OH X-MAS TREE!

Just joking! I still say Merry Christmas! But to those whom are of other faiths,

Happy Holidays!

All joking aside, it's that time again and this weekend will probably be one of the busiest weekends for finding the perfect tree. Luckily, I finally figured out how to PICK THE PERFECT Christmas Tree and am sharing what I learned with you!

Realizing that Scotch Pine and Douglas Fir are most popular because they are nicely shaped and retain their needle retention, many of us like the Spruce although they lose their needles quickly. Regardless of which you choose here is a little helpful tip.

Check for freshness by bending needles. They should be springy. If they break, the tree is not fresh. Bounce the butt of the tree on the ground. If needles fall off, the tree is dry. The bottom of the tree stump should be moist and sticky. The tree should have a good green color, a nice fragrant woodsy odor, be dense and have sufficient limb strength to support the ornaments planned for it.

Cleanliness: The tree should be free of foreign matter such as vines, moss, and lichen.

Shape: The butt of the tree should be clean under the lowest group of branches and cut smoothly at the bottom. There should be a full, symmetrical shape, with branches trimmed to taper toward the top.

Until the tree is to be placed in its indoor location, keep it in water in a shady area outside. Cut two inches off the bottom to help water absorption. Indoors, place the tree in a well-secured stand with a water well. Add water each day.

Happy Holidays 

from

M & A Legal Management

and be on the look out for our holiday wine tips....ooohhh my favorite!

6655 W. Sahara Ave Ste B200

Las Vegas, Nevada 89146

(888) 449-5841

www.MillersLegal.com

I'm leaving the United States! And I've got just the way to bypass the lines at immigration and customs!

With the Holidays fast approaching, many of us will be traveling, some of us will even travel out of the country and that's often exciting....until the return trip and re-entering the U.S. 


What if we told you there is a way (a completely free way) to bypass the lines at immigration and customs when re-entering the U.S. at select airports—and all you needed was your smartphone?

The secret is no secret at all, but a downloadable app available to both iPhone and Android users via the Apple App Store and Google Play Store that allows users to enter their passport and travel information, submit it electronically, and generate a receipt to show at customs and immigration checkpoints. It's calledMobile Passport and its technology eliminates the need for traditional forms and line waits. The catch is...there is no catch. The app, launched in 2014 by Airside Mobile and Airports Council International-North America (ACI-NA) in partnerships with Customs and Border Protection (CBP), is free to download and free to use. Entirely separate from the paid Global Entry program, Mobile Passport boasts a speed and ease that has Global Entry users eating its dust.

For now, use of the Mobile Passport app is limited to U.S. citizens holding a valid U.S. passport, as well as Canadian citizens with a valid Canadian passport. Five airports are currently a part of the program: Atlanta (ATL), Miami (MIA), Seattle (SEA), Chicago (ORD), and San Francisco (SFO). The goal is to have at least 20 airports accepting the app over the next year.

Once the app is on your phone, there's nothing left to do until your plane lands back on U.S. soil at one of the participating airports. When you turn off "airplane mode," open the app, complete the steps, and you'll have your immigration and customs clearance ready before even stepping off the aircraft. The profile includes the traveler’s name, gender, date of birth, and country of citizenship. According to CBP, the process is simple (a claim we can vouch for): travelers complete the “New Trip” section by selecting their arrival airport and airline, take a selfie, and answer a series of custom declaration questions. Once the traveler submits the form through the app, the traveler will receive an "electronic receipt with an Encrypted Quick Response (QR) code," which expires four hours after issuance. Travelers then bring their passport and mobile device with their digital bar-coded receipt to a CBP officer to finalize their inspection and be welcomed back into the United States. Voilà.

- Cynthia Drescher  

You're Invited!

We are happy to announce that the Founding and Senior Partner of M & A Legal Management will be one of the featured instructors this Fall in the Division of Workforce and Economical Developments' Financial Department at the College of Southern Nevada. The course is entitled......

 "Whats Fair in Debt Collection? Get Your Credit Back!" 

being held from September 8, 2015 through September 29, 2015 and again October 6, 2015 through October 27, 2015 at the Sahara West and Cheyenne campuses.

The course will include the text of the fair Debt Collection Practices Act and will teach everyday individuals:

• How to understand your credit reports. 
• How your credit reports affect you and are used in everyday situations that you may not know. 
• How the major three credit reporting agencies, TransUnion, Experian and Equifax operate. 
• How you as an individual may successfully dispute negative items on your credit reports (EVEN IF THE ACCOUNTS WERE ORIGINALLY YOURS) 
• How you as a renter of an apartment, condominium, home or shared room can use your monthly payments to increase or rebuild your credit, and 
• Much more! 

Click here to go to the College of Southern Nevada catalog, see the details and Register.

After attending the class, for those whom need related services 

M & A will credit the $55.00 tuition you paid to CSN and an additional $45.00 for a total of $100.00 OFF of an M & A Legal flat rate credit or dispute related service. 

This offer expires on January 1, 2016.

For those not in the Las Vegas Area including all other 49 U.S. States and Guam you may receive the same $100.00 discount simply by clicking HERE and sharing to your Facebook page.

WE LOOK FORWARD TO SEEING YOU IN CLASS!

M & A Legal Management

6655 W. Sahara Ave, Ste B200

Las Vegas, Nevada 89146

(888) 449-5841

www.MillersLegal.com

Support@MillersLegal.com

IMPORTANT NOTICE OF FEE INCREASE

Dear Business Customer:

Pursuant to SB 483 of the 2015 Nevada Legislature, effective July 1, 2015, certain fees increased as follows:

• Annual List and initial list fees increased by $25 for all entity types
• State Business License fees increased from $200.00 to 500.00 for Corporations formed under:

1. NRS Chapter 78 - Private Corporations
2. NRS Chapter 78A - Close Corporations
3. NRS Chapter 78B - Benefit Corporations
4. NRS Chapter 80 - Foreign Corporations

Divorce and Business

How to Protect your business from your partner's divorce!

Before you formed your business partnership, did you vet your partners’ marriages along with their bank statements? You may not consider it until divorce proceedings are underway, but your partners’ spouses likely own a part of your company, whether you want them to or not.

In my day job working on complicated (and often highly contentious) legal matters, I rarely see  a case  where the day to day  operations, valuations and ownership  structure of a  business  is not affected  in some way by a break up. If your partner ‘s soon - to –be ex receives a part of the business  in the divorce settlement ,you’ll gain a new , unwelcome partner who now has a voice  in how your business operates  and, by extension , can impact  your own net worth.

We recommends including a contingency for divorce in your company’s set up. “Start with a well drafted partnership , ownership or shareholder agreement that requires  a partner’s spouse to sell his or her awarded interest back to the company (or to its co-owners) in the event of divorce.“ This buy -sell provision should contain a comprehensive list of terms and conditions, including the method by which shares will be valued, the transaction timeline and the source of funds to be used for the purchase, such as cash on hand, an existing line of credit and/or loan.”

To ensure that the “Right to purchase” can be upheld in the family court , it is worthwhile – and often essential – to have all non-partner spouses consent in writing to all aspects of the agreement long before any marital dispute arises. In the event a buy –back is not possible, this agreement can limit an ex’s voting rights and/or management participation. Even with such arrangements in place. Divorces play havoc on operations. If one partner has to step away from the day-to –day operations to tend to his or her divorce, the balance is thrown off. Resources are spread thin, resentment increases very quickly, and the partnership begins to look more like a sole proprietorship. The impact on cash flow can be dramatic and devastating as well.

Plan for the worst. Divorce, illness, disability or the death of a loved one will affect your partner’s ability to contribute to the business. You need to set up a legally binding plan that addresses how to handle these challenges. One that answers some basic questions, such as how long one partner can step away from the company before his or her compensation drops. Who will assume his or her daily duties? If a loan or pay advance is needed to cover skyrocketing legal bills, what are reasonable terms?”

These are tough queries, but it’s better to ask them now than in the middle of a messy divorce. Handled correctly, every partner, including you, should come  away with a greater sense of trust in one another to do the right thing to preserve the company –even when someone’s personal life is going down the drain.

M & A Legal Management

www.MillersLegal.com

(888) 449-5841

Beautiful collection of Cars to be Auctioned and I'm on my way!

Found out through a friend and later some research that some cares of Maria Callas were going up for auction. Turns out that is not exactly accurate, they are not Maria Callas’s own cars that will be acutioned through Artcurial on July 20th in Monte Carlo, but those formerly owned by ‘a friend’ of the illustrious soprano. However; that friend has an eye for automobiles!

Excuse me as I'll be taking off next week ti get an up close and personal look at these beauties. Besides, its Monte Carlo...the Vegas of Europe! With LESS denim and flip flops! UGH!

Variety is the spice of life...

Just 11 cars form the ‘Estate of a Friend of Maria Callas’ sale, but we couldn’t think of 11 more diverse vehicles if we tried. The auction’s curious name is warranted somewhat by the fact that two cars, a brace of silver Mercedes 600s, did once belong to Maria Callas. Both boasting just two owners from new and, naturally, fascinating histories, the cars ­–1966 and 1971 model years respectively – are each estimated to fetch 60,000-100,000 euros.

Elsewhere, the lots range from a 1908 Cadillac Type S (est. 30,000-60,000 euros) to a low-mileage 1989 Aston Martin Lagonda. There are several Rolls-Royces, including a relatively tidy Corniche III (40,000-60,000 euros), and a bright yellow Lamborghini Diablo, the sale’s sole supercar (if we could have just one supercar, it would probably be a Lamborghini, too). The ultra-low mileage in this case will either entice or repel, but it looks to be in okay condition. It’s estimated at 40,000-60,000 euros.


Photos: Artcurial

Am I my brothers Keeper, and everyone else's too?

Filial Support and Family Solidarity

Honor thy father and thy mother that thy days may be long in the land that the Lord thy God giveth thee. 

                                           

                                                - Exodus 20:12.

The concept of filial responsibility has existed for many centuries. Although the origins of this moral tenet will probably never be identified with any degree of precision, the origin of the legal responsibility to provide for one's parents is more readily traceable. 

Statutes which presently exist in a majority of American states are essentially identical to the "responsible relatives" statute found in the seventeenth century Elizabethan Poor Law. Prior to the enactment of this comprehensive statutory scheme to deal with the problems of the poor, there was no legal duty imposed on children to provide for their indigent parents' support.

The responsible relatives statutes embrace more than merely the child-parent relationship. They are concerned also with the duties of Parent to child, husband to wife, and wife to husband.

Additionally, some impose duties beyond this immediate family sphere, extending the obligation of support to grandparents and grandchildren and even brothers and sisters of the indigent. The focus of this article, however, is on the legal responsibility of children to contribute to the support of their parents and the wisdom of the imposition of this duty.

In a nutshell, YES YOU CAN BE HELD RESPONSIBLE & SUED for the debts of not only your spouse, but also your brother, sister, father and mother...maybe even your grandparents or grandchildren...depending on how liberal the state is that you live in! Watch out citizens of California. 

You may be set, have no debt, and all your bills paid....but what about the "Black sheep" entrust that if a lawyer can find the deep pockets...he'll go for them, especially when the possiblility that your relative may end up on public support is involved.

PROTECT YOURSELF WITH A WILL AND TRUST!

$3,000.00

NOW only $499.00

or ask about our monthly payment plan!

Call now.

(702) 706-8855

Support@MillersLegal.com

www.MillersLegal.com

Get your Free 30 Minute consult.

Not for a song, but for a cigar!

Some sellers will lend the buyer the cash!

Let’s make a deal!

HOW TO BUY A BUSINESS WITH SELLER FINANCING

 

Advertising and publishing veteran Janet Regan was looking for a business to buy. The right opportunity presented itself last year when she found Guilded Publishing, a company that distributes a quarterly resource guide for-Northeast Ohio seniors. The only catch: Regan didn't have the $500,000 asking price.

With few physical assets to borrow against, she was unlikely to get a bank loan. So with the help of her business broker, she negotiated a seller-financing deal and bought the business five months later with just 10 percent down and quarterly payments due over 10 years at about 6 percent interest. Of course, most sellers won't finance 90 percent of their asking price. But borrowing 10, 20 or even 30 percent from a seller at a competitive rate still beats using your credit card to cover capital shortfalls. If you're interested in seller financing, here's what you need to know.

WHEN IT MAKES SENSE. Being short on cash isn't the only reason to push for seller financing. These loans also can bridge the gap if you and the owner can't agree on price.

Rico Cervantes, who bought a dance studio near Henderson in 2013, will attest to that. He had the money to pay the six-figure asking price in full but thought the seller wanted 20 percent too much.

"I wanted him to-put his money where his mouth was," Cervantes says. Both parties went into negotiations and eventually got what they wanted. Cervantes has since increased revenue by 28 percent.

WHAT SELLERS EXPECT. Besides cashing out, sellers want assurances that their baby will be in good hands. They want a buyer who is experienced in the industry, with a solid business plan, working capital and roots in the community. Sellers treat these loans as seriously as any bank would. This means requiring a credit check, collateral (business assets and possibly your home) and life insurance. Loan terms often extend up to 10 years, interest rates are comparable with those offered by banks, and it's typical for sellers to stick around for 60 to 90 days post sale to advise the buyers.

HOW TO VET THE DEAL. It's not enough to grill the owner on the intricacies of their business. You have to scour the financials, from bank statements and cash flow to tax returns and P&L reports. You also have to inspect the physical property to ensure all inventory, equipment and other assets are accounted for and in working order. Otherwise, you don't know what you're getting.

Trusting the seller is imperative. Make sure it's someone you actually want to be in business with after the sale is complete maybe even negotiate a transition period during which the seller played consultant.

Another must: having a business attorney in your corner, even if you're working with a broker.

WHAT TO NEGOTIATE. Owners may not openly advertise their willingness to partially finance a sale—but, it's common for them to consider lending at

least 5 to 15 percent of the purchase price.

JT Ybur of Tucson, Ariz., who bought six owner-financed businesses over the past five decades, suggests agreeing to the asking price but getting creative on the terms. Regan, for example, nabbed 90 percent seller financing by promising to apply for an SBA loan two years down the line. If she gets it, she'll pay off the seller in full. Other buyers can bridge valuation disagreements with an earn-out clause that grants the seller extra pay during a set period if profits meet or surpass expectations; you can dream up 100 different ways to do this, it really boils down to what the owner wants to accomplish.

With all of being said, Have you ever gone grocery shopping without some type of shopping list? Maybe it’s written or memorized, or if you are like me, your list is typed out and organized by grocery aisle (this is not recommended for those of you who are “right brained”). While we may have some flexibility when doing grocery shopping, there is little room for error when it comes to buying a business.

Buying a business is obviously an important decision with many moving parts. When considering whether or not to purchase a business there are many things to consider. Our due diligence checklist shown below can start you on the path to buying and operating a successful business.

Checklist for buying a business

• Company Tax Returns – last 4 years
• Profit & Loss Statements – last 4 years
• Current Balance Sheet and Profit & Loss Statement
• Bank Statements – Last 2 years
• General Ledger Detail – Past 2 years
• Copy of current contracts (i.e. leases, supply agreements, jobs, etc.)
• 940’s & 941’s payroll tax – last 4 years
• Employee list, job functions, salaries and benefits
• Copy of insurance policies
• List of equipment that you will be purchasing

It is important that you find out all you can about the company you are buying. Depending on your industry and the nature of the purchase, there may be additional items to add to your checklist. In many cases a business purchaser will use the services of an accountant and an attorney for some due diligence process. By identifying issues in advance you will be better prepared to negotiate the final purchase contract and less likely to have disputes after the transaction has been completed.

Are you considering going into business for your self or purchasing an existing business? The M & A Legal Management services team may be a perfect fit for for you and a profitable business. Let us help you.

M & A Legal Management

6655 W. Sahara Ave, Ste B200

Las Vegas, Nevada 89146

(702) 706-8855

www.MillersLegal.com

My Habits = Your benefits!

Limited TIME OFFER! Must be 21 to Participate in the Discount Offer!

Disclaimer: No Fireball or Flavored Alcohol or Swisher Sweets please!

The Senior Partner of M & A Legal, (ME) is offering:

EITHER

A $100.00 discount off of our $499.00

 

Credit Restoration and Dispute Service

(Click here to see details) 

(12 months of services)

 in exchange for one 750 ml bottle of one of the following libations:

* Scotch * Vodka *Bourbon 

-OR-

A free 30 minute consultation 

(Click here to see details)

in exchange for one of either of the following cigars,

 found at any of your local tobacconists:

* Padron * CAO * Davidoff * H. Upman 

* Romeo Y Julieta * A. Fuente

Size: Min. 5'' x 48 Natural or Maduro-full leaf

 

(CLICK HERE TO SEARCH IN YOUR AREA)

 

* Padron * CAO * Davidoff * H. Upman * Romeo Y Julieta * A. Fuente

6655 W. Sahara Ave. Ste B200

Las Vegas, Nevada 89146

(702) 706-8855 (888) 449-5841

www.MillersLegal.com

Notice of Intent to Sue

M & A Legal Management
www.MillersLegal.com
6655 W. Sahara Ave, Ste B200
Las Vegas, Nevada 89146
(888) 449-5841

...For your undivided attention! APRIL FOOLS!

But seriously, many of us have received these notices, not to mention the collection notice, tax lien, late payment notices, charge-offs, foreclosures, repossessions and medical bills just to name a few. Lets not get me started about how a divorce as devastating as it is additionally puts your credit scores into a downward spiral!

More today than ever before, our increasingly tight credit market demands a high credit score. Over three quarters of all lenders use credit scores when deciding whether to approve consumers for loans or credit. It is also used to determine your interest rate, the amount of your down payment; and even your ability to: 

1. Get a car
2. Rent an apartment
3. Get auto insurance -or lower your premiums
4. Get a job, as (6 out of  10 employers run background checks on applicants)
5. Waive deposits for utilities such as gas, electric & water

We here at M & A Legal Management have partnered with United Credit to be able to assist you in deleting inaccurate, erroneous & obsolete items such as:

• Late Payments
• Collections
• Foreclosures
• Bankruptcies
• Medical Bills
• Charge-Offs
• Student Loans
• Tax Liens
• Repossessions
• Many more...

I need a job but...

"I must have good credit?”

The phrase appears in help wanted ads for well-paid jobs as accountants and insurance agents, but also for low-wage positions as dog walkers, retail sales associates, restaurant servers, and maintenance workers. If a job applicant’s debts are high, they’ve suffered a foreclosure or a bankruptcy, or they’ve simply struggled to pay bills on time, a prospective employer can legally hold these flaws in personal credit history against them. The process may turn down well-qualified job-seekers—a devastating prospect for a household already finding it difficult to make ends meet. The truth is, the very practice of employment credit checks reinforces inequality and can perpetuate poverty and racial discrimination.

Employment credit checks are common for a wide range of positions. Nearly half of employers surveyed by the Society for Human Resources Management in 2012 say they check credit when doing at least some of their hiring. My own research, a study of low- and middle-income Americans with credit card debt, finds that within the survey population, one in seven job applicants with blemished credit reports say that they have been turned down for a job because of their credit. 

Despite their pervasiveness, credit reports – a product developed to help lenders make loan decisions – have never been proven reliable for employment. Credit checks are marketed to employers as a means to gauge an applicant’s character, sense of responsibility, or likelihood to commit theft or fraud. Yet there is little peer-reviewed evidence to back up these claims. A spokesperson for TransUnion, one of the major credit reporting companies, even admitted: “we don’t have any research to show any statistical correlation between what’s in somebody’s credit report and their job performance or their likelihood to commit fraud.”

My research on low- and middle-income households carrying credit card debt finds that poor credit is associated with factors that may reflect the weak economy or a debtor’s personal misfortune but have little to do with how well a job applicant would perform at work. I found that households with flawed credit history are more likely to have experienced household unemployment, lack of health coverage in their families, and medical debt. In other words, many people run up debts because they have been out of work or have high medical bills, not because they are necessarily irresponsible people who cannot be trusted on the job. High error rates in credit reports means that a job applicant may not even have incurred the debts found in their credit history. 

Employment credit checks can also propagate racial discrimination. Studies from the Federal Reserve Board, the Federal Trade Commission, and others have consistently that found that African American and Latino households have worse credit, on average, than white households. Poor credit in communities of color may reflect the impact of predatory lending that continues to target these communities, as well as other forms of racial discrimination in lending, housing, and employment. This legacy of discrimination can be magnified and carried forward when flawed credit becomes a reason to deny someone a job. For example, Bank of America was found to have discriminated against African Americans when it used credit checks to screen applicants for positions as bank tellers. While such cases are notoriously difficult to prove, the Department of Labor was able to gather evidence showing that Bank of America’s credit checks excluded a disproportionate number of African American job applicants. Numerous civil rights organizations, including the NAACP, the National Council of La Raza, and the Leadership Conference on Civil and Human Rights, have publicly opposed the use of employment credit checks.

The core problem is this: employment credit checks translate one kind of disadvantage – whether it’s predatory lending, extended unemployment, a legacy of discrimination, or a health catastrophe that led to heavy medical debts – into a continued source of disadvantage in the job market, making it substantially more difficult for those whose credit has suffered to get back on their feet. The result is a vicious cycle: it’s hard to pay your bills if you can’t get a job, but unpaid bills may also prevent you from getting a job. 

Now these concerns have catalyzed a growing number of states and cities to take action to end the vicious cycle. So far ten states have passed laws to curb the use of employment credit checks. In Congress, the Equal Employment for All Act, introduced by Representative Steve Cohen (D-TN), would prohibit the use of credit history for employment purposes. While this legislation is pending, employers can act on their own to discontinue the use of credit history in hiring, giving a fair chance to job applicants whose credit may be scarred by disadvantages but who could become among their most valuable employees.

ARE YOU A RENTER? DO YOU RENT A HOME OR APARTMENT? CALL 

M & A LEGAL MANAGEMENT 

& 

WE CAN SHOW YOU HOW TO USE YOUR PAST* AND FUTURE RENT PAYMENTS TO BUILD GREAT CREDIT!

M & A Legal Management

(888) 449-5841

www.MillersLegal.com

Valentines Day and the Office Headache!

5 Reasons You Shouldn't Ban Workplace Dating Q&A

It's almost Valentine's Day – do you know if any of your employees are dating each other? Should you care? If you are like most employers, you probably are concerned about the potential conflicts that can occur when employees date and work together. But, policies that ban these relationships can be difficult to enforce and may result in legal claims.

Learn five good reasons you shouldn't ban workplace dating.

Q:       We recently became aware that two coworkers are dating. They work in different departments and do not supervise each other, but we are still concerned about potential conflicts that could spill over into the workplace, or worse, potential harassment complaints if the relationship sours. Should we ban workplace dating?

A:         A: Conflicts can and do occur when employees date each other. In the past, employers who worried about these tensions would impose rules prohibiting dating among coworkers, often referred to as anti-fraternization policies. Some employers even viewed anti-fraternization policies as a way to reduce the sexual harassment complaints that can arise when consensual romantic relationships become acrimonious.

However, these policies are controversial, difficult to enforce, and can generate potential legal claims. As a result, many employers take a more "hands-off" approach and allow employee dating, except when clear-cut conflicts or performance problems appear likely. Rules prohibiting fraternization may appear to prevent some of the more obvious difficulties that can result from close personal relationships between coworkers. Common problems include favoritism, personal squabbles impacting work time, and problems scheduling vacations and shift work for involved employees.

These restrictive rules also may help reduce the chances of employees improperly sharing confidential information about your business. Even so, you must weigh the possible benefits of these policies against the legal and practical difficulties of enforcing them.

Policies prohibiting coworker dating are particularly controversial since they attempt to regulate an employee's personal relationships. And, these policies also can subject you to sex discrimination claims, under the theory that the rule has a disparate impact on females, particularly if women are the ones more frequently terminated because of a dating relationship. So, for example, if you normally would terminate a subordinate dating a supervisor, and the subordinate is female, you may face a sex discrimination claim.

In addition, a poorly written anti-fraternization policy could even violate the National Labor Relations Act (NLRA), the federal law allowing employees to unionize and to engage in "concerted activities" that involve the terms and conditions of their employment. For example, in Guardsmark, LLC v. NLRB, 475 F.3d 369 (D.C. Cir. 2007), the court decided that an employer's anti-fraternization policy that banned employees from fraternizing on or off duty, dating, or becoming overly friendly with clients or coworkers, violated the NLRA. Calling the rule overly broad, the court found that employees reasonably could believe it prohibited their discussions of terms and conditions of employment. 

The court did recognize, though, that the employer had a legitimate goal of prohibiting dating relationships and could have implemented a more narrowly written rule that did not interfere with protected activity.

Besides the legal pitfalls, you also should consider five practical problems associated with no-dating policies:

1. You will find it very difficult to enforce any rules that apply to off- duty conduct. It is hard enough to enforce employee behavioral rules that are directly related to work performance without trying to implement rules dealing with employees' dating habits.

2. Employees often resent the rules as an invasion of their privacy. No one likes to think that an employer can dictate whom to date.

3. These rules can exclude precious talent. Organizations in remote areas or communities dominated by a single employer often struggle to attract qualified workers. These employers cannot afford to limit the available labor pool with prohibitions that prohibit workplace dating.

4. You stand to lose a significant investment in recruiting, hiring, and training when an employee becomes involved with a coworker and is later forced to resign under an anti-fraternization rule.

5. As a final practical consideration, recent surveys show that dating in the workplace is a fact of (work) life. A 2014 survey conducted by Vault indicated that 56% of surveyed adults had engaged in a romantic relationship in the workplace. Of those, 8% had married their coworkers while another 14% indicated they were in "long-term, serious" relationships.

What, then, can you do to address the problems that no-dating policies are meant to prevent but still avoid the practical and legal pitfalls often associated with these relationships? Instead of prohibiting employee dating, focus on the specific conduct that disrupts your workplace, like favoritism, irregular attendance (extended lunches or shortened workdays), and inappropriate or harassing behavior. You probably already address most of these matters with your existing policies and work rules on issues like breaks, attendance, harassment, and workplace behavior.

In addition, to further minimize the potential for problems, consider adopting limited restrictions prohibiting supervisory relationships between related or dating employees and any actual conflicts of interest, or the appearance of conflicts, which may result from these relationships.

As a final note, you should shift your focus from your employees' personal relationships to actual objectionable behavior that directly impacts your workplace. That way, you can address legitimate performance problems without acting like an unreasonable and intrusive "Big Brother."

Solicitation of Prostitution & The Superbowl!

Warren Sapp, the 42-year-old Hall of Fame defensive tackle, who was covering the Super Bowl for NFL Network, was arrested early Monday at a hotel in Phoenix for soliciting a prostitute — around 7 a.m., according to TMZ.

In addition to solicitation, Sapp also was arrested for assault. One of the prostitutes called the police and said her colleague got into a fight with Sapp over money, according to Buzzfeed. The Phoenix Police Department said that the fight spilled into the hallway of the hotel. According to the report, Sapp admitted to hiring the prostitutes, but denied the assault allegations.

I have four words for him to always remember in his defense. "SHUT THE FUCK UP!" and call your lawyer, I guess this guy has never heard of Miranda vs. Arizona, 384 U.S. 436 (1966). Who argues with a prostitute over money unless he's having money problems and possibly even LESS THAN PERFECT CREDIT, (Wink wink) but wait, do prostitutes accept credit cards? Actually yes they do...thank you Square! I think many would agree that if he handled his finances a little better, just maybe he'd have a better credit score and not need to allegedly hire a woman of the night....presumably. Am I close ladies? For those of you who may have gotten lost, no Miranda vs. Arizona has nothing to do with the right to argue with a prostitute! And to borrow a part of a phrase I recently found useful at a seminar "Let me ask you this..." was either of the prostitutes charged, or does the media not care that it takes two parties in order for one to be charged, unless the other is an undercover officer, which is not the case in this scenario.

Anyway, in case you're wondering, I've done a bit of research for you to help you understand the seriousness of the situation.

The City of Phoenix City Code criminalizes Solicitation of Prostitution, in § 23-52. Typically, this occurs when the defendant allegedly offers money or something of value in order for another person to engage in a sex act with them. Almost every individual city in Arizona has their own municipal code outlawing Solicitation of Prostitution, and they all typically involve the same elements, and usually carry similar punishments.

What is Solicitation of Prostitution? Well, per the City of Phoenix Code, Solicitation of Prostitution is a class one (1) misdemeanor offense. A first Solicitation of Prostitution violation results in a mandatory minimum of fifteen (15) days in jail, with a maximum of six (6) months in jail. In addition, a $2500.00 fine can be imposed along with an 84% surcharge, and up to three (3) years of probation (which can include classes and counseling).

If a person has one (1) allegeable historical prior Solicitation of Prostitution conviction, then the mandatory minimum is thirty (30) days under the City of Phoenix City Code. If a person has two (2) allegeable historical prior Solicitation convictions, then the mandatory minimum is sixty (60) days in jail. If a person has three or more (3) allegeable historical prior Solicitation convictions, then the mandatory minimum is six (6) months in jail.

Each individual city has a municipal code which requires its own amount of jail time, however, usually all classify Solicitation of Prostitution as a class one (1) misdemeanor, which means that the punishment range could be anywhere from probation with zero (0) days in jail, up to six (6) months in jail. In addition, the cities can impose a fine up to $2500.00, plus a surcharge. Some cities even go so far as to publish a defendant’s name and photo in the local newspaper upon conviction.

Moral of me writing this article is two fold, Guys and Gals, "You have the right to remain silent" etc. and More specifically, Guys, don't be a SAPP and work on your credit! SOOOOO......I'd like to invite you to a FREE overview on how to restore your Credit Score!

You're invited 

to a 

FREE 

overview of how we can help you RESTORE your credit!

(Must say at the door that you're my guest!)

In a few hours, 

Tuesday February 3, 2015

7:00 pm

6655 W. Sahara Ave Ste B100 

(1st Floor Media Room) 

Las Vegas, Nevada 89146

Located at the S.W. corner of Rainbow and Sahara, 

the pink office complex next to Carmax

And if you can't make it, go to www.MillersLegal.com and stay informed!

"Inside Information"

From the Book of Inside Information:

Withholding Credit Card Payments!

Disgruntled consumers may be able to withhold payment on a credit card they used to purchase goods or services that proved sub-standard. This is a result of a provision of the Fair Credit Billing Act which enables the credit card companies to reclaim disputed amounts from merchants after credit card slips are signed.

Four conditions must be met for a consumer to be entitled to withhold credit card payments:

1.) The amount of the charge must be more than $50. 

2.) The charge must be made within the customer's home state or within 100 miles of the customer's home. 

3.) The customer must first attempt to settle the dispute with the merchant directly.

4.) The customer must give the bank that issued the card written notice that the attempt to settle has failed.

How it works: when the bank receives the customers notice, it credits the account with the amount of the charge. It then charges this amount back to the bank that serves the merchant. The bank then charges the merchant. This provision of the law has been little publicized by the banks and credit card companies. Reason: They fear that if too many customers take advantage of this feature of the law merchants will begin to refuse credit cards.


I wonder then for those of you whom didnt quite get that and have ahd a few dings on your credit file....be Experian, Equifax or TransUnion.....I'd like to invite you to a FREE overview on how to restore your Credit Score!

You're invited 

to a 

 FREE 

overview of how we can help you RESTORE your credit!

Today, Tuesday January 27, 2015

7:00 pm

6655 W. Sahara Ave Ste B100 

(Media Room) 

Las Vegas, Nevada 89146

Located at the S.W. corner of Rainbow and Sahara, 

the pink office complex next to Carmax

Pay Your Bill Please!

1.) Obama Phones
2.) Obamacare

3.) Free Community College

4.) Paid sick leave

Question...SHOW ME THE MONEY!?! Where is it coming from? As a legal expert & Executive Analyst (Because unless you specialize in Family Law, you cant call yourself a "Specialist") I'll tell you where. From the blood, sweat and hard work of the middle class. You see the "poor" cant afford to contribute and the "Rich" pay people like me to legally find a way to either reduce or avoid all together paying for additional taxes, corporate and otherwise. 

On the Oscars Mr. Sharpton, is there a possibility that just this time in

as many years as I can remember that there just wasn't any brown actors good enough that were cast? I mean for goodness sake, Denzel Washington hasn't done anything lately, neither has Will Smith for that matter, Bill Cosby has a new project, but has been all but blackballed because of 40 year old trumped up allegations against him that I can only assume are to get press, and Oprah Winfrey, well; lets say this new movie...of which I cant recall the name, is no modern day version of the Color Purple! People, I'm just speaking the truth

that few people dare to and definitely no one of color will, out of fear of being labeled an "Uncle Tom". Is that term used anymore? Political Correctness be damned. If my daughter isn't the prettiest little girl in the competition, then don't give her the crown. If my son or future son isn't the best ball player, then he doesn't deserve a trophy! In the real world, when they grow up....only the winners and hard workers get the big bucks. Can we stop raising welfare cases and pussies. Yes I said it, PUSSIES! Also, lets make ENGLISH the National language and stop catering to other languages....I personally know that other

countries don't cater to us like we them, Lets make a law that requires that if you should fly a Mexican flag or any flag other than an American one....that its mandated that you also fly an American flag and that it either be larger or raised higher than any other! Finally, ladies; I, like others welcome and applaud your service in the Armed Forces, but lets face it....the majority of you are NOT as strong and cannot endure as men in the trenches and will actually suffer from serious hygiene ailments if you try to live on a rooftop in Baghdad or in a cave

in Afghanistan in the 130 degree heat for days on end without bathing such as I and many of my fellow soldiers did and continue to do...SO, no Army ranger for you! (A take from the soup Nazi from Friends...lol) Personally, you can unlike me, unfollow me, unfriend me or what have you if you disagree, yet another right you have in this GREAT nation of ours America. It will not take food out of my families mouth. In addition, can we elect a President again that has

 

AMERICAS and its citizens, Legal citizens interests at heart? Finally, only add your two cents if its going towards the bill...not if your taking from the till!

#thatskeepingitreal!