Imagine that you have a successful dental practice. You serve your patients to the best of your ability; you try to go above and beyond for them. Then one day, you have an encounter with that patient, or there happens to be some sort of incident or accident. What happens next? Below is a high-level look at the way professional board matters work and how to seek to resolve them.Read More
If you are at all familiar with the field of law, you likely know that there is almost always more than one way to bring issues to resolution. There are two basic types of resolution: traditional litigation and alternative dispute resolution (ADR). Alternative dispute resolution often involves actions that occur outside of a courtroom as a means of saving all interested parties significant amounts of both time and money. Arbitration and mediation are two examples of ADR, and they are frequently mistaken for one another. Mediation is a more flexible method of resolution which may be both voluntary and non-binding. Arbitration, however, can be a little more rigid in its requirements and results.Read More
In the world of legal issues, there are a number of possible ways that you can work to resolve your problems. While you have likely heard of traditional litigation, it is less likely that you have heard of alternative dispute resolution (ADR). These alternative options usually include mediation and arbitration, and the two are frequently confused for one another.Read More
As an employer, there is perhaps nothing more stressful than facing potential litigation. Regardless of whether the conflict relates to an issue with a patient, an employee, or even a regulatory agency, and regardless of whether you are truly at fault, the bottom line is that the best approach to litigation is to avoid it in the first place.
Fortunately, a new law in California is helping employers to do just that when it comes to correcting employee wage statements. Assembly Bill 1506 (AB 1506) was signed by Governor Jerry Brown on October 2, 2015 and took effect immediately. The law is an amendment to the California Private Attorneys General Act (PAGA), and it provides employers with 33 days in which to "cure" certain commonly...Read More