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Often Overlooked Rights of Employees

You clock in at work. Do some stuff. Get paid. Then go home. You may think that being an employee is as simple as that, but it is much deeper. Not because you get paid to get things done it already means that that’s the scope of your relationship with your employer. Below are just some of the many rights of an employee like you. These rights have the tendency to be overlooked, but that shouldn’t be the case.

Proper Amount of Pay

You get paid to do things – that is the most basic thing about jobs. But there are instances where you do things that do not get properly compensated. A good example of this is unpaid overtime pay.

This can manifest in a lot of ways. Your employer can intentionally or unintentionally misclassify you as an employee, making you ineligible to overtime pay even though you are actually eligible. Your employer can give you tasks you need to accomplish before work hours, after work hours, and even unpaid breaks. You have the right to get proper compensation for the amount of work you have done.

Non-Hostile Work Environment

According to the website of the John Melton Law Firm, a work environment is hostile if it encourages abusive or discriminatory treatment of disfavored employees. This has different manifestations, such as sexual harassment, racial discrimination, and retaliation.

As an employee, you have the right to be in a peaceful workplace. This does not just affect employee well-being, but also operations. The hostile work environment can have an impact on the employee’s emotional health, which may lead to less productivity and higher turnover rate. So, a good working environment is not just beneficial for employees, because employers are equally put in an advantageous position.

Compensation for Trouble

You employer also has the responsibility of keeping the workplace safe. If you have sustained an injury or an illness because of your employer, you may have legal options. This is especially true if the accident that has led to the injury or illness has been the result of the employer’s negligence. For example, if you have slipped, fallen, and broken your arm because of an escalator defect, your employer may be held liable if it is responsible for the escalator maintenance.

Also, the website of Scudder & Hedrick, PLLC has mentioned the concept of workers’ compensation, wherein an employee can receive financial help if he or she has been injured on the job.

Common Issues in Childcare Products and Toys

Children are some of the most vulnerable people in our society. Firstly, they are mentally limited to identify the dangers around them. Secondly, they are physically limited to protect themselves from these dangers, regardless of them being aware of the danger or not.
It is just tragic to think that childcare products and toys – products that are supposed to help the children – have the chance of being the ones who actually cause the children harm. According to the website of Karlin, Fleisher & Falkenberg, entire companies can be held accountable for the pain and suffering caused by their defective childcare products and toys.
But what exactly are these defects? Below are some of the most common issues associated with childcare products and toys.

Age-unsuitability

The products may not have any “defects” in the most basic sense of the term, but them being age-inappropriate can still make them potentially dangerous. Labels play an important role here. Designers and manufacturers should make sure that the age label in their products are correct. If the products are used by a different age group, especially a younger one, they may cause physical or mental harm.
The most common age-unsuitability cases include:

  • Choking hazards, such as small and detachable parts
  • Dangerous designs, like pointy corners and sharp edges
  • Dangerous parts, such as fans and motors
  • Sexual or violent content

Choking Hazard

Even though choking hazards are already in the age-unsuitability category, they still deserve an entry in this list because not all choking hazards are caused by age bracket problems. But whatever the case may be, the fact that children are at risk of choking, asphyxiation, and other related conditions doesn’t change. Here are the most common choking hazards:

  • Detachable parts
  • Products that are too easy to break
  • Products that are small enough to be put into the mouth, but not big enough to be swallowed effectively
  • Small, round, and hard objects like marbles

Dangerous Materials

Some products are just downright dangerous for children, so using them in childcare products and toys are negligent and unacceptable. Some products may cause minor skin irritations, but some can potentially lead to fatal complications and comatose. Here are some dangerous materials that can be present in childcare products and toys:

  • Chemicals such as mercury
  • Combustible materials
  • Excessive foams, plastics, and rubbers
  • Metals and metalloids like lead and arsenic

The Rise of Ridesharing Services

Uber, Lyft, and other ridesharing companies are becoming more and more popular. In fact, they have infiltrated the transportation sector so deep that others are feeling significant decreases in market share, such as the case for taxis. Others are also trying to improve their services to compete with these ridesharing companies, as less complaints about taxis are received. There are many reasons why these companies are slowly dominating the transportation market and forcing others to adjust and compete.

Accessibility
Ridesharing services are very accessible. Customers can just download the respective application from the app store and install it in their mobile devices, register an account, select the preferred mode of payment, and get a ride immediately. Due to this accessibility, everybody that has a smartphone is a potential customer.

Convenience
The accessibility of ridesharing also makes it convenient. Customers can indicate their pickup and drop-off points, and they could just sit around and wait for their driver in their designated pickup point. Customers can do this while watching TV in the apartment and having a last drink with friends in a bar. This accessibility makes hailing a taxi cab outside a less attractive option, where customers need to stand around and even be denied by picky taxi drivers.

Safety and Security
Ridesharing companies have several requirements from driver applicants. The driver has an age threshold, which is typically at 21. The vehicle that is going to be used for ridesharing also has an age threshold, which is most of the time at 10 years old. A sound insurance plan is also ideal.

Because of these requirements, customers are complacent that their drivers are not reckless, have sound driving skills and judgment, have a vehicle that is still in great condition, and an increased insurance plan provided by the ridesharing company.

Possible Issues
Though ridesharing models are popular because of their accessibility, convenience, safety, and security, they are not perfect. Companies may not be able to completely filter out bad drivers and defective vehicles. Careless and reckless drivers may put customers at risk of traffic accidents. Defective vehicles put customers at the same risk, in addition to the inconveniences of defective car parts, like seatbelts, airbags, and door latches.

According to the website of the Mokaram Law Firm, insurance companies may do everything they can to pay the least amount of damages to accident victims, so there is still the issue of insurance when it comes to ridesharing accidents.

Treatment And Management of Whiplash

Whiplash I a condition characterized by strain or extension of the neck muscles. While it is commonly associated with car accidents, any impact or blow that led to the jerking of the head forward or backward can lead to whiplash. According to the website of Pohl & Berk, LLP, whiplash is quite common in drivers and passengers. It is often confused with neck sprain but they are actually different.

Treatment of whiplash is aimed at minimizing pain, restoring the normal movement in the neck so the patient can resume normal activities. While whiplash will usually heal by itself, there are different steps you can undertake to speed up recovery.

Cold Compress. Applying ice on the neck can help reduce the pain and swelling after an injury. Do this for 20 to 30 minutes every 3 – 4 hours for 2 – 3 days. Make sure to wrap the ice in a thin towel or cloth to avoid injuring the skin.

Painkillers or other drugs . Non-steroid anti-inflammatory drugs or NSAIDs such as ibuprofen or naproxen will help reduce pain and swe4loling of the injury. However, for your own safety, do not take it regularly unless prescribed by the doctor.

Use a neck brace or collar. A neck brace or collar can provide addit6ional support to the neck. However, it is not suggested for long term use as they can weaken rather than strengthen the neck muscle

Hot Compress. After applying ice on the affected part, you can likewise use moist heat on your Do this step only after applying cold compress on the inured neck. However, do this only after 2-3 days of applying ice .

Other treatment such as ultrasound or massage can help in easing the pain caused by whiplash.

There are also other methods that can help in the treatment of whiplash. Alternative forms of treatment can help reduce pain and swelling in the affected area.

Facts about L-1 Work Visas

There are many ways to get into the United States. Because of the many opportunities the country presents, people can apply to various types of visas in order to visit, work, or even become a resident of the United States of America. One such visa is the L-1 visa, which is a working visa and is a non-migrant visa. It is only valid for a short amount o time, depending on the reciprocity schedule of the country of origin of the applicant. According to AmLaw Global the maximum amount of years allowed for an L-1 visa is seven years.

Just as with any visa application, those who wish to avail of the L-1 visa should first check whether they are qualified or not. The L-1 visa is only available for employees of companies that are operating in both the US and abroad, with the employee having worked with the subsidiary, affiliate, parent, or branch office of the US company for at least a year within the last three years. There are generally two types of L-1 visas that are available for employees, the L-1A for managers or executives and the L-1B for specialized-knowledge staff.

The L-1A visa is available for those who hold executive and management positions. Legal definition of these positions can be very strict for purpose of L-1A visa. A detailed description of the duties of the management and executive positions is often required, specifically asking the executive or manager to hold supervisory responsibility for a professional staff or the company’s key function, subdivision or department. These are the only people who are qualified for an L-1A visa good for three years but can be extended two more years for a maximum of seven years. For the L-1B, those who are qualified should have knowledge of company products and services, systems, management, research, procedures, and proprietary techniques. Those who are given L-1B visas can extend their stay until 5 years only. In order to qualify again for an L-1 visa, the employee should be employed 1 year outside the United States.