Don’t Allow Your Attorney to Force a Settlement – It Could Be Legal Malpractice

If you agree to a settlement you may lose the right to sue your attorney for malpractice.

Quite often, a client will follow the advice of a lawyer to the letter. But lawyers sometimes make mistakes, acting out of negligence or conflicting self-interest. In such cases as with divorce or personal injury, that can lead to unsatisfactory results that can cost a client hundreds of thousands of dollars. When that happens, it could be deemed legal malpractice.

Attorney negligence can happen in many such cases for a variety of reasons:

• Impatience. He or she may not wish to prolong the lawsuit and might bias his advice toward settling. This can also be attractive to the plaintiff from a timing standpoint. But if that settlement leaves a physically injured party with an inadequate amount of money for long-term healthcare, it would have been prudent for the attorney to have advised the client of that risk. To not have advised the client may have been a breach of the attorney’s fiduciary duty.

• Fatigue. It is legal malpractice if an attorney simply decides he or she is tired of the case, or the client or the process, such that they press for an inadequate settlement. This might happen before enough is known about the defendant’s available assets, as it happens in some divorce cases. And it is a tool of insurance companies and their clients to wear down a plaintiff with delays, then offer insubstantial settlements.

• Error. It is possible the attorney or an expert witness hired by the attorney could make a mathematical mistake, such as undervaluing shared marital assets in a divorce settlement, or the projected future cost of living in a debilitating personal injury or medical malpractice case.

If you believe that any of these factors are present – particularly if your lawyer is putting pressure on you to settle while you feel that the settlement being offered is insubstantial – do not agree to a settlement and do not sign any settlement documents.

When to contact a legal malpractice attorney

A poor settlement decision is almost always irreversible. If you believe that your lawyer is putting undue pressure on you to settle a case prematurely, you have very right to refuse to sign settlement documents. The law states that a client may not sue for legal malpractice after agreeing to a settlement. If you sign a settlement document, it can preclude you from suing later for legal malpractice.

If you believe that your attorney is forcing you to settle a case against your interests, consult with a legal malpractice attorney – before you agree to the settlement in question.

Asking a second attorney to independently examine the case and offered settlement is similar to getting a second medical opinion. It’s ethical, it’s fair – and it helps you achieve your best possible outcome.

R. Klettke is a freelance writer. He writes about personal injury and medical malpractice law and other matters of jurisprudence.

Important Advisory: This article is not intended to provide legal advice upon which you or anyone else should rely in making any decisions regarding the instituting or prosecuting of a legal claim. Laws and rules relating to the bringing of a claim vary widely from state to state. You should always contact a personal injury attorney to obtain information as to the rules and the laws pertaining to any claim you might have.

If you believe your attorney has committed malpractice, speak to a legal malpractice lawyer before agreeing to a settlement. When a personal injury lawyer is paid on a contingency basis, as it happens in personal injury cases.

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4 Reasons Prestige Doesn’t Justify Your Rates: Your Law Firm Proposal Needs Better Differentiators

There you are, in your office, the night before your proposal is due, cursor blinking on your screen. And you’re staring at questions 1 and 2 of the Request for Proposal.

Q1. “What are your hourly rates?”

Q2. “How do you justify your hourly rates?”

When I consult with legal clients about their proposals, differentiating themselves is always the hardest part for them. Experience? Great results? Happy clients? Attorney bios? Yeah, they have it, but so do all the other large firms that they’re competing against. So how do you stand out? How do you get the client to choose you? Most importantly, how do you justify those rates?

Without a structured process, most clients simply give up. You cite the same things everyone else is citing, hope for the best and then dabble on a little of that magical Biglaw cure-all: prestige.

Ah, yes. What is prestige going for these days on the spot market? Can you buy a bucketful?

Does it work this way? Not at all. But every RFP that gets sent out gets back a dozen proposals going on and on about the history of the firm and how prestigious it is.

To the proposal writer, this makes perfect sense. After all, who is the client to say what is and isn’t prestigious? It’s a matter of opinion.

Think about that, though. Is your unverifiable, untestable opinion a solid foundation on which to justify hourly rates in a proposal to the very person who you want to pay them?

And is it something you even want to claim? To me, there are six very good reasons why you should banish this word from your legal proposals.

Can’t We Just Slap Some Prestige On It?

A proposal is a sales document. So what you say in it does affect the opinions that the reader has of your firm.

And a proposal can heighten the dignity of an otherwise excellent firm in the eyes of the client. In the end, though, for a proposal to ring true at all, it needs to reflect the actual character of your law firm. Now, a law firm can certainly enhance their prestige if they’re willing to pay the price to do so. But trying to claim the mantle without paying the price will be quickly found out. Moreover, the client will not appreciate you passing off averageness for the pinnacle of quality. It’s a sham.

There are firms that have become recognized as prestigious through decades of unsurpassed results, the highest standards and excellent customer service. And there are firms that have entered the club in a much shorter amount of time, spending what it took with tables at charity dinners and soirees and Monets and other forms of advertising that the legal world considers acceptable. A hundred years on one hand and ten or twenty on the other.

Well, heck, if those guys can consider themselves prestigious, why can’t we? We can use the same heavy paper in our Christmas cards and serve the same fancy wine at parties for clients.

The problem, though, is that prestige is a specific choice. And if you haven’t been making that choice all along, you can’t justify your rates by citing it now. Nobody will believe you. Why?

You Really Aren’t Prestigious

Expensive, yes. Prestigious, no.

The sorts of clients who are using RFPs are not stupid. They are Fortune 500 companies. They pay their executives very well. They know what prestige is.

Some attorneys argue that they can claim to be prestigious by virtue of their rates. This gets it all backwards, of course. But, even more critically, these sorts need to realize that they really aren’t actually willing to pay the price for prestige.

Prestige isn’t measured by how many partners you have who claim to bill $1,000 an hour. It’s found in a culture of adherence to the highest standards, even when nobody is looking. It’s a willingness to forego profits now for the sake of goodwill later. It’s ensuring that even your newest associates and paralegals understand that there is no such thing as routine. No routine email. No routine phone call. No routine filing.

The price of prestige is the way the receptionist answers the phone, the way even the UPS guy is greeted in the lobby. It’s the way a young litigator interacts with opposing counsel at the courthouse.

In other words, the price of prestige is doing everything it takes to earn prestige. Hourly rates are not part of that equation.

Your Clients Don’t Want Prestige

Still, some lawyers want to run prestige up the flagpole and waive it around for clients to justify their rates. Is that even a good choice?

If you choose to present yourself in your proposals as prestigious, does that mesh with the clients you’re trying to win? Does it harmonize with their businesses, values, goals, hobbies?

Not likely. When I ask training participants to name some prestigious companies, the same one always come up first. Try it yourself. Who do you think of?

The company most people mention is Rolls Royce.

Most people, even wealthy people, do not have a Rolls Royce. Why not? Wouldn’t they like one? Sure. But they have many, many things they want to accomplish before they get around to buying a Rolls Royce. They’d rather have their kids go to the best possible schools. They’d rather have a beach house as a place the family can go have fun together. They’d rather splurge on tickets to take their buddy to the Super Bowl. But a Rolls Royce? They’re happy with their Lexus or BMW or other luxury car. The extra that a Rolls Royce provides – prestige, essentially – just aren’t that valuable to most people.

And that’s with their own money. If they rarely get a Rolls Royce for themselves, you can be sure that they absolutely do not buy Rolls Royces for their business. Does Home Depot use Rolls Royce as a company car? Does Staples?

So why would you want to sell yourself as the Rolls Royce of law firms when you answer an RFP? And yet a Google search for “prestigious law firm” turns up over two million hits. Clearly, firms are doing just that.

This is not to say that you cannot justify your Biglaw rates. But if your clients are pickup truck people, you will not wow them with a Rolls Royce. Instead, you’ll just make them think, 1) you are very, very different from them, and 2) you waste a lot of money on stupid stuff. Does a client want to pay for stupid stuff through your sky high rates? No way. He’ll pay for quality, results, experience and a lot of other things, but prestige isn’t one of them.

Prestige Isn’t All It’s Cracked Up to Be

I remember appearing before a judge on a pro bono matter I was handling as a young associate when I was at Simpson Thacher, generally considered one of the most prestigious firms in the world.

I had been before her plenty of times before. But this particular time, the things she said made it clear she had no idea we were representing our client pro bono. Now, our client was a sweet, little old lady who had been forced out of her house by unscrupulous predatory lending. And here she was represented by Simpson Thacher, behemoth international law firm, go-to counsel for investment banks and brokerages and insurers. It was all so obvious. (Not to mention it was written on the front of all our pleadings, but judges reading papers is another topic entirely.)

At that moment, it became incredibly clear that she had never heard of us before. To me, this was eye opening. Green as I was, I just assumed that judges came from elite schools and students at elite schools knew about elite firms.

Nope. The firm name meant squat to her. If it meant squat to her, did it have any value to clients? Maybe at the appellate court level. Maybe in federal courts more than state. But not nearly as much as most Biglaw lawyers wish it did. And that’s for a firm that’s survived at the top of the New York legal community for a hundred years. Who are those other two million Google hits talking about?

Finding Other Ways to Justify Price

There is a vast chasm between a Ford Festiva and a Rolls Royce. This is the area in which you can honestly and proudly describe the character and value of your firm. The critical task in your proposal is to justify your rates by representing your firm well, not by misrepresenting it. This means your rates need more tangible benefits to rest on. Client-centered benefits include your:

· Responsiveness

· Clear communication

· Quality assurance

· Project management skills

· Operational efficiency

· Speed

· Alternative fee structures

· Experience with their specific industry

· Experience with that specific customer type

· Expertise

· Added value

Of course, you need to be able to actually back these up when the client asks for details. If you can’t say something like, “Yes, all our attorneys and paralegals undergo three hours of training in project management, an hour of training in management, two hours of training in quality assurance, and two hours of training in clear client communication,” then you can’t list them in your proposal as aspects that justify your prices.

The reality is that most firms get by on their experience alone and they can do that because everyone else is doing it too. But as big clients are moving towards using RFPs, they’re also becoming much more willing to take chances on smaller firms who are willing and able to deliver value in other ways. And as more law firms wake up to the value of a persuasive proposal, fewer competitors will be left playing the me-too game with your firm. In other words, the days of Biglaw rates being justified by experience and a whitewash of prestige are clearly at an end.

Prestige has its uses, but very few firms are needed to satisfy the occasional Sultan or Blue Blood. It’s time for you to find a better way to sell your legal services.

You need to win more business. For the sake of your firm’s profits per partner, your job, and your family, you need to be more successful.

Chris Sant will help you win 35% more business by improving the quality, structure and focus of your firm’s proposals using the Bulletproof Proposal Formula, including the proprietary ABC, 5-10-15-20 and PROSE techniques.

Proof? These sorts of strategies and techniques increased the win rates of over 125 Fortune 500 companies by even more — an average of 39%. And they have been just as successful with Magic Circle and AmLaw 100 clients. In fact, materials written using these strategies have resulted in over $30 billion in deals — that’s more than the GDPs of Iceland and Jamaica combined!

Visit us at

Which service do you need to instantly boost your wins by 35%?

• Bulletproof Content: A customized library of empirically tested, reusable content and proven template.

• Bulletproof Training: Fun, lasting, customized training for up to 18 of your people on these proven techniques.

• Bulletproof Package: Both the content library and the training that will make your revenues explode into the stratosphere.

All services come with these supercharged benefits:

• The Differentiation Designer. Improve the profitability of your firm by 15% by differentiating yourself from the competition on value, not price.

• The Deal Winner Wizard. Increase your persuasiveness in beauty contests and sales materials by 255% with these simple techniques.

• The Kickoff Meeting Kickstarter. Make your meetings 30% more responsive to client RFPs so you get the process right from the start.

• An iron-clad 1,000% ROI guarantee. You will make at least ten times the cost of my services in new wins within 18 months or your money back. Guaranteed.

Check it out at

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How to Choose a Maritime Attorney

Choosing an attorney can be a daunting experience. You want to choose someone who has years of knowledge and experience and specializes in the sector of law you need. This means if you have been arrested, you will need a criminal lawyer, but if you were injured while enjoying a worldwide cruise, a maritime attorney will be the best choice, understanding maritime law and how cruise ship protocol works.

The first step to choosing an attorney is to start searching for firms that work within your local area. Chances are you will need to visit the firm, so try and look for firms that are based close to your home or work. Speak to family and friends and see if they have anyone they can recommend, if not you will find a wide number of specialist attorneys on the internet.

It’s advisable to choose a few attorneys you feel are a good match to meet your specific needs. Hold interviews. Identify if they offer a free first consultation and take advantage of this. Sitting down and meeting with the lawyer can help you pinpoint which ones you feel will provide you with the highest level of service and support throughout the process.

The initial interview isn’t only a chance for the lawyer to learn more about your specific case, but is a chance for you to identify if they are the best choice for you moving forward. This means that you need to conduct the consultation as an interview, the lawyer is interviewing for the job to take on your case and help you win your claim.

Start by asking them everything you need to know. This can be their experience in this specific niche of the law industry, how long they have worked in the industry and their success rate when it comes to claims. It’s also advisable to take this opportunity to find out about their fees and whether they bill you an hourly fee or they take payment should they win the case, thereby reducing the risk to you and only making you pay their fees in the event that you win the claim.

It’s always advisable, especially when choosing an attorney that works in maritime law and you have had an accident on a cruise ship to ask how they think you case will go. Getting legal advice on whether it’s worth your while claiming can help you decide whether to proceed or not. Remember if you were injured while on vacation which has left you unable to work and losing income, while paying high medical costs, then you have every right to claim against the cruise company.

Ensure the lawyer you choose understands maritime law. Remember cruise ship law is very detailed and complex and it’s imperative that when you choose an attorney they have the knowledge on the procedures to follow to ensure your claim stands a chance and you can be awarded compensation for your experience.

Identify if the lawyer has a team that works with them. Most lawyers will have a team made up of paralegals and assistants, they should all work together to ensure deadlines are met and that your claim is a top priority, ensuring you receive the service and support you expect.

When you choose an attorney, ensure that they are focused on helping you reach a speedy resolution. While claims can vary in time length until they are finalized, you want someone who will work with you, keeping you informed every step of the way so you always have your finger on the pulse and know exactly what is going on at all times.

Crew Advocacy is a personal injury and commercial litigation law specialist with over twenty year’s industry experience. This law firm offers their services in Palm Beach, Broward and Miami-Dade country. They are a team of bilingual professionals ranging from lawyers to support staff who handle a high volume of maritime claims ranging from wage disputes to personal injury claims and harassment cases to wrongful death, medical malpractice and more. Crew Advocacy offers a professional service working to a fast resolution. They ensure their clients understand the process, offering a wealth of information and a high level of service. To find out more, visit

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How You Can Improve Your Possibility Of Winning A Court Situation

1. Do not exaggerate the matter even a little bit. If you think you can get by with just a few little extradition points you might be stunned. Don’t try this.

2. Do not attempt to forge witnesses to strengthen your case. Governments hire trained psychologist, detectives etc who are well versed at finding out if the person is telling a false story or the real story. If you think you can grab a friend to lie for you, you might be mistaken. If you are caught carrying this out, you can be flagged within the eyes of the justice system. Think it over, if you’re suing the person for any crime he did against you, you are already certain that you will win.

3. Don’t change what you have told a legal court. Ensure that you carefully plan what you have to say. Whatever you “think” is clear towards the court, just may be unclear to the judge. Be as detailed as you can be.

***What You MUST Do***

1. Voice the TRUTH all the time. When you are the person suing, don’t lie.

2. Present ALL evidence you’ve got. Even if you think that your bit of evidence is just too tiny and won’t affect anything, present it anyway. A lawyer like myself is qualified to relay the facts towards the court in a way that will strengthen your case into the maximum.

3. Remain calm all the time when speaking in the court. My clients ask me, “I am nervous since I am afraid I may screw up or say something that will hurt my case, how must I cope?”. I let them know, you no doubt know whatever you have carried out and you also understand the situation inside and out, feel safe and calm and voice anything you can.

4. Be courteous to the opposition. Permit the person you are suing, say his/her part and act professional. If you are confident that you’re saying the truth, you won’t have to over-react.

Conclusion: Most of the tips I have mentioned to you are common sense. Just keep them in mind when you are presented with a situation where you will be required to deal with the law/justice system. This also can apply to dealing with the police in case you are filling a complaint or something similar. Please also note that you can be rest assured, that you can increase your chances of winning with the points I have outlines above.

My name is Raj Napal, to view some of my cases, please visit my website []

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Society, Stereotypes, Second Chances: Addicts and The Employment Challenge

Suzie J is a single working mom who has been in recovery for 11 years. She has not had a drink or a drug since 2002. In the past decade not only has she paid off all of her fines for the shoplifting charges she incurred while in the throes of addiction, she has also made individual amends to each of the stores she stole from in keeping with her 12 step program.

After two years of clean time and struggling with low paying, physically demanding jobs, Suzie returned to school and pursued post secondary education to increase her opportunities. She was fortunate to land a job in a socially conscious non profit organization that hired her with full knowledge of her past. Suzie stayed with this organization for 6 years, working her way from entry level receptionist to programming director.

Without warning, the organization’s funding dried up and it had to close it’s doors. Suzie was given a glowing letter of recommendation to assist in her job search.

Suzie has been searching for work ever since… for over a year now. She has landed multitudes of interviews due to her experience and recommendations. She is well spoken and composed at meetings with hiring managers and HR people. Initially her interviews always go well; however, as soon as she replies truthfully as to whether she has a criminal record, the opportunities are swiftly withdrawn.

After living a drug free and productive life for 11 years, plus having had a stellar career as programming director, and as a currently active community volunteer, Suzie states, ” It is terribly frustrating and discouraging to be denied jobs that I am actually overqualified for because I shoplifted in 2002 when I was still in the grips of my disease and very desperate “.

“I am fortunate that I have already been living in sobriety for so long. I don’t know if I would have made it through all the rejection and disappointments if I was an addict or alcoholic in early sobriety” she adds.

“I can see why some people just give up trying to fit in to society… on some days it just seems impossible”

Suzie admits that even with her strong recovery program, it is getting harder to tell the truth at interviews, especially when it’s a job she really wants. It becomes a very tough call for her. Although honesty is the mainstay of her recovery from addiction, so is having a job to support her family.

Myths and stereotypes

Our culture perpetuates fear based stereotypes about addicts and routinely closes doors on people who are genuinely trying to rebuild their lives. This same society that continuously shouts the importance of overcoming drug and alcohol addiction and puts the onus on addicts to become ‘contributing members of society’, regularly denies giving people the opportunity to do just that!

A study by the Ontario Human Rights Commission entitled “Minds That Matter” exposes the painful reality of what it is like to be a recovering addict or alcoholic searching for employment in Ontario. One survey shows that between one-third and one-half of people with psycho-social or addiction issues report being turned down for a job for which they were qualified, had experienced dismissal or were forced to resign. Those who do manage to enter the workforce are routinely hired in low-wage, low skill jobs with few prospects for advancement or stability. Quite often menial jobs well beneath the jobseeker’s skill level are taken out of desperation… a tough blow to a hypersensitive self-esteem.

Many addicts are subjected to hiring processes that ask questions about people’s medical history for jobs that do not require this knowledge. Many individuals in recovery are also asked if they have ever been arrested and are at a disadvantage immediately.

Dr Adi Jaffe, a renown addiction consultant and executive director of Alternatives Behavioral Health and lecturer at UCLA wrote a 2012 article published on CNN health entitled, “5 Damaging Myths about Addiction… ”

In this article he shared his own challenges in overcoming the stigma attached to being in recovery. Despite the fact that Jaffe had already received a P.H.D., has been clean and sober for more than 10 years, and had already undergone three years of previous drug testing he was still required to finish another 3 years of testing before he could earn his psychology license. This attitude of suspicion, labelling and condemning addicts as ‘unsalvageable’is disturbing and very discouraging to those fighting for a better life.

Jaffe states, “Addiction is plagued by myths and misinformation that were created to scare our children away from drugs. But these haven’t succeeded and have actually made it harder for addicts to return to a normal life… ”

The myth that causes greatest damage to a recovered/recovering person’s chances for employment is the assumption by many non-addicts that active addiction is a lifetime condition, that addicts and alcoholics will always be obsessed with using or drinking.

“This simply isn’t true,” Jaffe continues, “and it places a huge emotional and psychological burden on recovered addicts. Addiction is on a spectrum, like depression, and every person is different. While there are plenty of cases where addicts struggle for years to overcome drug addiction, many more cases reveal the opposite- users who manage to put the past behind them and lead normal and productive lives. ”

Equally destructive is our culture’s deeply ingrained idea that former drug and alcohol abusers are “damaged goods” who are unable to function normally, follow directions or be reliable workers, prompting employers to widely discriminate against addicts in their hiring practices.

Freshly out of the darkness of alcoholism or addiction, hope for the future and for a better life is the motivating light that keeps people in recovery. Getting a job is an essential ingredient in successful rehabilitation. Sadly, systemic discrimination and repeated employment rejection often destroys hope and, in some sad cases, can actually drive people back to the familiar world of drugs and alcohol.

The Ontario Human Rights Commission states that work, paid or unpaid, is a fundamental part of realizing dignity, self-determination and a person’s full potential in society. In this province there is legislation designed to protect employment seekers from discrimination based on disability, which includes addictions. However, the truth of the matter is that even with legislation in place discrimination remains widespread. If the person has a criminal record due to past actions while under the influence of drugs or alcohol during active addiction, she is usually turned away before even having a chance to prove her ability or explain her circumstances.

Experts in treatment and recovery estimate that when a recovering addict is honest about her past, she will still get turned down for a job 75 % of the time, despite the fact that our Human Rights legislation outlaws these practices. These bigoted practices continue to flourish, primarily because few recovering addicts want to fight it, most don’t have the confidence or resources and many are not even aware that they have rights under the code. At the end of the day, most addicts/alcoholics just want to move forward with their lives.

Addiction is a complex issue that overrides other factors including qualification for the position. The negative stigma attached to the word ‘addiction’ has an impact on the employer’s attitude because, simply, the employers’ goal is to hire the best person for the job. In the employer’s mind hiring an addict may mean that perhaps more effort has to go into watching and supervising the new employee and in being prepared with a contingency plan… just in case. Adding to the problem is the continued bad press about addicts and alarming relapse statistics, including a recent American survey of people in recovery that found that 46 % had relapsed, and of those, 30% had slipped several times.

For people who aren’t familiar with the process of recovery, and who have fallen prey to addict stereotypes portrayed on TV and in the movies, the real or imagined potential cost and counter productive consequences of hiring an employee who may relapse is a very big barrier to overcome. In most cases, if an employer has a choice between hiring an addict or a non addicted individual for the same position, the employer will go for the person who is not addicted.

It is a delicate matter. While on the one hand, addicts need to be able to access gainful employment, employers do need to be able to make good hiring decisions for their business.

Creating opportunity and productivity together

How can the business community and the recovery community work together to create opportunity and productivity for both sides? The answer lies in education and incentives.

First of all, employers need to be shown the value in hiring recovering addicts otherwise there will be no reason for them to consider it. The benefits must be presented in a way that would enable hirers to see that there is an entire wealth of skilled, experienced employees in the recovery community, eager and willing to work with a heightened sense of responsible and honesty.

Employers and the public in general need a better knowledge of the recovery process. Most importantly is the knowledge that while,on a rare occasion, a worker may relapse, the longer he is in recovery the less likely he is to go back to his former destructive lifestyle. Chances are with the right encouragement and a secure job, he’ll stay in recovery like the thousands of other gainfully employed Canadian addicts who are quietly getting on with their lives and whom are good, reliable, trustworthy workers. Most addicts are genuinely thankful for their job opportunities and willing to work very hard to express their gratitude. Mutual understanding and respect creates a win -win situation.

People in recovery and with criminal records must take the time to know their rights. It is imperative to learn what disability-related information a person is required to provide and which questions are unlawful. Job seekers must learn to not be afraid to refuse to answer inappropriate questioning. Many addicts do not know that they do not have to disclose a diagnosis of addiction to an employer and consequently end up shooting themselves in the foot during an interview.

Equally as important is education for employers around the criminal records issue. Statistics show that approximately 13 percent of all Canadians have a criminal record. The majority percentage of those record holders are addicts/ alcoholics. Although these are usually minor offences committed during active addiction, they become major obstacles to getting hired.

It is common to see someone convicted of something as trivial as stealing a pack of cheese 10 years ago being refused an entry level job in an unrelated environment like a call center. As soon as employers hear the words ‘criminal record’, they often think of major crimes and immediately make a decision not to hire, when in reality most addict crimes are petty crimes of poverty and desperation. In order to break the systemic rejection of people with records, it is important for individuals to stand up to unfair practices.

Employers and addicts should know that record of offense is a protected ground under the Ontario Human Rights Code. There are guidelines to help job seekers and employers to understand what can be asked and what falls under the category of discrimination.

Finally, an incentive tax break program should be developed that would reward employers who open their doors to former addicts who are have been rehabilitated and are trying to rebuild their lives.

Pro active government wage subsidies applicable to hiring rehabilitated addicts would also encourage more businesses to take advantage of the employable resources in this demographic.

Quite regularly we hear negative stories of how addicts have broken the law, of how they have fallen asleep on the job or have gotten in major trouble at the workplace. Sadly, we never get to see a front page headline that reads, “recovered lady alcoholic wins employee of the month award at prestigious advertising agency “or former crack cocaine addict puts in overtime to help develop health care strategies for underprivileged kids” but… that IS what thousands of people in recovery do on a daily basis.

Kimberley-Robyn Covey, Licensed Paralegal, Record Suspensions

Imagine the opportunities and freedom that would be yours if your criminal record was sealed. The possibilities are endless!

Contact 1 888-744-8002 for expert information on obtaining a Canadian Record Suspension.

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