The United States is the leading market for the self-storage industry (also called mini storage or self-service storage), with about 46,000 storage facilities located all around the country and still growing. It is such a huge industry that there is even a show on television called “Storage wars.” According to a report from 2007, the US market for self storage and leasing was at $6.6 billion, and has since possibly increased.
Storage units are usually rented on a short-term basis, although arrangements for long-term use can be made. Units can be leased to both individuals and businesses. However, just about every jurisdiction does not permit using a storage units as a residence. The renters, or tenants, are given their own lock and key for their own security, and generally all the items stored are covered by the storage facility’s insurance. The main difference between a storage facility and warehouses is the accessibility of employees to the facility; this, therefore, creates more security and privacy for the tenant, as it is less open to theft and break-ins.
Many storage facilities offer additional services and packaging supplies, such as boxes, locks, and even truck rentals for transporting the items to and from the storage facility. Other tenants are specifically looking for storage facilities that offer climate control. These types of storage units in 78729 at Pond Springs Mini Storage can help in maintaining important and sometimes fragile items that need to be kept in a certain temperature to avoid damages. Climate controlled storage units can help preserve important artifacts or documents that can be damaged by weather or changes in temperature. Because many of the items stored in storage facilities are saved for future use, and even for sale, it is vital to keep them in the best possible condition. Finding the right storage facility, therefore, is important to keep them safe and in the best state.
Benicar (olmesartan) is one of a family of angiotensin II receptor blockers (ARB), also known as sartans which are used as treatment for hypertension. Diarrhea has always been known to be a side-effect of ARBs including olmesartan, so there is no surprise there. However, as mentioned in the website of law firm Williams Kherkher, an alarming number of cases has been reported to the Food and Drug Administration (FDA) as well as observed by researchers which strongly indicate that there a link between Benicar and a condition called sprue-like enteropathy. It is believed that drugs containing olmesartan alone among the ARBs are the only ones with this effect.
The condition is called sprue-like enteropathy because it mimics the symptoms of Celiac sprue, more commonly known as celiac disease which is a chronic medical condition resulting from an intolerance to gluten. Gluten is a protein present in wheat, rye, barley and related grains that when ingested by a celiac disease patient causes an immunological response, damaging the intestinal mucosa and villi, flattening it. This is called villous atrophy of the intestine, and results in the non-absorption of nutrients, diarrhea and weight loss. To test for celiac disease, the patient is tested for the presence of an antibody assay called the immunoglobulin A anti-tissue transglutaminase antibody or IgA-tTG. A patient with sprue-like enteropathy will exhibit the same symptoms but the IgA-tTG test will be negative.
Because the condition inhibits the absorption of food nutrients, a patient suffering from sprue-like enteropathy over a period of time is at risk of developing massive and irreversible intestinal damage that will affect other organs in the body. When celiac disease is ruled out, it is likely that the symptoms are being caused by Benicar, and should be discontinued under the doctor’s supervision.
If you have acquired sprue-like enteropathy because of Benicar, you may have already suffered from significant harm that would require costly medical intervention and care. Consult with a dangerous drugs lawyer in your area to go about getting compensation for your condition.
There has been a lot of attention focused on anticoagulants (blood thinners), mostly because of their serious and sometimes fatal side effects, but few really understand why anticoagulants are even prescribed when there is a risk of harm.
Anticoagulants are central to the prevention of strokes for the at-risk patient. This means people who have a high tendency to develop blood clots that could dislodge and cause a stroke, such as those with atrial fibrillation, are prime candidates for an anticoagulant prescription such as warfarin, which has been the standard medication since the 1950s, or the newer drugs, the injectable Pradaxa (dabigatran etexilate mesylate) or the oral Xarelto (rivaroxaban).
Anticoagulants do not break up existing clots; rather, they prevent its formation in the first place by inhibiting (blocking) one part or another of the coagulation cascade. It is like placing a finger in one section of a domino show; when the toppling tiles get to that point where the finger is, the show stops. Various drugs target different components of the coagulation process, but it all prevents the production of thrombin, a proteolytic enzyme that triggers the formation of fibrin from fibrinogen. It all sounds complicated and it is, but suffice it to say that anticoagulants keep the blood fluid by keeping clotting factors at bay. Anticoagulants can be dangerous if administered improperly, and should only be taken under a physician’s supervision.
A common problem of anticoagulant use is bleeding. Blood clots act as stoppers to a ruptured vein or other blood vessel to keep the blood in and facilitate repair of the damaged parts. An anticoagulant in the system will keep the blood from forming these clots. The risk of harm is high, but for some patients, the benefits outweigh the risks. However, there are some anticoagulants that appear to pose a higher risk than is acceptable. According to Xarelto lawyers, the newer anticoagulants lack an effective reversal agent to counteract uncontrollable bleeding, which can lead to fatal consequences.
If you have been seriously injured from using Xarelto despite faithfully following the doctor’s instructions, it may be because the drug is just too dangerous. Consult with Xarelto lawyers in your area for a more thorough understanding of your rights and the drug companies’ liabilities.
Chapter 13 bankruptcy is an option where you are given the chance to keep your properties, but in return you have to reorganize your debts in order to draft a payment scheme that you will adhere for a certain amount of time, say three to five years. This form of bankruptcy is not for everyone, as it requires you to use your own income to repay parts of your debt, thus it is important for you to prove in the court that you have the ability (and income) to keep up with your payment responsibilities.
Repayment plan is the most important aspect of Chapter 13 bankruptcy. This will plan out how much you will pay for each debt, as well as the way you will pay them. It will be up to you and the courts to determine your repayment plan, and this will also depend on you income and the debts you have. If have stumbled upon an issue where you are unable to pay for your debts, you will be given an option to modify your plan or ask the court to have some of your debts discharged, otherwise you might convert to a Chapter 7 bankruptcy.
After completion of your repayment for Chapter 13 bankruptcy, you will have to provide evidence that you are up-to-date with your alimony or child support obligations and have attended and completed a budget counseling course (form an approved US Trustee) in order to receive a bankruptcy discharge.
Wrongful termination/discharge/dismissal is one situation wherein the termination of an employee from work violates any of the provisions in the employment law or any of the terms stipulated in the contract of employment. All employees in the US have protective employee rights against wrongful termination. These Employee Rights are based on:
- Statutory Rights: these are mandated by the state or federal government and require an advance notice of the closure of or a facility or sizeable lay-offs (due to retrenchment), provision of unemployment insurance and protection through anti-retaliation and anti-discrimination laws;
- Company Policy: states the provision of severance payment in case of company lay-offs; and,
- Contract Rights: an employee’s individual contract with his/her employers which may be sheltered by a union/collective bargaining agreement.
If, despite these rights, an employee sees foul play in losing his or her job, then the Wrongful Termination Law can be used to determine whether the termination was proper or not. This law also provides possible remedies in cases of wrongful removal from work.
The usual reported causes of wrongful termination include discrimination, retaliation, refusal of employee to perform an illegal act (at the command of the employer), failure of employer to abide by the company’s policies on termination procedures and whistle blowing or complaining.
Besides wrongful termination, there are two other means used by employers to terminate an employee:
- Constructive dismissal –a voluntary decision (by the employee) to quit from work arrived at due to the unbearable working conditions at the doings of the employer. These conditions may take the form of unconstructive changes in work and/or pay, harassment and/or discrimination.
This voluntary resignation may be legally compared to wrongful discharge; the employee only needs to prove that he/she has quit work due to a breach of contract by the employer. The Employment Rights Act of 1996 states that any employee, who ends his/her employment contract due to the employer’s conduct, may be considered as illegally dismissed.
According to the United States Department of Labor, constructive discharge happens “when a worker’s resignation or retirement may be found not to be voluntary because the employer has created a hostile or intolerable work environment or has applied other forms of pressure or coercion which forced the employee to quit or resign. This often arises when an employer makes significant and severe changes in the terms and conditions of a worker’s employment.”
- The “Employment at Will” Doctrine – simply means that any employee may be dismissed (even without notice) or can resign from work any time even without valid reason/s. There are circumstances, though, which will render this doctrine not applicable, such as (if the employee is covered by) a contract of employment, a company policy that provides termination procedure and a collective bargaining agreement.
An employee should understand that if ever he/she has been terminated from work and he/she strongly feels and believes that this termination is in violation of his/her rights, then seeking legal assistance is essential. Not only are employment laws complex, but there is also a statute of limitation in filing for a wrongful termination lawsuit plus the need to forward a claim to the Equal Employment Opportunity Commission (EEOC) prior to filing a lawsuit.
Choosing to file for bankruptcy can be a difficult decision, particularly since it can affect your records for a certain period of time; however it may be the best option because it gives you the chance to organize your finances and clear up your debt, enabling you to start over.
One of the many options is Chapter 7 bankruptcy, as it helps in discharging almost all of the debts. Another benefit of Chapter 7 bankruptcy is that it helps keep the creditors from taking over the properties, such as have homes foreclosed, and avoid any harassment from them. With the limited amount of money available, a lot of people who choose to file for Chapter 7 bankruptcy choose to file them themselves. Here are pointers on how to do exactly that.
After confirming that you are eligible for Chapter 7 bankruptcy, the next action is to have at least three (3) copies of your credit report, since most of the credit bureaus do not have a copy of them and there is a possibility that one report may be different from the other. Ensure that your credit report have the addresses of every creditors since you need them in your forms.
Make sure to complete your mandatory credit counseling course (you’ll be given a certification after completing it), and the course typically costs about $30. Get this counseling course from a credited company. Then find out which Federal Court jurisdiction you belong, and then complete your necessary bankruptcy paperwork. With your completed paperwork and certificate of completion from the counseling course, file your petition to the bankruptcy clerk, making sure you have the date for the “meeting of creditors”.
While waiting for the meeting with the creditors, make sure you respond to all the letters sent to you (either from the trustee or the court). Bring together things such as past two months pay stubs and bank statements, last year’s tax forms, and any real estate paperwork that may be asked by the bankruptcy trustee. Make sure you attend the meeting of creditors and answer their questions honestly.
Within 45 days after the creditors meeting, you should complete the post-filing of personal financial management instruction course (which cost $30) otherwise you might run the risk of having your case dismissed if you have failed to complete it. After receiving your certification of completion of this course, submit the certificate as you have been instructed in your letters, then wait until you receive the final correspondence stating that your debts have been discharged.
This may seem easy to follow, however it is always strongly advised to get a lawyer to help with these process. Many things can go awry, and you might not be able to defend your case properly. Having legal representation present to guide and advise you on the next step will guarantee that your case will end in a positive result.
Some people may not be aware of the dangers of tailgating. Tailgating is a form of aggressive driving, where another driver is driving too close to the car in front of him. More often than not, tailgating drivers use this maneuver to express their impatience and frustration to the driver in front of them. Although it may seem harmless, in many occasions tailgating has lead to many rear-end accidents and often lead to road rage and retaliation incidents.
Experienced drivers do tailgating because of the technique called drafting. Drafting is often used in car racing because during drafting, there is less or no wind resistance to the car doing the tailgating because the one in front is taking it all, therefore making it easier to overtake to the front. For inexperienced drivers, these situations can cause severe accidents because it lowers the reaction time for any sudden changes. Another thing to lookout for during tailgating is turning into corners. Tailgating to another vehicle while turning corners is just an ego boost to many.
To know if you are tailgating, try practicing the “three second rule”; making sure that you have enough time to react to any sudden changes from the driver in front. Human’s reaction to danger takes about one to four seconds, therefore having enough space ensures that you can safely drive next to another driver and prevent any accidents that may happen on the road. Also, poor driving conditions can increase the chances of road accidents.
Penalties for tailgating can vary depending on each state law, but it often includes fines and demerits in accordance to how dangerous you were driving. Tailgating is prohibited, and is a negligent act that goes against road safety. Those who do these kinds of acts are punishable by the law.
Becoming injured or ill on the job can mean that you have to take time off from work in order to recover. If this time off lasts for a long period of time, it can lead to a significant blow to your finances because of medical bills and lost wages. However, injuries or illnesses that prevent someone from working for more than a year are considered long-term disabilities, and can make you eligible for Social Security disability benefits in Texas.
Most long-term disability claims are due to an illness. Cancer, heart problems, psychiatric problems, or musculoskeletal or neurological disorders are typical illnesses that require long-term disability benefits. However, having a certain illness or injury is not enough to qualify you for long-term disability. There are a variety of different requirement you have to fulfill in order to successfully apply for disability benefits. For example, you must have worked full-time for an employer for a certain amount of time. Long term benefits are available only after short term disability runs out, and is paid through your employer, a group plan, or an individual insurance plan.
You can still be denied benefits even if you met the requirements of filing for long-term disability. In the event of denial of benefits, you would need to file for an appeal. The site of the Chris Mayo Injury Lawyers explains that filing for an appeal can be a daunting task. However, choosing to hire a lawyer for your appeal can be more beneficial that filing on your own because they can ensure timely filing, correct problems with your initial application, and effectively manage the appeal application process. If you or someone you love has a condition that prevents you from working, pursuing Social Security disability benefits may offer the financial assistance you need in order to prevent a deteriorating financial situation.
The West Virginia coal mine explosion in April 2010, which claimed the lives of 29 people, oil rig south that blew up south of Louisiana, and the fire at a Washington State oil refinery, have all renewed the strict campaign of the Occupational Safety and Health Administration (OSHA) in ensuring a workplace that is medically safe and compliant with US government’s safety standard.
OSHA, a branch of the federal government that enforces health and safety laws, was enacted to eradicate the threats and hazards of chemical exposure and unsafe work environments which caused millions of injuries and illnesses in the US each year. Prior to OSHA, workplace hazards (some of which were due to chemical exposure) accounted for about 300,000 job-related illnesses, 2.5 million job-related disabilities and 14,000 deaths. Its creation, however, mandated employers to ensure a safe and healthy workplace for all employees by determining exposure limits to toxic materials (like asbestos, lead and vinyl chloride), providing employees with personal protective equipment, evaluating the presence and effects of hazardous chemicals in their workplace and, if necessary, eliminating these.
Furthermore, in 1983, OSHA published the Hazard Communication Standard, the program that became famous under the heading, “Right to Know” laws, and which specifically required importers and manufacturers of chemicals to assess the dangers associated with the chemicals they manufacture and distribute and make sure that such information is included in the product’s container labels. The program also mandated all employers to train their employees whose job required exposure to hazardous chemicals.
Construction sites workers are the ones most prone to work-related accidents and that hundreds of thousands of workers are either severely injured or killed each year due to construction site accidents. There is another job, however, where workers may not be endangered by enormous equipment and dangerous tools, but are definitely prone to job-related illnesses and disabilities due to direct, and sometimes prolonged, exposure to toxic/dangerous chemicals – professional cleaning.
The cleaning industry is a very dynamic sector as it represents one of the largest services required by both public and private enterprises. Many risks and hazards threaten professional cleaners, though, including: exposure to hazardous substances, like biological agents which can cause asthma, allergies, and blood-borne infections; slips, trips, and falls, especially when working in a wet, slippery environment; and, electrical hazards from equipment used during work.
There are many other forms of workplace dangers employees may be exposed to, but most of these can be averted, if not completely prevented, with due diligence and strict compliance with OSHA stipulations, as well as through job hazard analysis and risk mapping. Riverside, California attorneys could help people who have been injured in workplace accidents through the difficult process of applying for workers’ compensation benefits after an injury. If worst comes to worst, a lawyer could also figure out whether or not a lawsuit is necessary.
Many times in the past, employers have hired job applicants, only to land them in inappropriate positions since applicant evaluation involved only simple aptitude tests or a run through of the applicant’s resume. This hiring method has, more often than not, resulted in stressed and unproductive employees, absenteeism, fast employee turnover, workplace accidents, and costly claims (compensation) – losses and costs that manifest some sort of failure (whatever or wherever it is) on the company’s part. Today, allowing a professional functional employment testing firm will help employers not only to do away with all those unwanted eventualities, but hire the right and best people and land them in jobs most appropriate for them.
Since the 1990s, when WorkSTEPS, Inc. was developed by Larry Feeler, a certified physical therapist, the process of hiring in many firms has had major changes. Allowing WorkSTEPS, Inc. to play a key role in the hiring process, workers, especially new hires, have been matched with the right job, while absenteeism, lost time, employee turnover, compensation claims and work site accident/injury have been significantly reduced. One company has even enjoyed a cutback in work-related injuries and workers’ compensation claims amounting to about three quarters of a million dollars – definitely big savings that will make business owners nod in approval. Just ask a business lawyer: something that saves the company money, improves employee retention and morale, reduces lawsuits, and helps match the right people to the job is almost certainly of value.
WorkSTEPS, Inc. is the top provider of functional employment testing in the US. Its services include:
- Functional employment testing
- Return-to-work fit-for-duty
- Post-employment fit-for-duty testing
- Functional capacity evaluations (FCE)
- Post-injury upper quadrant/carpal tunnel testing
With WorkSTEPS, Inc., the perennial concern of business owners, which is effectively matching a job with a worker’s strengths and skills for a workplace that is compliant with legal standards and medically safe, is finally given a solution. These are essential requirements whether you are just starting a business or already focusing on attaining your company’s goals and target profit as this will help keep employees satisfied and legal problems to a minimum.