In fact, says Barnes, many of these judges are from the Miami-Dade area and surprisingly, none were looking for a job in the entertainment business, but instead, were approached by companies such as Sony Television. While the goal is to find those beautiful judges that come across well over the airwaves (and by the looks of these judges, the efforts paid off), scouts also look for those with a high degree of experience and the personality to match (think Judge Judy).

Whether it’s the aforementioned Judge Judy and her no-holds-barred approached to defendants and plaintiffs alike, to the hilarious and openly-gay Judge David Young, there’s no lacking of personality, charm and ability to cite any number of court cases. A. Harrison Barnes says the wave of courtroom television began with The People’s Court more than a quarter century ago when Judge Joseph A. Wapner, in his grandfatherly wisdom, doled out legal rulings perched from his made for TV bench. No one other than the lovely Judge Marilyn Milian, who I would have sworn was found in Jersey, is actually a former Miami-Dade judge and now presides over The People’s Court.

Turns out, the franchises have been profitable for the various television studios. Even as several received the boot in 2009, those favorites remain and continue to rank high and rake in big bucks, too, says the LegalAuthority.com founder. So who are the winners in the battle of TV judges? According to Nielsen ratings, here’s how they rank:

• Judge Judy, who consistently ranks in the top 5 of syndicated judges
• Judge Marily Milian comes in second with a strong showing
• Judge Joe Brown, who in his fatherly wisdom, keeps readers loyal and tuned in and
• Judge Greg Mathis, another favorite who uses a sense of humor to endear both the litigants and fans

For those who are wondering how they can become the next Judge Judy or Judge Joe Brown, A. Harrison Barnes warns that while the popularity has remained steady, it appears there’s a good balance of court TV programs and the odds of adding any new ones don’t seem to be in the cards for any of the production studios. Even if there was room, odds are, there’s not much a current judge would be able to do for himself except hope to get noticed by the powers that be. It’s good entertainment by true legal professions in this country – and after all, that’s what this country’s built on.

The company is attempting to settle these suits without acknowledging it knew the drug had a risk of heart attacks and other risks. If accepted, this will eliminate the first suit that’s scheduled to begin in October 2010 in Pennsylvania. Some analysts are saying this is the best news for the drug maker, but some attorneys are balking at the seemingly low-number figure offered. Legal analysts agree that it could set a trend for future suits, although with so many drug-related lawsuits currently awaiting solutions, it’s not likely it will set a new standard.

The LawCrossing.com founder says even as the suits are being lined up, the FDA could still potentially approve its use if it can determine the benefits outweigh the risks. This is proving to be a controversial stand for the FDA to make as some say it appears biased toward the UK drug maker. While the FDA attempts to run damage control, it stands firm that the ability to control blood sugar levels could mean it’s worth the risk, at least to those who are not at risk for cardiovascular disease. Neither the FDA nor Glaxo, which also happens to be the largest in the UK, are commenting.

A decision, both on the FDA’s final determination and the court’s ultimate decision on whether to approve the settlement, is expected sometime this year, says the LawCrossing.com founder. A. Harrison Barnes also presents another potential problem for the drug maker. Even if the FDA does approve the drug for use in the U.S., some physicians may balk at prescribing it since it could potentially leave them liable and alone against any future suits, since it’s likely if the settlement is approved, it will virtually eliminate all possibilities of future lawsuits. With so many dynamics involved, no one will really know for sure until it unfolds.

For now, lawyers around the world and certainly with the U.S. and the UK are closely monitoring the goings on.

Over the past couple of years, there has been some degree of a cease fire declared as the telephone has been replaced with spam email. Still, this hot button issue was front and center all during the 1990s, says A. Harrison Barnes, lawyer and LawCrossing.com founder. While millions of Americans signed the petitions that would prevent telemarketers from calling their homes, companies were in the process of gaining access to the massive databases that included cell phone numbers and even email addresses. The question then became whether or not telemarketing and other similar electronic methods were even still productive. Many lawyers, including A. Harrison Barnes, say with so much spam hitting our inboxes, these days, it’s likely the delete button has proven a far more effective tool than any do not call lists.

But where do those initial laws that were put on the books years ago come into play, if at all? There are still an impressive number of telemarketing companies in business. This suggests that despite the bad rap these companies, they must be earning profits on some level to withstand the difficulties and what are surely lean times. One thing’s for sure, all of the courtroom drama and attorneys doing battle over which had more preference, the right to privacy or freedom of speech considerations, has had to have paid off on some level. Many lawyers are still earning impressive fees from representing either the companies themselves or the consumers involved in any of the class action lawsuits.

These efforts are being spearheaded by various associations. The focus is on promoting telemarketing, fighting negative images and stereotypes as well as gathering industry research in an effort to ensure this field remains competitive. Further, the industry has many lawyers who lobby against those newer laws that make gaining access to email addresses illegal. Many of these associations also host conferences, promote marketing efforts and police those less than ethical businesses. The LawCrossing.com founder says this is one industry that’s proven resilient over the years, despite any controversies.

In 2003, the number of American consumers who’d registered for the national do not call registry hovered near 62 million. Those numbers continue to increase each year.
While telemarketing might have lost part of its attraction, there remains a definitive niche in the world of marketing for these companies.

Employers usually cover on the job bullying through its human resources departments and more times than not, provides the specifics via the employee handbook. Bullying is generally defined as the persistent and ongoing ill treatment of a person that victimizes, humiliates, undermines or threatens a worker. And, like the school yard bully, workplace bullies thrive on the fact they’ve instilled a level of fear that will protect them. A. Harrison Barnes says more companies are becoming more aware of this kind of on the job harassment and are taking steps to ensure it doesn’t affect those on their payrolls.

Some companies address bullying in their harassment, vilification, discrimination and even sexual harassment clauses. Regardless of how it’s categorized, it’s illegal and any employer that knowingly allows it to continue risks lawsuits by employees. Some employers are now grouping malicious gossiping into their bullying guidelines. The bottom line, says the LawCrossing.com founder, is that it’s as illegal as bringing street drugs onto your employee’s property.

If an employee feels he’s being bullied, Barnes recommends going to your manager. Be specific and detailed as possible. From there, your manager should open an investigation or even some employers have guidelines that require very specific procedures be followed. Regardless, measures should be in place that not only stop the bullying, but also not make it difficult for you to report to work each day out of fear of retaliation. Unfortunately, finding a resolution sometimes calls for legal action.

There’s been an increase of lawsuits filed by those who experienced bullying on the job and received no protection from their employers. Barnes says these numbers are expected to continue to climb as more bullies get away with their bad behavior. Some legal experts say the trend won’t stop until enough legalities are in place to serve as strong incentives to put into place very definitive guidelines and strong repercussions for those who believe bullying is acceptable. “We all go to work each day with one goal – to do the best job we can for our employer and to earn a living that allows us to put our kids through school, pay our mortgages and plan for those golden retirement days. There’s no room for bullying in the workplace”, says Barnes. Sadly, some employees find themselves fighting a battle on their own until they seek legal representation.

The case began when the department investigated what it believed were excessive amounts of text messages that were showing up on the bills each month.  What they found is one SWAT sergeant was not only sexting his girlfriend, but his wife as well.  Turns out, they’re all co-workers.  One can only imagine how awkward it was in the break room of that precinct!  Incredibly, all three sued their department and argued their expectation to privacy had been violated and that those messages were confidential.

The case is now with the U.S. Supreme Court, says A. Harrison Barnes.  One thing is for sure, says the LegalAuthority.com founder, “this will certainly have long reaching ramifications, regardless of how the Court rules”.

So…should employees have the right to expect privacy even when communications are courtesy of technology that does not belong to them?  There are many labor attorneys who are watching closely.  We also suspect there’s bound to be a divorce attorney or two involved in this specific case, as well.

There are a few statistics that are more than revealing.  One study that was conducted by both the AMA and ePolicy Institute showed that more than 80% of employers have procedures in place that addresses the use of company property for one’s personal use.  Only 28%, however, have used those policies to discharge an employee and even then, it was not until warnings had been extended and the employees used the gadgets “excessively”.    Here’s the shocker, though.  Almost three quarters of American businesses have monitoring programs in place and can read any email anytime with the click of a few buttons.  Less than half, around 48%, actually read an employee’s emails and text messages.

These new technological advances come with a price, says A. Harrison Barnes.  He says he expects to see more cases similar to these as time moves forward.  And what does the LegalAuthority.com founder suggest?  “Actually, it’s simple; reserve company electronics for doing business and nothing more”.

For now, all parties are awaiting the Supreme Court’s ruling, which is expected to come down sometime in late summer 2010.  It’s one case that’s worth monitoring.

Megan’s Law was passed first in California and gave parents, teachers and law enforcement a powerful weapon in keeping children safe.  Searching for sex offenders anywhere in the country is only a few clicks away.  While there have been lawyers in the past who believed this was a violation of a client’s constitutional rights, for the most part, this law has been used countless times as another weapon in the war against sexual predators.

One of the weaker links, says A. Harrison Barnes, is the inability to watch paroled offenders around the clock.  Regardless of how many district attorneys, parole officers, community watch areas and police officers a community hires, it’s unrealistic to believe a person can be watched that closely.

Proponents of not only Megan’s Law, but other laws adopted that are similar to this one around the country, are working for even better and more streamlined protocols for reporting and monitoring sexual predators.  New laws are being considered in nearly every state capital in the U.S. and teams of law enforcement officials are making their suggestions as well, as in an effort to ensure we, as a collective society, protect our most vulnerable citizens – our children.

Many non-profit agencies are working jointly with some of the agencies mentioned above.  If you’ve considered changing jobs for one that you believe is more rewarding, consider the non profit sector.  Lawyers, paralegals, secretaries and others come together with a common goal.  Those who have worked with the various agencies say it was the most rewarding time of their lives.  The LegalAuthority.com founder agrees, “In a world where we are watching oil poison our beautiful Gulf Coast region and children who have disappeared and believed to have been harmed on a daily basis, this is an excellent career choice for many”.

Want to learn more?  Visit Barnes’ job aggregate sites at LegalAuthority.com and EmploymentCrossing.com.  It’s where the most non-profit positions can be found in one central location.

For instance, those traditional skills include, of course, the ability to type legal documents fast and with no errors. That’s always the first thing employers look for, whether they’re in the legal field or not. Their organizational skills must also be flawless, too. Especially if the attorney she’s reporting doesn’t count organization as her strong point, she’s going to be looking for an assistant who has it down to a science. Phone etiquette is important and a friendly disposition that falls between too “sugary sweet” and too standoffish. These are all no-brainers for lawyers as they’re going through the many interviews they’ve likely conducted. But there are other considerations, too, says Barnes. These are the ones that aren’t as traditional as others.

The LegalAuthority.com founder says social networking is the big “must have” these days. Law firms want to know their assistants can manage the company’s blog, Twitter accounts and even Facebook presences. The really good ones know how to change printer cartridges and can easily juggle two waiting clients when their boss is being held over in court. “It truly is a combination of many skills that must come together to define the right legal secretary”, says A. Harrison Barnes.

So what happens when you have several candidates, all of whom are perfectly suitable and are coming in really close as you go through the list? These are the times when it can come down to how well the interview went. Did Candidate A smile and was he sincere? Was Candidate B uncomfortable with that awkward moment of silence or did she gracefully slide into how many words per minute she types? Questions like these are ones you’ll likely find yourself considering. Sometimes, it’s a matter of selecting the candidate that just seemed to fit right in. And, too, says Barnes, sometimes the one who almost ran into your associate when you were escorting her down the hall to your office, yet managed to gracefully regain her composure could the one.

The education, experience and know how are all important, but when there are those several candidates you’re facing, go with the one who felt most at ease and who you believe could meet the demands of a fast moving law firm such as yours. Worse case scenario? Even if it’s not a good fit for either one of you and she opts to move alone, you still know where at least a few good candidates can be located – provided, of course, they’re still available.

The LegalAuthority.com founder says it’s important to listen to what your own instincts are telling you.  You may have family members and friends encouraging you to accept the less than perfect position; their intentions are good, but you have to remember you’re the one who has to live with the decision.  Ultimately, it rests on what you believe is best for you and your career.  Of course, there are likely financial considerations, too.  Unless you’re independently wealthy, odds are, the bank account will be a strong factor.  Don’t let that become your primary consideration, warns Barnes.  “If you’re a good lawyer, the money will come”, he says.

It might be that you can gain a lot from the firm that’s not your first choice.  For instance, in a smaller practice, you might be able to get closer to the goings-on, which will be good for gaining important experience.  “Smaller law firms can sometimes equate to more personal working relationships”, says A. Harrison Barnes.  And that personal touch will serve you well throughout your career.  You’ll likely be afforded a slower pace and even if you know it’s not going to keep you satisfied in the long run, it’s also a great way to get your legal career kicked off.

Bottom line, before making the decision, you owe it to yourself to consider all of the factors and not focus on just one or two.  The money’s important, but it’s not your only consideration, especially if you’re a recent grad and looking for experience.

Regardless of what you decide, don’t forget the thousands of career opportunities from law firms of all sizes and specialties and located throughout the country that are available right now on LegalAuthorty.com.  Pick up some career advice, browse the available positions and even get help with your resume.

In short, the “holiday” provision allows some employers to take a “holiday’ from their obligation to match the Social Security portion of FICA tax for some workers who were hired after February 3, 2010, but before January 1, 2011.  This is applicable on wages paid between March 19 and December 31, 2010. Normally, both employer and employee pay 6.2% on the first $106,800 of wages earned in any calendar year.  There is no holiday from the second component of FICA tax covering the Medicare Hospital Insurance contribution, which equates to 1.45% of wages and is also matched by the employer. Because the tax holiday is limited to OASDI taxes, other state and federal employer obligations, such as federal unemployment taxes or state unemployment taxes are not affected and will still need to be paid.

This law also provides a business credit based on the retention of employees hired under HIRE and retained for at least one full year, says the LegalAuthority.com founder.  The incentives of HIRE are designed to encourage employment by giving employers a break on part of its FICA taxes plus the potential for another business credit for retaining each of these employees for at least one year.

There are ways, however, if an employer wishes to opt out, says A. Harrison Barnes.  These businesses will need to contact the IRS for information on this procedure.  And too, the IRS has already made clarifications on this law and Barnes encourages employers to visit the site for more detailed information on this new law, including a wider scope and further guidance on what constitutes a “qualified employee”.

Finally, Barnes says that although the law was passed on March 18, 2010, it is retroactive for all new employees hired since February 3, 2010.  Another interesting feature of this law is that is applicable for new businesses hiring a complete workforce, too.  And, too, if you had to lay off any of your employees sixty days ago (or longer), you can now bring them back on board and still take advantage of the tax holiday.  They must be full time employees, says Barnes.

If you’ve been readying your business to make its big comeback after the recession, now seems to be a great time to do so.  And if you’re looking for new employees, visit LegalAuthority.com and its sister site, EmploymentCrossing.com.  You’ll find the quality employees you need to help your business succeed.

Once you”ve secured the financing, another vital recommendation A. Harrison Barnes offers is to have at least twelve months of operating expenses banked. In fact, he says it”s almost a must and to not be prepared is dangerous, at best. Starting a new legal firm is challenging, but to start it without enough capital is almost certainly destined for failure. Recognizing the harshness of the words, he reiterates its importance and says a lack of operating expenses is the number one reason small law firms fail within the first thirty six months. Again, your business plan is invaluable as you are seeking your start up funds. Until you”ve built your legal practice with paying clients, you’ll need to be able to fall back on your start up funds for those early months.
Secretaries and paralegals are usually hired from the beginning. This is where LegalCrossing.com can help. Because we have access to thousands of jobs across the country, we also offer the most qualified candidates to fill these roles. Teaming with LegalCrossing.com ensures you have the most experienced pool of personnel found anywhere.
Building your positive cash flow throws an entirely new set of dynamics into the mix. How many new clients you gain in the first year, your billing rates, how much of those billable hours you’re able to collect, overhead and reinvestment monies are all part of those dynamics and play a significant role in determining your failure or success. Not aggressive or patient enough to handle the collections aspect? Consider using LegalCrossing.com to find the right personnel who can gracefully collect those fees without alienating the client. If balancing your own checkbook is a tremendous chore that you dread every month, then a bookkeeper who is both ethical and accurate is exactly what your new law firm needs. LegalCrossing.com has the right personnel for a well rounded office staff that can work with you as you work to ensure your new firm soars.

While beginning a new law practice is challenging, seeing the fruits of your hard work come full circle is one of the most satisfying experiences you’ll have in your life. A solid business plan, a compatible and hard working staff and your vision and education can all come together to ensure its many years of success. LegalCrossing.com stands ready to play its role as well.