MacDonald, a true intern arrangement is one in which:

  1. The…

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Secrets to Foster Good Business Partnerships

Los Angeles Business Lawyer

Secrets to Foster Good Business Partnerships

Businesses are big gambits by businessmen that requires careful planning and the use of perfect strategies to ensure its success. More than having enough capital and the know-how to run businesses, people at times need partners to help them grow their businesses. Finding the best mates in managing your business is not an easy thing to do. Not every businessman gets the chance to find the right partners and so you should do your best to keep them if you have indeed found them. More than hiring a good business attorney in Los Angeles to take care of the legalities of your partnership, you have to do things that will foster a lasting relationship with your partner. And so, here are some of the tips that you can keep in mind to help foster strong partnerships with them to help push your business to great heights.

  • Be completely honest and…

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If You Can’t Say Something Nice . . . . What Not To Say To Staff After Terminating An Employee

EmCo Consulting LLC

On January 28, 2014, the United States District Court for the District of New Hampshire issued an opinion allowing a defamation case to proceed against an employer who said an employee was terminated for performing a “heinous act” or a “heinous crime.”  Grivois v. Wentworth Douglas Hospital.

What You Need To Know.  After terminating an employee, a company should provide other employees with minimal information concerning the reason for the termination.  While telling employees that there were performance problems or that the employee was not “a good fit” is probably acceptable, – as long as the statements are true – employers should not provide greater detail or make statements that include personal information or cast the terminated employee in a bad light.

Grivois sued for defamation because a supervisor allegedly told people she was fired for “a heinous act” or “a heinous crime.”  The company first tried to…

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Drafting the Right Employee Contract

Los Angeles Business Lawyer

Drafting the Right Employee Contract

Putting up a company is one great task. Oftentimes, people get so preoccupied with all of the bits of information that could affect their business that they forget some fundamental, yet very important things that they need to have covered. One of those are employment contracts. According to a Los Angeles business litigation attorney, most business owners face and lose in employment charges because of loopholes in such contracts or completely failing to come up with one. And so you should make sure that you draft a good employment contract. Here are some of the common loopholes in employment contracts that you and your Los Angeles corporate lawyer should watch out for.

  • Job Security Clause. Failure to specify such will give grounds for an employee to come up with cases to pin you down. And so, be concise, yet clear-cut in as far as how your relationship with your…

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