November 21st, 2008
As part of the Massachusetts Super Lawyers segment in its November 2008 issue, Boston Magazine recognized six attorneys from Boston-based Tarlow Breed Hart & Rodgers, P.C. (TBHR) as âRising Starsâ. Those selected include: Perry Ganz, a partner in the firm who resides in South Natick and who was previously named Rising Star in 2007, and five of the firmâs associates, Jennifer A. Civitella Hilario, of Somerville; John D. Finnegan, of Pelham, New Hampshire, previously named in 2005, 2006 and 2007; Karen L. McKenna, of Scituate, previously named in 2007; Terrence M. Schwab, of Natick; and Emily C. Shanahan, of Wellesley.
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November 20th, 2008
What is a Deviation: A Deviation is a departure from standard procedures or specifications resulting in non-conforming material and/or processes or where there have been unusual or unexplained events which have the potential to impact on product quality, system integrity or personal safety. For compliance to GMP and the sake of continuous improvement, these deviations are recorded in the form of Deviation Report (DR).
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November 19th, 2008
As part of the Massachusetts Super Lawyers segment in its November 2008 issue, Boston Magazine recognized six attorneys from Boston-based Tarlow Breed Hart & Rodgers, P.C. (TBHR) as âRising Starsâ. Those selected include: Perry Ganz, a partner in the firm who resides in South Natick and who was previously named Rising Star in 2007, and five of the firmâs associates, Jennifer A. Civitella Hilario, of Somerville; John D. Finnegan, of Pelham, New Hampshire, previously named in 2005, 2006 and 2007; Karen L. McKenna, of Scituate, previously named in 2007; Terrence M. Schwab, of Natick; and Emily C. Shanahan, of Wellesley.
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November 18th, 2008
The visa paperwork rests largely in the company’s hands. If you are calling employees to come from overseas to work for your firm, you will need to prove to the state that there are no hands available in the US to handle the similar work category. We have seen many software professionals coming in from places like India and Japan, to work in the US and it has been a season of growth for the professionals and companies alike. However, when it cannot be proved that there is a shortage of manpower in the category in the US; it will be very hard to get an employee visa for your workers. Generally, if you have an honest reason to call employees, it should not however pose to be a problem.
Many a times, employers get caught up in problems with the state when their employees bring in children who they have no right over. This is a serious offense and the US government does not take it lightly when people try and immigrate illegally, especially where children are concerned. You as an employer may not be directly responsible for the actions of your workers but it is the least you could do to have a thorough background check on who you are inviting to live in the country.
Especially where you are calling employees from countries that the USA is opposed to as far as political views go double check on the background of any worker. You may not even realize it, but many would go to great lengths to get into the country for illegal purposes. What with terrorism at its peak, you need to take the responsibility of giving out offer letters only after you are sure of the background of the person. The wrong person can get into the country with your letter of offer, so some responsibility does lie in the employers’ hands.
But thankfully, more often than not, you will not have major problems with the law when you invite people to work for you from other countries. Your main responsibility may lie in helping the employee with paperwork such as real estate deals and school admissions if the person brings his children along. In any case it is advisable to seek the help of an attorney with any legal paperwork that your company may have to undertake.
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November 17th, 2008
As part of the Massachusetts Super Lawyers segment in its November 2008 issue, Boston Magazine recognized six attorneys from Boston-based Tarlow Breed Hart & Rodgers, P.C. (TBHR) as âRising Starsâ. Those selected include: Perry Ganz, a partner in the firm who resides in South Natick and who was previously named Rising Star in 2007, and five of the firmâs associates, Jennifer A. Civitella Hilario, of Somerville; John D. Finnegan, of Pelham, New Hampshire, previously named in 2005, 2006 and 2007; Karen L. McKenna, of Scituate, previously named in 2007; Terrence M. Schwab, of Natick; and Emily C. Shanahan, of Wellesley.
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November 16th, 2008
Most companies in the business of debt collection adhere to the Fair Debt Collection Practices Act, which are the laws that govern their behavior. Among other things, the Act prevents bill collectors from employing abusive tactics to pressure debtors into satisfying an obligation. For example, the Act prevents debt collectors from threatening a debtor with certain criminal prosecution, making excessive phone calls, certain third-party communication, etc. However, it is hard ball tactics which are often a bill collector’s best friend and employ the necessary pressure. In addition, the bill collectors are typically paid a commission on the debts the successfully collect. Consequently bill collectors often find themselves walking a fine line between regulatory compliance and illegal debt collection activities.
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November 15th, 2008
As part of the Massachusetts Super Lawyers segment in its November 2008 issue, Boston Magazine recognized six attorneys from Boston-based Tarlow Breed Hart & Rodgers, P.C. (TBHR) as âRising Starsâ. Those selected include: Perry Ganz, a partner in the firm who resides in South Natick and who was previously named Rising Star in 2007, and five of the firmâs associates, Jennifer A. Civitella Hilario, of Somerville; John D. Finnegan, of Pelham, New Hampshire, previously named in 2005, 2006 and 2007; Karen L. McKenna, of Scituate, previously named in 2007; Terrence M. Schwab, of Natick; and Emily C. Shanahan, of Wellesley.
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November 14th, 2008
To summarize, employers are required to provide a hazard free environment for employees. Anyone who encounters hazardous conditions must be protected against them. Personal protective clothing and equipment is designed to shield workers from the chemical, physical, and biological hazards that may be present in the workplace. When the type and degree of protection are being considered, the employer must evaluate the following:
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November 13th, 2008
As part of the Massachusetts Super Lawyers segment in its November 2008 issue, Boston Magazine recognized six attorneys from Boston-based Tarlow Breed Hart & Rodgers, P.C. (TBHR) as âRising Starsâ. Those selected include: Perry Ganz, a partner in the firm who resides in South Natick and who was previously named Rising Star in 2007, and five of the firmâs associates, Jennifer A. Civitella Hilario, of Somerville; John D. Finnegan, of Pelham, New Hampshire, previously named in 2005, 2006 and 2007; Karen L. McKenna, of Scituate, previously named in 2007; Terrence M. Schwab, of Natick; and Emily C. Shanahan, of Wellesley.
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November 12th, 2008
Safety and health issues in the workplace should be addressed just the same as production and all other aspects of the business. Management should evaluate the work environment, analyze the specific tasks and all associated risks of each job. A Health and Safety survey should include a review of employee work habits, the use of all hazardous materials, physical risks from the use of potentially dangerous tools or equipment. In addition, specific standards that are applicable to the type of operation, such as mining, construction, oil drilling, etc. should be reviewed for compliance.
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