How can you streamline your contract drafting time and create a better document? Prepare. For all types of transactions, the time spent organizing and guiding the drafting and closing process will save actual drafting time and will help produce more accurate, understandable, effective, and comprehensive documents. Follow these ten steps for success in any business transaction.
The party opposing summary judgment has one objective: Convince the court that there’s at least one “triable issue of material fact.” CCP §437c(c). This objective should guide every aspect of the opposition’s separate statement and supporting memorandum. Cal Rules of Ct 3.1350(e). Here are checklists to help you meet all requirements and prepare these opposition documents to their best effect.
Sometimes you believe that certain persons are liable to the plaintiff, but you don’t know and can’t readily learn their names. That’s when you include them in the complaint as “Doe defendants,” i.e., you fictitiously name them in the caption of the complaint and then allege ignorance of their true names in the body of the complaint. CCP §474. If you later learn the names of a Doe defendant, you’ll need to amend the complaint. Here are four things to know about amending a complaint to name a Doe defendant.
Despite the political rhetoric, public confidence in scientists has “remained stable for decades.” You can bring this confidence into the courtroom through expert testimony based on the scientific method, i.e., physical observation and testing, not just untested hypotheses. Experts should be “hands on” when it comes to collecting and investigating physical evidence.
When it comes to testifying, the first and most fundamental rule is to tell the truth. In addition to the obvious reasons, it’s hard to trick or trap someone who’s telling the truth about everything. But sometimes witnesses are afraid to admit to mistakes or biases and inadvertently appear less than honest.
A possible accommodation for an employee’s disability may be the use of an assistive animal in the workplace. What considerations should go into deciding whether to allow this accommodation? Here’s a handy checklist to help employers respond—keeping in mind that they have only 10 days in which to do so.
Employers not only may be held liable for workplace harassment, but they have the potential for separate liability for not taking reasonable steps to prevent the harassment from occurring. Govt C §12940(k). One step every employer should take is to draft and disseminate an anti-harassment policy. Note that the mere existence of a policy prohibiting harassment isn’t enough to shield the employer from liability. To work as a shield, the policy must be adequate and it must be distributed to employees. Does your client’s policy include all of the elements in this checklist?