Employment Law Attorneys
C’mon, Man! Employees Continue to Get Screwed Over

C’mon, Man! Employees Continue to Get Screwed Over

As we await the dawn on this purported new era of social change in America, I can promise you that your employment rights will not improve. I am unapologetic.  In fact, your employment rights have been so eroded by your employers that we are collectively veering toward ever more systemic inequality and racism in the workplace.  Now that I have your attention, what are YOU going to do about it?

You have sat on the sidelines watching others do the heavy lifting, but when are you going to start questioning your employer regarding your employment and the selfish one-sided employment practices you are somehow required to follow, such as the employment at will rule, confidentiality of settlement agreements, and forced arbitration of employment disputes. Can you say “No”?  Maybe?

A majority of you, may never question or oppose your employer because of fear – of losing your job,  income and benefits. I get the financial insecurity issue faced by all, but that’s the employer’s only leverage!   “Come on Man”, as President Biden is often quoted as saying. But really, come on men, women and other, how much pain and suffering has to occur before the collective “YOU” says enough?  If we are in the midst of a new social revolution in support of diversity and equality where big corporations have piled on diversity support initiatives, solely for marketing purposes in my opinion, then we should be seeing signs of dramatic changes to reverse racial inequality at work, promote pay equality and the end of firing older workers (55 and above) just because they cost too much.

Wait, pause, listen- what’s that?  Is that the sound of my meditation music playing in the background?   If #metoo and BLM are real long lasting social movements to correct the injustices at work, I should not be able to hear anything over the gigantic thunder of public outrage toward racial, sexual and age inequality hurtling at my office windows, internet, television, etc.  I have not heard nor read anything after the recent election that indicates real changes beyond political hyperbole.  And as far as I can see, employers continue to default into the same old management practices of yesterday.  Nothing has changed, nor will it change. Employers will continue to screw YOU (collectively) for the near future.  I am writing this article in order to make you understand what your employer does not want you to know about; “default management practices” are real and designed to suppress the collective YOU literally.

Here is why. Employers continue to require the following chains of servitude and secrecy solely to promote their default “control at all costs” position at your expense.  You did know your current employment system stems from the centuries old practices of Master and Servant, right?  The following employment practices are inherently racial, sexist, ageist, homophobic and just downright undemocratic, but you will not hear anyone else dare to say these truths.  I will because I do not care what management or corporations say.  Why don’t you feel the same way?

NDA’s and Confidentiality Agreements Conceal Bad Actors and Bad Companies

Shame and more shame.  If you statutorily ban the use of confidentiality provisions in settlements of employment discrimination cases, bad actors and bad companies will stop discriminating. Why?  Companies will seek to avoid public shaming if we all knew – that a CEO attempted to rape a subordinate, that a billionaire hedge fund manager fired a woman with young children and recently diagnosed with two forms of aggressive cancer, that a Black man was immediately fired after being asked and gave an internal talk regarding the BLM movement, that an older man was fired for losing his voice box due to cancer and told he did not have a physical disability, that a pregnant woman was fired from a large public company because her brain allegedly changed as a result of her pregnancy.  Need I go on?

Some states have decided to ban confidentiality provisions in employment settlement agreements, but they have not gone far enough because employer lobby groups temper down the statutory language and create gaping loopholes for employers to slither through. For example, some employers have conditioned part of the settlement payment requiring the employee (victim) to sign a separate confidentiality agreement.  I brought this to the attention of the relevant state Attorneys General’s Office without even a response.  The statutes are worthless because employers always seek the default to control you and control their self-interest.

Here is the bottom line, remove all confidentiality provisions from every employment settlement agreement and you will directly and substantially decrease all forms of racial, ethnic, sex, sexual orientation, disability, religious and age discrimination. Think about the millions of dollars saved by companies that could be used to train more employees and managers about the Golden Rule.  The money saved by not having to pay attorneys’ fees to employment lawyers like myself.  Please, I beg you to put me out of business, I would be glad to retire.  But employer’s cannot seem to give up this “confidentiality” drug.  There is absolutely no contrary rational argument in favor of the continued use of confidentiality provisions to shield bad actors and bad employers; if there is one let me know.  So why does this nonsense continue?  That’s how powerful employers are, always seeking to maintain this “default” management practice.  And worse yet, companies controlled by progressive liberals and conservatives follow this default management practice.  It’s a bipartisan effort to screw you! As I continue to say, employment law is not political- but NELA says it is (Disclaimer: I am a NELA member, but a registered republican doing the peoples’ work).

Employment At-Will Conceals Discriminatory Behavior and Must Be Banned

I will beat this drum till the end of time.  Most employees, except those in Montana, are capable of being fired for no reason at all and at any moment – this is the employment at-will rule.  The rule should be banned nationwide and replaced with a termination for cause rule.  The at-will rule arose out of the Master and Servant context and is still the current management default rule adversely impacting – everyone, except those employees in Montana and executives with the clout to demand employment contracts with severance and termination for cause.

Why is the at-will rule so dangerous?  When employers do not have to give a reason for termination, employers and managers, who hold a discriminatory bias of any kind, can quietly terminate employees they do not like.  Yes, the at-will rule promotes racism, sexism, disability discrimination, ageism etc.  But again, employers are so addicted to this rule, they can’t give it up.  This issue is equivalent to the opioid crisis and more companies and management counsel continue to prescribe this drug of choice.  That’s how powerful employers are, always seeking to maintain this the most coveted of all “default” management practices.  And worse yet, companies controlled by progressive liberals and conservatives follow this default management practice.

Instituting the termination for cause rule would result in decreased discriminatory practices, as employers would be required to demonstrate an objective factual basis to support the decision to terminate, not one that was arbitrary and capricious – which is what discrimination is.

Forced Arbitration Conceals Everything Bad That Your Employer Does Not Want You To Know About

What is forced arbitration? Simply, your employer says it is a quicker and cheaper way to resolve employment disputes.  It’s not quicker and it’s not cheaper – for you!  It’s called “forced arbitration” because your employer mandated your job offer or your continued employment on your signing the agreement.  You could not negotiate it away and it never benefits you at all.  It is a management default rule and more than 50% of employees in the United States are adversely impacted by this one sided practice.

What is it really?  The sole purpose of arbitration agreements in the employment context is to “conceal” bad actors and bad companies. The adverse effect on all employees is identical to the default use of confidentiality agreements. This default rule is so entrenched in our work culture that courts overwhelmingly compel arbitration in nearly all cases; concealing your claims of discrimination to a nonpublic black hole. There is absolutely no way to publicly discover what types of claims were sent to arbitration, as google cannot crawl it and Westlaw (lawyer research database) can’t search it. It is as if those claims never happened at all, i.e. the woman who was almost raped by the CEO, the Black man fired after being asked to give a BLM explanation etc.   Worse, you cannot shame the corporations for what they did- that’s the point!   It will take an act of Congress to overturn the Federal Arbitration Act, and this current Congress won’t touch this with a 100 mile pole.  That’s how powerful employers really are, always seeking to maintain this “default” management practice at every level.  And worse yet, companies controlled by progressive liberals and conservatives follow this default management practice.

You now know what I would propose, but what will you do to effect real change?

If you would like more information about this topic or would like to hire an employment attorney, please contact Carey & Associates, P.C. at info@capclaw.com or call (203) 255-4150.

The Long Overdue Death Of Non-Disclosure Agreements: Uncovering The Hidden Truth Of Employment Settlements…

The Long Overdue Death Of Non-Disclosure Agreements: Uncovering The Hidden Truth Of Employment Settlements…

In this episode of the Employee Survival Guide, Mark explores the use of nondisclosure or confidentiality provisions in settlement agreements.  In essence, employers seek to hide their bad acts behind confidentiality agreements and shield them from public disclosure.  Mark explores a new California statute being proposed that will further provide transparency to unlawful employer conduct. Finally, Mark provides a solution to creating more equality in the work place by banning nondisclosure agreements and two other initiatives he has been raising for several years.

If you enjoyed this episode of the Employee Survival Guide please like us on FacebookTwitter and LinkedIn.  We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts.

For more information, please contact Carey & Associates, P.C. at 203-255-4150, www.capclaw.com or email at info@capclaw.com.

The content of this website is provided for information purposes only and does not constitute legal advice nor create an attorney-client relationship.  Carey & Associates, P.C. makes no warranty, express or implied, regarding the accuracy of the information contained on this website or to any website to which it is linked to.

Carey Reaches 1000 miles in a Month: #solojourneytocurems

Carey Reaches 1000 miles in a Month: #solojourneytocurems

Last night I hopped on my indoor cycling trainer and embarked on a butt busting 70 mile ride. In case you are wondering, there is no coasting on a trainer, spin spin spin …  I started at 9 pm after dinner and got off the bike at 1:15 am. Yes, that’s how long it takes to ride 70 miles indoors.  Why?  Well, why not? We are trying to cure Multiple Sclerosis here! At 1 am, my mileage said that I just passed 1,000 miles since January 10, 2020, the day I started.  I have my routine down, I developed my long haul legs again and I can see the end of 10,000 miles in the distance.

What are you waiting for?  I implore you to make a donation today and BUY MILES for this worthy cause!  I need your donations to continue riding, no I am not kidding.  Right now I have raised $2,385, that means the gas is in the tank and I can ride for 1385 more miles.  I need your help, donate today and use this link https://www.facebook.com/donate/233329948389093/

On February 15, 2021, I received an email from those very smart people at BioNTech. Yes, I sent an email to them inquiring about the start of human trials after they announced they found a cure for MS in mice using the RNA technology; the same technology they used to cure Covid-19.  Here’s what BioNTech said,

“The study mentioned is currently still in the pre-clinical phase. We are not yet able to provide information on the start of recruitment for patients, but it is expected to start in 2-3 years. As soon as BioNTech will start studies in further indications, you will be able to view this information on www.clinicaltrials.gov and on BioNTech’s homepage… As soon as BioNTech initiates a new clinical trial, this information will be published on www.clinicaltrials.gov and on the homepage of BioNTech.”

Ugghhh, yes human trials do usually take 2-3 years and don’t be confused about how fast the Covid-19 vaccine was rolled out.  What this means is that I will continue to cycle 10,000+ miles every year for the next two to three years until that wonderful RNA science is injected into the arms of nearly 2.3 million people Worldwide who have been diagnosed with MS and the nearly 1 million people here in the United States, including those people close to me. (Source).  You can help by BUYING MILES from me through your donations.  Your dollars will be sent to BioNTech through the National MS Society to help finish this thing once and for all!  What are you waiting for?

Carey’s Solo Journey to Cycle 10,000 Miles to Cure MS

Carey’s Solo Journey to Cycle 10,000 Miles to Cure MS

On January 10, 2021, I began a solo ride of 10,000 miles in one year to raise $100,000+ to help cure Multiple Sclerosis once and for all. A miracle just happened, Covid-19 produced a possible MS Vaccine, but we are still a few years from a viable vaccine to prevent and reverse the effects of MS.

You can follow my adventures on Strava.com below and Facebook. To reach my ominous goal of 10,000 miles, I must ride 27 miles per day, everyday, for 365 days. The majority of my rides will take place during the week, so you will see me riding 30-70 miles per day. I will use weekends to make up miles on longer rides. I cycle on the roads here in Connecticut, even during the winter months. I also use a stationary bike in my new spin studio in the garage, equipped with disco lights and music. You will also see posts from Peloton, when I need a change of pace.

 

MS is personal to me, as it affects people close to me. Help me raise $100,000+ for research/cure and other MS services for nearly 300,000 people with this disease. You can make a difference today by making a donation HERE and end this devastating disease once and for all. Thank you!

I encourage you to share this fundraising campaign with others. Together, we can all make this vaccine cure a reality in the next two years or less.

If you would like more information, please call Mark at 203-255-4150 or send an email to mcarey@capclaw.com.

Podcast: The Devil Wears Santoni Shoes – This Boss Was No Angel

Podcast: The Devil Wears Santoni Shoes – This Boss Was No Angel

In this episode, Mark shares a real life story of a woman who was loyal to the company and did everything they asked of her. We have modified the names and facts to conceal the identities and ensure confidentiality. Her boss was a billionaire but by his actions you would consider him a cheap capitalist.   They refused to make her an employee with health benefits and she struggled for seven years as an independent contractor, working 60-70 hours per week, until the company finally made a her full time employee with health benefits. She had two pregnancies while working, and her employer forced her to work during her pregnancy leaves.  Soon after, she was diagnosed with breast cancer and needed surgery and chemo therapy.  She continued to work tirelessly even while on medical leave. Her cancer spread, she needed more surgery to remove her ovaries and more chemo therapy. She continued to work through her recovery. But then her employer forced her out on family medical leave without her consent, twice.  The second time she was not allowed to return to work and forced into disability leave of absence. The company cut off her health insurance when they terminated her, just as she was to receive further cancer treatments. Her husband was also suffering from cancer and no access to health insurance.   Mark provides commentary about the employer’s discriminatory and unlawful actions to get rid of this employee solely because she was a woman, over forty, and diagnosed with two forms of cancer.

If you enjoyed this episode of the Employee Survival Guide please like us on FacebookTwitter and LinkedIn.  We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts.

For more information, please contact Carey & Associates, P.C. at 203-255-4150, www.capclaw.com or email at info@capclaw.com.

The content of this website is provided for information purposes only and does not constitute legal advice nor create an attorney-client relationship.  Carey & Associates, P.C. makes no warranty, express or implied, regarding the accuracy of the information contained on this website or to any website to which it is linked to.

Podcast: Employer Mandated Covid-19 Vaccinations- Can They Do That?

Podcast: Employer Mandated Covid-19 Vaccinations- Can They Do That?

This episode explores the new controversy surrounding employer mandated Covid-19 vaccinations.  Can employers do that? The simple answer is yes.   The episode explores earlier governmental intrusion related to the smallpox epidemic of 1905 and then brings it forward to the current Covid-19 era.  Mark explores your liberty interest to be free from governmental intrusion now being orchestrated through each individual’s employment.

If you enjoyed this episode of the Employee Survival Guide please like us on FacebookTwitter and LinkedIn.  We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts.

For more information, please contact Carey & Associates, P.C. at 203-255-4150, www.capclaw.com or email at info@capclaw.com.

The content of this website is provided for information purposes only and does not constitute legal advice nor create an attorney-client relationship.  Carey & Associates, P.C. makes no warranty, express or implied, regarding the accuracy of the information contained on this website or to any website to which it is linked to.

Are You Picking Up What We Are Putting Down? Let Us Know

Are You Picking Up What We Are Putting Down? Let Us Know

It dawned on me this morning that I have never really asked the 20,000 people on our blog list what you all think about the articles we are writing every week and the associated podcast episodes.  For the past 17 or so years, we have been producing insightful and informative articles to help you better understand the complexity of employment and constitutional law issues that surround us every day at work. Our point of view is from the trenches, armed in dystopian combat, not some lofty ivory tower.  Our approach is neutral, straight down the middle but veering off to one side occasionally when the issue is obvious.  Topics range from severance negotiations, forced arbitration, to asserting first amendment rights outside of work.

Yes, my intentions are very clear. I enjoy stirring the pot regarding employment issues, because I can and because there is just too little discussion about this enormous time expenditure we call working.  If you get something out of our articles that helps you deal with work issues or as attorneys (and there are a lot of you on this list) (and “honorable guests”) we help you expand the scope of view on employment law, then let us know what you think.  This morning’s epiphany was really a question. What are other people thinking about the same topics we are writing about?  Speech is free, express your opinion and get the discussion going. You can bet I will write about the responses you all provide.

We invite you to let us know by a variety of ways.  All of the responses will help us understand what is important to you and what is not.

Send us an email to info@capclaw.com with your comments and opinions about what’s on your mind.

Hey, you can even pick up the phone and call me directly at the office (203) 255-4150.

Please share our blog and podcast with your friends and like our facebook page.

If you feel our articles and podcasts have helped you figure out your own employment issues without using an attorney, great! I would really like to know, please post a review on our website Carey & Associates, P.C., (www.capclaw.com) and thank you in advance!

Have a great weekend!

Regards, Mark Carey

 

Podcast: Employer Mandated Covid-19 Vaccinations- Can They Do That?

Employer Mandated Covid-19 Vaccinations- Can They Do That?

By Mark Carey

Simple Answer- Yes!  After less than a year of this grueling Covid-19 pandemic, we were surprised to hear that a vaccine had been developed so quickly.  We are now in the vaccination roll out phase, which is proving to be not so simple.  As part of the nationwide vaccination process, the federal government has teamed up with employers to mandate employees vaccinate nationwide.

If you have not yet heard, employers are requiring employees to get the Covid-19 vaccination before returning to work.  How can an employer do this?  Is the Covid-19 vaccination a medical procedure wherein specific medical questions will be asked? What if I do not want to get vaccinated because of other medical health concerns? What if I object on religious grounds? The following discussion will answer these questions and more.

As vaccination for the Covid-19 virus is at the forefront of everyone’s mind, I decided to research this issue further.  I was curious about the history of mandatory vaccinations by the federal government and what role this plays on your liberty interest from government sponsored intrusion on your physical being. You will have to bear with me here as you will need a little constitutional law background to understand this state sponsored infringement of your liberty interest now being implemented through employers.

The 14th Amendment to the United States Constitution mandates that no state shall make or enforce any law that abridges the privileges or immunities of the citizens of the United States or deprive any person of life, liberty, or property without due process of the law.  Each State and the Federal government has a police power to enact health laws regarding lockdowns, quarantines and mandatory vaccination.  Under constitutional scrutiny analysis, legislation under the police power must be rationally related, which means it must have a substantial relationship to the legislative objective, and must not be unreasonable, arbitrary or capricious.

But the government’s police power also must balance against each individual’s right to self-autonomy such as the right to abortion, contraception and freedom from involuntary medical procedures. We as individuals have a right to protect our bodies against intrusion by the government.  However, this inalienable right must be balanced against our collective rights, such that your right to self-autonomy must not also harm your fellow Americans’ right to the same autonomy.  Hence, we confront the delicate balancing act that we now face regarding the Covid-19 pandemic and mandatory vaccinations through employment.

According to a New York Times article on January 14, 2021, “the government is not requiring people to take Covid-19 vaccines, but it has a long history of permitting such mandates. In 1905, for example, the Supreme Court upheld [Jacobson v. Commonwealth of Massachusetts] the right of authorities to require smallpox vaccinations.  Many hospitals require some staff to get vaccinated against the flu or hepatitis B. Children must get certain vaccines to be enrolled in school.” By the way, history has demonstrated that mandatory vaccination led to the complete elimination of the smallpox virus, only after it infected 300 million people.

Using the Covid-19 pandemic as the present backdrop, in 1905 the Supreme Court in Jacobson, which is still good law, eerily held the following. But first, I quote the question presented to the Court, “[i]s the statute, so construed, therefore, inconsistent with the liberty which the Constitution of the United States secures to every person against deprivation by the state?”  The Court answered the question by holding the state could exercise its’ police power to require mandatory vaccination against smallpox:

“The defendant insists that his liberty is invaded when the state subjects him to fine or imprisonment for neglecting or refusing to submit to vaccination; that a compulsory vaccination law is unreasonable, arbitrary, and oppressive, and, therefore, hostile to the inherent right of every freeman [person] to care for his [their] own body and health in such way as to him [everyone] seems best; and that the exception of such a law against one who objects to vaccination, no matter for what reason, is nothing short of an assault upon his [their] person. But the liberty secured by the Constitution of the United States to every person within its jurisdiction does not import an absolute right in each person to be, at all times and in all circumstances, wholly freed from restrain.  There are manifold restraints to which every person is necessarily subject for the common good. On any other basis organized society could not exist with safety to its members. Society based on the rule that each one is a law unto himself [themselves] would soon be confronted with disorder and anarchy.  Real liberty for all could not exist under the operation of a principle which recognizes the right of each individual person to use his [their] own, whether in respect of his [their] person or his [their] property, regardless of the injury that may be done to others.  This court has more than once recognized it as a fundamental principle that ‘persons and property are subjected to all kinds of restraints and burdens in order to secure the general comfort, health, and prosperity of the state…”

On December 16, 2020, the U.S. Equal Employment Opportunity Commission (EEOC) issued updated guidance supporting mandatory vaccination by employers, subject to some exceptions regarding disability, genetic privacy and religious exemption.

“If there is a direct threat that cannot be reduced to an acceptable level, the employer can exclude the employee from physically entering the workplace, but this does not mean the employer may automatically terminate the worker.  Employers will need to determine if any other rights apply under the EEO laws or other federal, state, and local authorities.  For example, if an employer excludes an employee based on an inability to accommodate a request to be exempt from a vaccination requirement, the employee may be entitled to accommodations such as performing the current position remotely. This is the same step that employers take when physically excluding employees from a worksite due to a current COVID-19 diagnosis or symptoms; some workers may be entitled to telework or, if not, may be eligible to take leave under the Families First Coronavirus    Response Act, under the FMLA, or under the employer’s policies.” (EEOC Guidance on Covid-19 Vaccinations)

Please see items K.6 and K.7 in the EEOC Guidance regarding important exceptions to mandatory vaccination due to existing disability and religious observance grounds. The guidance also explains that mandatory vaccination programs instituted by employers must not ask questions that impermissibly seek employee medical information.  According to the EEOC, the mandatory vaccination is not a medical procedure and thus is permissible.

But what becomes of this state power now entrusted upon private employers and the role of our liberty interest when employers mandate employees to vaccinate.  Is our liberty interest invaded?  Is the state police power operating through the hands of the employer?  Can you sue your employer on constitutional grounds?  I will endeavor to say that it is a close question of law and preferred that the federal government does not lean so heavily on us through such a vital means of our individual financial situations, aka our jobs. Please note, there exists no federal legislation here mandating vaccination, but only an agency guidance, which only garners judicial deferential treatment as the EEOC is one of several federal agencies charged with regulating workplace rights.  The EEOC’s state action touches too closely for my own comfort level.  But like smallpox, Covid-19 has wreaked havoc and killed thousands and we can all unanimously agree the government, as in a time of war, must intervene to protect us against this deadly virus, even if it means jeopardizing our individual liberty interests.   Covid-19 will not go away and I am sure the EEOC and future legislative bodies are cognizant of our individual liberty interests and desire not to trample them so haphazardly, which would not pass constitutional muster.  In the end, like smallpox, Covid-19 must be eradicated so you and I can return to the normal we all took for granted before this historic episode began.

Obviously, we are at threshold of this legal analysis regarding employer mandated vaccination, not the end. The EEOC guidance is just that guidance, not law and not codified regulation of a federal agency.  We need more time and further factual development to determine if state police power is currently operational and then is such power infringing upon our liberty interests and having a significant resulting injury to many.

If you would like more information about this topic, please contact Carey & Associates, P.C. at www.capclaw.com or send an email to info@capclaw.com.  Thank you!

 

 

 

Civil Disobedience and the Workplace: The Economic Consequences of Political Conscience

Civil Disobedience and the Workplace: The Economic Consequences of Political Conscience

Podcast explores freedom of speech by political activists on January 6, 2021 when they stormed the Capital Building and their employer’s reaction – immediate termination of an at-will employee.

For more information, please contact Carey & Associates, P.C. at 203-255-4150, www.capclaw.com or email at info@capclaw.com.

The content of this website is provided for information purposes only and does not constitute legal advice nor create an attorney-client relationship. Carey & Associates, P.C. makes no warranty, express or implied, regarding the accuracy of the information contained on this website or to any website to which it is linked to.

What To Expect When You’re Expecting To Be Fired!

What To Expect When You’re Expecting To Be Fired!

1.  THINK OF YOUR SEPARATION/SEVERANCE OFFER AS A NEGOTIATION.
2.  REVIEW WHAT YOU ARE BEING OFFERED – USUALLY MONEY.
3.  CONFIRM THAT YOU ARE BEING OFFERED EVERYTHING YOU ARE ENTITLED TO
4.  ASK FOR A COPY OF YOUR PERSONNEL FILE – YOU ARE LEGALLY ENTITLED TO IT.
5.  CONFIRM WHETHER YOU HAVE AN ERISA GROUP BENEFITS PLAN WHICH COULD INCLUDE SEVERANCE BENEFITS.
6.  CONSIDER WHETHER YOU MIGHT HAVE ANY LEGAL CLAIMS AGAINST YOUR EMPLOYER.
7.  REQUEST TO BE RELEASED FROM ANY NON-COMPETE, NON-SOLICIT, OR OTHER RESTRICTIVE COVENANTS (IF ANY APPLY TO YOU)
8.  REVIEW NON-DISPARAGEMENT PROVISIONS AND ASK THAT THEY LIKEWISE PROTECT YOU.
9.  CONTROL YOUR FUTURE REFERENCE.
10.  ARBITRATION CLAUSES.

For more information, please contact Carey & Associates, P.C. at 203-255-4150, www.capclaw.com or email at info@capclaw.com.

The content of this website is provided for information purposes only and does not constitute legal advice nor create an attorney-client relationship.  Carey & Associates, P.C. makes no warranty, express or implied, regarding the accuracy of the information contained on this website or to any website to which it is linked to.

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