Spokane Lawyer Blog
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April 3, 2010
- Advantages and Disadvantages of Non-profit Debt Consolidation
If you are finding it difficult to tackle multiple debts, you can seek help of a debt relief company to consolidate your bills.
You can also enroll in a consolidation program offered by the different debt consolidation non profit companies. These companies have acquired a non profit status from the IRS and offer services at a lower cost.
How can you benefit by a debt consolidation non profit program?
A debt consolidation non profit program helps you pay your creditors on time by combining your bills into one. The program offers you the following benefits:
- Prevents you from harassment: The consolidation company representative communicates with all your creditors on your behalf and so the creditors may not harass you with repeated collection calls.
- A single reduced monthly payment: A representative of the company negotiates with your creditors to reduce the interest rate on your bills and also eliminate the late fees and over limit charges. You have to make a single monthly payment to the company and they will distribute the payment among all your creditors.
- Improve your credit score: When you are unable to make your monthly debt payments, your credit score gets lowered. As soon as you start paying your creditors on time (with the help of a consolidation program), your credit score starts improving.
- Visit accredited debt consolidation non profit websites before making a decision of who you should trust.
What are the disadvantages of a debt consolidation non profit program?
There are also some disadvantages of enrolling in a debt consolidation non profit program. These are:
- Need sufficient money: A consolidation non profit company does not offer free services. You need sufficient money to pay for its service charges and also to make the single monthly payment for paying your creditors.
- Get scammed: There are many fraudulent companies that may pose as non profit companies and defraud you to pay high upfront fees or scam you by not distributing the monthly payment on time among your creditors.
Hence, it is very important to find the right debt consolidation non profit company. You should ask the company to provide you a proof of its 501(c) (3) IRS status before opting for its service.
If consolidation is not even an option for you (you have no income) and the burden of carrying debt is simply too heavy, you may want to consult with a Spokane bankruptcy attorney to explore all your options before making any decisions regarding how to resettle or even discharge your debt.
Contact our office today at (509) 927-3840. for more information
April 18, 2010 - Employer Liability Outside Worker's Compensation Statutes
Employers can also become liable for violating workers' rights under various federal and state laws. Employment practices liability (EPL) claims are made by employees or job applicants based on harassment, discrimination, wrongful failure to promote, wrongful termination, violation of civil rights, and failure to provide or enforce adequate and consistent company policies.
Numerous state and federal statutes have been enacted within the past forty years that prohibit certain workplace behavior. These laws have created various duties for employers that, if breached, can result in liability. Federal statutes include:
* Title VII of the Civil Rights Act of 1964 - This law prohibits discrimination in employment because of race, color, religion, sex, or national origin or on the basis of pregnancy, childbirth, or related medical conditions.
If you have questions regarding employer misconduct, please contact a Spokane lawyer here.
- Equal Pay Act of 1963 - This law prohibits differences in pay between
women and men for substantially the same work.
- Age Discrimination in Employment Act of 1967 (ADEA) -This law
prohibits discrimination by employers against any individual with respect
to hiring, terminations, promotions and demotions, compensation, and
the terms and conditions of employment on the basis of age when a
worker is forty years old or older.
- Americans With Disabilities Act of 1990 - This law prohibits workplace
discrimination against workers with disabilities and requires employers to
make reasonable accommodations in the workplace for workers with
- Civil Rights Act of 1991- This law amends and strengthens the Civil
Rights Act of 1964 and the Age Discrimination in Employment Act of
1967 while also imposing caps on compensatory and punitive damages.
- Family and Medical Leave Act of 1993 - This law permits employees to
take an expanded period of leave without losing their jobs. It provides up
to twelve weeks without pay for purposes of handling family and medical
issues, including pregnancy, childbirth, and adoption.
A number of states have laws that mirror and in many cases exceed the requirements set forth in these federal statutes.
With the exception of the Family and Medical Leave Act of 1993, all of these laws are enforced by the Equal Employment Opportunity Commission (EEOC). The EEOC receives between 75,000 and 80,000 complaints each year (EEOC, World Wide Web: http://www.eeoc.gov/). More than one-third of the complaints are for racial discrimination, about 30 percent are gender-based complaints, and the remainder of the complaints received result from other violations such as those related to age or disability.
Sexual harassment is one type of gender-based complaint. Awareness of sexual harassment issues increased significantly in the 1990s following the allegations of Anita Hill during the Clarence Thomas Supreme Court nomination hearings.
Sexual harassment can be broken down into two categories; quid pro quo claims and hostile environment claims. Quid pro quo in Latin means "something for something." With gender-based claims, it refers to workplace advancement or other job-related favors in return for sexual favors.
Hostile work environment claims are more common than quid pro quo claims. In a hostile environment claim, the claimant faces adversity in the job environment because of his or her gender. Some examples of activities causing a hostile environment include displaying sexually explicit photos, using inappropriate language, graphically discussing the physical characteristics of the claimant or other workers, suggestive emails and text messages, and making unwelcome physical contact.
Such activities can make the job environment so hostile that workers must quit or take actions that keep them from properly performing their jobs. Hostile work environment claims may also arise out of racial discrimination.
Today, most companies have adopted corporate policies on sexual harassment and discrimination. In fact, most insurers who write employment
practices liability coverage require insureds to have formal corporate policies and training on how to prevent, report, and handle harassment and discrimination claims.
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