Blog Archive: October 2014

Posted on Fri, 2014-10-31 09:17 by Veronica Nannis in Labor Employment


In this tight job market, many students over the last decade have turned to unpaid internships to get their feet in the business door and gain some real-world job experience for their light resumes. Some even solicit employers to try to convince them to take on unpaid interns at their companies. At first blush, it seems like a fine concept: the student gets job experience and makes networking connections while the employer enjoys some free labor. In a down economy with lean company budgets and fierce job competition, this is a win-win situation. Right?


Posted on Wed, 2014-10-29 15:59 by JGL Associate Attorney in Medical Malpractice


In medical malpractice suits filed in Maryland, conducting a thorough expert deposition is extremely important to obtaining a successful result at trial. The following are a few important things a plaintiff’s attorneys must do in preparation for, and during the course of, an expert deposition:


Posted on Fri, 2014-10-24 10:14 by Reed Spellman in Trusts Estates


Last month, the Maryland Court of Appeals formally recognized the testamentary exception to the attorney-client privilege. In Zook v. Pesce, 438 Md. 232 (2014), the high court reaffirmed a ninety-five-year old exception to the attorney-client privilege.


Posted on Fri, 2014-10-24 09:56 by Burt M. Kahn in Medical Malpractice


As a medical malpractice lawyer for the past 40 years, I’ve noticed a pattern in my cases: if my clients had followed some or all of the steps listed below, they could have avoided being the subject of medical malpractice. While not a cure-all, following these steps could not only result in preventing medical negligence/malpractice, but also receiving better medical care. If, however, you or your loved one has suffered rom what you believe to be medical negligence, contact an experienced medical malpractice attorney immediately.


Posted on Fri, 2014-10-17 14:04 by Tamara A. O'Connell in Civil Litigation


We’ve all seen the shock-value headlines: “Oh My God, Naked Photos of Kate Upton!”[i] “Jennifer Lawrence Speaks For the First Time About Her Stolen Nude Photos”[ii] There is a movie called “Sex Tape,” in which a couple “discover that their most private video is no longer private.”[iii] On a smaller scale, a scorned lover, spouse, girlfriend, or boyfriend may get revenge by sharing intimate images with others by populating them to social media or uploading them to websites where people share such private images. When two people take consensual, intimate photographs, the subject does not expect that the photos will be posted on the Internet for all to see. However, if the relationship sours, the privacy of an unsuspecting victim may be compromised as the photos are posted on Twitter, Facebook, and websites like myex.com, in an attempt to get revenge.   


Posted on Fri, 2014-10-10 14:21 by Reza Golesorkhi in Family Law


Over the past few years, there has been a trend among states to reform alimony (i.e., spousal support). New Jersey is the latest state to join this so-called Alimony Reform Movement, joining Massachusetts, Maine, Florida and Texas. In the past few years, many states have enacted or tried to enact legislation reforming alimony.


Posted on Fri, 2014-10-03 11:05 by Vijay Mani in Labor Employment

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On October 1, 2014 the Fairness for All Marylanders Act (“FAMA”) went into effect.  FAMA, which was originally discussed in the JGL Law Blog post (Will Prince George’s County residents face less fairness if The Fairness for All Marylanders Act of 2014 (SB 212) becomes law? Possibly.) prohibits discrimination of Maryland employees on the basis of gender identity or transgender status. In passing FAMA, Maryland joined sixteen other states as the only states to cover sexual orientation and gender identity in employment anti-discrimination laws. While many state and local laws expressly protect lesbian, gay, bisexual and transgender (“LGBT”) individuals from workplace harassment and discrimination, the majority of states do not, leaving many of those employees who wish to pursue claims of sexual orientation or gender identity discrimination to rely on Title VII of the Civil Rights Act of 1964 (“Title VII”). 


Posted on Fri, 2014-10-03 10:24 by Jerry D Miller in Business Services


In previous posts (Choice of Entity: A Primer for the New Business Owner Part 1 and Part 2) we discussed starting a business as proprietorship (single owner, with no entity) and as a limited liability company. In the third installment of this series we will discuss the pros and cons of operating your business as a C corporation.