Posted On: August 31, 2008

Massachusetts Personal Injury Car Accident Trap: Ambulance Chasers and Insurance Adjusters

Personal injury lawyers, in Massachusetts often get a bad rap with "ambulance-chaser" being a well-known knock on PI lawyers. Did you know the moniker "ambulance-chaser", however, might be better suited for the other side of the courtroom in car accident case, not the plaintiff's?

Last night I was reviewing a claim against a reckless driver, and once again I was struck by how quickly the defendant's insurance company had visited my client and manipulated her into signing a medical authorization.

As I was thinking about this family, I began seeing the young girl sitting on her family couch while crying in pain. She's sitting alongside her father who just wants to take care of her while the cagey insurance adjuster pushes and pushes for more and more information against her until he has what he came for and leaves -- it reminds me of how aggressive and abusive the real ambulance chasers of today are.(p/>

There was no reason for this victim to:

  • Meet with this insurance adjuster, especially at her home while she recovers;
  • Not have a lawyer with her;
  • Provide a statement; or
  • Authorize complete access to all of her private medical records.
This story, however, isn't unfamiliar or uncommon. The insurance company had taken the all too familiar 'wolf in sheep's clothing' approach. Luckily the young girl's father found this whole approach odd. Once the shock of it all left, he questioned why he had let this man into his home in the first place. Once I was contacted, I was able to revoke the medical authorization immediately and order the investigator to stop contacting or harassing this family at their home.

If you've been injured in an accident and don't have an attorney, don't allow the following to be used to coerce your in a deceitful manner:

  • Shock of the accident,
  • Guilt,
  • Immediacy of an unexpected visit,
  • Caring or friendly approach,
  • Assurance that you don't need a lawyer,
  • Your desire to be helpful,or
  • Your hope to resolve things quickly
If you have already met with their adjuster before being represented by legal counsel, then have your lawyer get a copy of your statement and terminate any authorizations immediately. By acting quickly you may be able to limit the disclosures that probably don't need to be made.

Wilson & Whitaker, LLC represents people who have been harmed or suffered a loss in a personal injury or wrongful death case involving a Massachusetts transportation or auto accident.

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Posted On: August 29, 2008

Probate and Real Estate Sales Documents in Massachusetts Legal Matters

I just returned from a real estate closing involving a probate estate in Weymouth, Mass. It was a nice transaction where the buyers sold a property in South Weymouth (in the morning) and then turned around and bought a property from my sellers in North Weymouth. We had to scramble to pull it all together and obtain a temporary executor appointment and a license to sell real estate from the probate court, but that's another story -- it all worked out perfectly. During the closing, one of the sellers asked, "How long should I keep all these documents." Generally, the more important something is, the longer you should keep it. With today's technology I suggest keeping electronic copies of documents even beyond the times recommended. Depending on the documents, typical retention peiods range from 7-10 years for some items to 1-3 years for others. Nonetheless, from experience there are several probate and real estate documents I don't think you should destroy unless you are sure you won't need them:

Here are some other answers from a quick search on the web:

Remember, if you do make electronic copies, make sure you have a reliable backup system in place.

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Posted On: August 28, 2008

Excuse Me Juror #6, What Medications Are You On?

Prescription.jpgAn interesting article on law.com recently discussed the issue of lawyers asking jurors about their medication use. With so much of the population on medication, is drug use something that should be questioned of potential jurors? If so, how far should questioning go? Do we ask a general question? Whether the use of medication will interfere with a juror's duties, or do we delve deeper into more specific questions about the person, their conditions, and their treatments? The article, by Julie Kay, offers pros and cons while raising issues likely to continue making headlines(juror falling asleep in murder trial, someone goes off their medications during trial...).

As an attorney-advocate there may be times when seeking this information makes sense for my client. As the lawyer for my client I have the duty the pursue what's in my clients best interests. Personally, however, I think when we start asking jurors to divulge what medication they're taking, we're crossing a finer line. We have to wonder if the jurors' themselves aren't thinking, "Who is actually on trial, here?" Of course there are going to be exceptions to every rule, but speaking from a policy perspective, I'd rather have privacy rights' invasions remain the limited exceptions and not become the standard rule.

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Posted On: August 27, 2008

Legal Disputes and Massachusetts Mediation Opportunities, Uses, and Resolutions. Also, Introducing Our New MA Mediation Website

"Mediation’s Seven Deadly Sins - Avoiding the Seven Sure-Fire Ways to Torpedo Your Mediation, Upset Your Client and Enrich the Other Side" was the name of a discussion sponsored by the Section of Dispute Resolution held during the 2008 Annual American Bar Association Meeting in New York.

While mediation provides an opportunity to examine settlement, it also provides an opportunity to examine the other side, their case, and how a party may respond in court. One of the panelists, Joel Davidson, said

He sees the mediation process as a chance to get his point across in a specific way. He said he likes to show the person on the other side that I know the issue well.

... mediation provides the opportunity to examine how clients handle themselves. If a client does not come across rationally during mediation, I know that in advance of a trial...

Mediation, however, can also provide a receptive forum for an apology. Often parties want to apologize but are told not to apologize by their attorneys. The attorneys often fear an apology could be used as an admission of liability against them in court and/or reduce their bargaining position in settlement discussions. Handled properly, however, a sincere apology during mediation can sometimes go a long way towards resolving a a brooding conflict. Davidson notes mediation may,
... provide an opportunity for clients to either apologize for a wrong or acknowledge a misunderstanding. This simple communication may be enough to move a case toward settlement.

More and more, I'm finding people want to resolve their Massachusetts divorce, personal injury, or business case in mediation. There are a number of factors that contribute to this (control over the outcome, avoid formality of court, ease of scheduling, ...), but I'm sensing the Mass. economy is playing a role in this increase too.

People seem inclined to seek resolving their MA disputes fairly and quickly while avoiding the high costs and endless delays contentious litigation can sometimes bring. While not all cases can be resolved in mediation, many can. There's really nothing to lose in mediation. In the end, the parties have to agree on the ultimate solution in mediation (they can have an attorney review their agreement first or participate in the mediation with them).

I've been thinking about this more and more as I've begun to formalize our mediation practice offerings at Wilson & Whitaker, LLC. I've created a temporary website focusing solely on mediation as our Weymouth law firm continues to expand our mediation services. Let me know your thoughts and what questions you may have about mediation practices or disputes Massachusetts lawyers deal with.

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Posted On: August 26, 2008

MA Real Estate Title V Tax Credits and Moving Out of Massachusetts: Part II

This post follows Part One and involves an email exchange with someone moving out of Massachusetts who had a question about Title V Tax Credits. Real estate issues for MA buyers or sellers can be tough enough and can be even more complicated when dealing with a Title V issue.

Here's what was asked of me next...

EMAIL QUESTION #2

Thank you - that is quite helpful - on a Friday night, no less!

Unfortunately, if I am understanding you correctly, it’s not great news. Do I understand correctly that unless I owe, say, $1500 in taxes a year for some work I do in MA after we leave, this credit is going to do me no good?

What if I somehow owe $500 in a coming year? Would I receive a refund of $1000?


RESPONSE 2

Sorry, but it appears you are right about the news not being so great for you. After your first $1,500 you would have $4,500 ($6,000 - $1,500) in a theoretical credit bank (which can be used to a maximum of $1,500 per year). If the credit exceeds the tax due, the excess credit may be carried forward for up to five succeeding tax years (this was the result of a change in the law as it used to be 3 years).

To answer your question, if you only owed $500 in a tax year, then you would not receive a refund of $1,000. You would use the $500 credit, but you would need to carry the remaining credit forward for the next five years. Additionally, unlike other credits which can be sold or transferred, this one can’t.

….

DOR discusses the Title V Tax Credit at their site and offers the following Bulletin on Septic Systems as well as TIR 99-5: The Title 5 Credit and Federally Mandated Sewer Connections and TIR 97-12: Personal Income Tax Credit for Failed Cesspool or Septic System Title 5 Expenditures. These resources may help place the issues in context.

From DOR:

Repair or Replacement of Failed Cesspool or Septic System Credit (Title V)

Any owner of residential property located in Massachusetts who is not a dependent of another taxpayer and who occupies the property as his or her principal residence is allowed a credit for the expenses incurred to:

  • repair or replace a failed cesspool or septic system in compliance with the sewer system requirements of the State Environmental Code Tile V as promulgated in 310 CMR 15.000 et seq., by the Department of Environmental Protection in 1995; or
  • connect to a municipal sewer systems pursuant to a federal court order, administrative consent order, state court order, consent decree, or similar mandate.

Qualified expenses incurred to bring a failed system into full compliance may include one or more of the following:

  • an upgraded system;
  • an alternative system;
  • a shared system; or
  • a connector to a sewer system.

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Posted On: August 25, 2008

MA Real Estate Title V Tax Credits and Moving Out of Massachusetts: Part I

A reader here of the Massachusetts Lawyer Blog recently emailed me with a Title V real estate tax credit question. Below are excerpts from our exchange and some links to additional resources at the bottom of the page.

Email Question:

I read your blog about MA Septic replacement credit and am looking for clarification on one issue. We are selling our house, and replaced the septic system due to a failed title V. We spent approximately $15k on the system. I understand that 40% can be recouped. However, my wife and I are moving out of state after the property is sold, and will no longer be MA residents. Will we be able to continue to receive the $1500/year credit even if we are non-residents?
My first response:
Generally speaking (assuming you meet the criteria for the credit...), former Massachusetts residents who are required to file Massachusetts nonresident returns may claim their unused prior year credit carryovers. A part-year resident qualifies for the full credit if the property is an owner occupied principal residence. When the credit exceeds the tax due, the excess credit may be carried forward for up to five succeeding tax years. So, in the event you return to MA, are required to file a MA nonresident return, or if you are in MA for an additional partial taxable year, you may be in luck, but probably not otherwise. Of course this is just a general assessment and shouldn't be relied upon for tax or legal advice. For more information about the tax credit, you may want to contact the Massachusetts Department of Revenue at 1-800-392-6089.


In order to qualify for the credit:

  1. the amount of credit cannot exceed $6,000. The computation of the credit is 40 percent (.40) of available actual costs, not to exceed $15,000 ($15,000 x .40 = $6,000);
  2. the maximum amount of the computed credit claimed in any tax year cannot exceed $1,500;
  3. in the computation of the credit, any interest subsidy received from the Commonwealth must be subtracted;
  4. the credit may be claimed beginning in the tax year in which the repair or replacement work is completed; and
  5. the owner completes Massachusetts Schedule SC and retains it for his or her records along with the Certificate of Compliance.

Carryover of the Credit:
If the credit exceeds the tax due, the excess credit may be carried forward for up to five succeeding tax years.

Nonresidents do not qualify for this credit since the property must be an owner occupied principal residence located in Massachusetts. However, former Massachusetts residents who are required to file Massachusetts nonresident returns may claim their unused prior year credit carryovers.

Part-year residents qualify for the full credit if the property is an owner occupied principal residence.

See Part II next.

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Posted On: August 23, 2008

Directory and Links to MA City and Town Ordinances and Laws Available Online

The Massachusetts Trial Court Law Libraries site offers a helpful list with links of Massachusetts City and Town Bylaws available online.  Their blog post on August 8, 2008 states:

Today we've added links to bylaws from twenty more Massachusetts towns to our list of city and town bylaws available on the web, bringing the total to over 250.
This is a great resource for lawyer or anyone looking for a starting point on local laws.  Remember though, many times there will a disclaimer stating the online version is not the "official" version and that you have to obtain the "official" version from the clerk's office.  Regardless, most don't change too often and this a great compilation for easy and free research.

See the extended entry for the list and links provided.

Continue reading " Directory and Links to MA City and Town Ordinances and Laws Available Online " »

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Posted On: August 22, 2008

Big Brother Watching and Measuring? Today, How Deadly is Your Hospital? Tomorrow, How (fill in the blank) are you...

USA Today's article, Hospital death rates unveiled for first-time comparison, has tools that allow users to compare mortality rates for hospitals near you:

  • for heart attacks, heart failure, and pneuomnia on a map,
  • compare hospitals in or near certain zip codes,
  • or look at standouts (those with the highest and lowest death rates).

While data alone never tells the whole story, the use of statistics and measurement is growing across all fields and professions. The cultural change emerging with technology and collaboration will only continue to fuel this further. Law, politics, and other fields will not be far behind. Just look at sports as an example of how professionals and institutions are measured continuously. But is a focus on numbers alone good for us in the long run? How will this run into privacy concerns? Will Big Brother not only be always watching, but always measuring too? Time will tell how the law raises to these challenges and others.

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Posted On: August 22, 2008

Will Contests: The Shifting Burden in Mass "Undue Influence" Cases, Trustees as Beneficiaries, and Offers of Proof

When a Massachusetts will is contested by lawyers in court for "undue influence", who has to prove what?

A recent Massachusetts Appeals Court case Germain v. Girard deals with a will, a trust, and issues such as: presumptions and burdens of proof (as well as offers of proof.) At the core of the case is a claim of undue influence and the status, if any, of a fiduciary. The case is interesting on its facts but also in the implications one can read from the decision.


 Factual Summary


 George had a will leaving everything to Theresa (Wife).  George gets sick but has a potential big lawsuit due to his condition.  Theresa has a daughter, Paula (Daughter), who is married to Alan.  Alan helps an aging George and Theresa over the years with various financial matters.  Alan become a trusted adviser to George. Alan contacts lawyers for George (about the potential lawsuit). George decides to change his estate documents based on the potential claim. Alan has lawyers draw up a new will and trust for an ill George.  An attorney (who had never spoken to George, only Alan) visits George in the hospital and the new estate planing documents are signed.  Under a new trust, instead of Wife getting everything (as she did under the old will), the anticipated significant settlement proceeds will be placed in a trust. Under the trust, Wife will have no control over the trust or the trust's funds.  Instead, Wife will be entitled to funds during her lifetime, however, these amounts are discretionary and decided solely by Daughter (in Daughter's role as the Trustee.)  Daughter, in addition to being a trustee, is also an interested remainder beneficiary.  That is, after Wife passes away, Daughter stands to receive a significant amount of money so long as it remains unspent during Wife's lifetime. While there are other facts involved, these give us a background for our general discussion on will contests and undue influence claims in Massachusetts


 
Review of Law as Examined by the Appeals Court:


In a will contest involving allegations of undue influence, the burden of proof ordinarily rests with the party contesting the will. … However, in cases involving a fiduciary, the fiduciary who benefits in a transaction with the person for whom he is a fiduciary bears the burden of establishing that the transaction did not violate his obligations. … [quotes removed]


Burden of Proof

Burdens of proof are topics people don’t think of much in civil cases but we always seem to think of them in criminal cases. We all know the mantra that the prosecution has the burden of proving the defendant’s guilt beyond reasonable doubt.  This means the prosecution has the affirmative burden of proving the defendant’s guilt. 
The defendant does not need to prove his or her innocence.  The question is not if the defendant is innocent, the fundamental question is, “Did the prosecution prove guilt?”  Here the court is saying when someone claims undue influence in a will contest, then the person making the claim usually has the duty to prove the charge of undue influence.  However, this does not apply when a fiduciary is involved and the fiduciary also benefits from the transaction.  In these cases, the fiduciary is assigned the burden of proof and the fiduciary must prove the transaction did not violate the fiduciary’s obligations.


Ultimately, Germain v. Gerad largely comes down to who has the burden of proving what.  The trial judge found the Wife had the duty, but the Appeals Court disagreed.  Instead the Appeal Court discussed the uncertain nature of “fiduciary” relationships and then concluded that the burden of proof falls upon Daughter to prove Alan did not exert undue influence over George.  In reviewing this area of law, the court states:


 "Although some fiduciary relationships, such as that between guardian and ward, are created by law, others arise from the nature of the parties' interactions.  The 'circumstances which may create a fiduciary relationship are so varied that it would be unwise to attempt the formulation of any comprehensive definition that could be uniformly applied in every case.'" … "Where the fiduciary relationship is not one created by law, the existence of the relationship ordinarily is a mixed question of law and fact for which the party asserting the relationship bears the burden.” …


The court found the,


 … [trial] judge's subsidiary findings leave no doubt that Alan stood in a fiduciary capacity toward George in the preparation of George's 2004 will and related documents.  The judge found that George placed his trust and confidence in Alan, based upon a close relationship over ten years.  George trusted Alan to manage his household affairs and expenses while George and Theresa were in Florida for significant portions of the year.  Of even greater significance with reference to the present case, George entrusted to Alan all responsibility for overseeing the preparation of his 2004 will and related documents, and George's deteriorating health left him wholly dependent on Alan's assistance toward that end.

There is likewise no doubt that Alan stood to benefit from the transaction in which he was involved.  Though Alan was not named a beneficiary under the will or the trust, his wife, Paula, was.  Under the principles enunciated in Cleary … his status as a fiduciary subjects his actions to heightened scrutiny.  Though Alan was not a party to the petition (by reason of the fact that he was not a beneficiary under the will), in circumstances where a fiduciary stands to receive a benefit indirectly we see no reason why the burden shifting prescribed by Cleary … should not be applied to the direct beneficiary (here Paula) from whom the fiduciary's (here Alan's) indirect benefit derives.  Accordingly, under Cleary, the judge should have placed on Paula the burden of establishing that Alan did not exert undue influence on George in connection with the 2004 will and trust.


 The court discussed 4 considerations that are usually present in a case of undue influence:


  1. unnatural disposition has been made,
  2. by a person susceptible to undue influence to the advantage of someone,
  3. with an opportunity to exercise undue influence, and
  4. who in fact has used that opportunity to procure the contested disposition through improper means.'" 

The court found:

George's rapidly deteriorating health, combined with the absence of any direct communication between him and the attorneys preparing his will, left him vulnerable to Alan's influence, and Alan's role in initiating contact with his own attorneys, and thereafter conducting all communications with them, clearly gave him the opportunity to exert such influence.

Because the trial judge placed the burden of proof on the wrong party, and because there was evidence to support a contrary conclusion, his conclusion that there was no undue influence cannot stand. 


 Other Matters and Practice Considerations:


Trustees as Later Beneficiaries

The court stated,

…Paula's dual roles as trustee and remainderman create an obvious conflict of interest which, though not improper per se, created an incentive for her to preserve rather than distribute the trust corpus.

What does this mean for estate plans? Often an adult child or children are named trustee(s) of the parent's trust during the parents' lifetime. Following the parents' deaths, the children become beneficiaries. How is this "obvious conflict of interest" to be handled under best practices?  Anyone considering becoming a trustee and a beneficiary may want to explore these issues in greater detail. 


Offers of Proof and Failures to Make Them Can Cost You Your Case

The Appeals Court discussed an evidentiary issue that all trial lawyers and pro se litigants (self-represented) need to take note of.  In this case, the Wife claimed the judge made an error by, “refusing to allow Dr. Howard Sachs [her expert witness] to offer his opinion regarding George's testamentary capacity to execute the 2004 will and related documents..." She did not, however, make an offer of proof at trial to indicate what this expert's testimony would have been.  The court held:

Absent an offer of proof, she cannot demonstrate that she suffered any prejudice as a result of the challenged evidentiary ruling.  … Her contention that the judge erred in finding that George possessed testamentary capacity fails as well; to the extent the contention rests on her assertion that Dr. Sachs's excluded testimony would have dictated a contrary conclusion, it rests on speculation (in the absence of an offer of proof) concerning what his testimony would have been.


What does this mean? The court is saying, if Wife wanted to rely on the Doctor’s expert testimony to prove something then she should have made an “offer of proof” (when the Doctor’s testimony was not allowed at trial.)  What’s this “offer of proof?”  It's basically the testimony or evidence that's being excluded or what would have been shown if it had been allowed.  As you can guess, failure to address this issue, that is, to make a timely offer of proof, can cost you a case.  Thus, since Wife’s argument rested on Doctor’s testimony, the argument fails because the testimony was not allowed.  In this case, you can’t appeal the suppression of an opinion when it wasn't declared what the opinion would prove.  There's an important lesson to be learned by all – make sure you make an offer of proof when the judge rules against you, because failure to do so may leave you with nothing to stand on down the road.


What Happens Next - Remand and The Role of the Different Courts?


So you ask, how does the story end? I don't know, at least, not yet. Following an appeal a case may be remanded. This means the case is sent back to trial court for additional actions based on the appellate court's opinion. This is an example of how in our judicial system appellate courts generally rule on questions of law, while facts are decided by judges or juries at the trial court. The situation can be tricky, however, when the line between the two is blurred or not well defined. Recall the court's word's from above:

 Although some fiduciary relationships, such as that between guardian and ward, are created by law, others arise from the nature of the parties' interactions.  The 'circumstances which may create a fiduciary relationship are so varied that it would be unwise to attempt the formulation of any comprehensive definition that could be uniformly applied in every case.' … Where the fiduciary relationship is not one created by law, the existence of the relationship ordinarily is a mixed question of law and fact... …

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Posted On: August 22, 2008

Massachusetts Court System Diagram and Helpful Guide for Representing Yourself in Court

From the SJC, a Diagram (see below) showing the Massachusetts Court System. Also, a resource titled, Representing Yourself in a Civil Case: Things to Consider When Going to Court.


MASSACHUSETTS%20JUDICIAL%20SYSTEM.jpg

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Posted On: August 21, 2008

Massachusetts Public Infrastructure Opportunities -- A Good Bet in a Down Economy

I recently received an invitation to a tele-seminar on public infrastructure issues for attorneys, ABA 2007 Model Code For Public Infrastructure Development. With a focus on green development and neglected infrastructure improvements colliding, this should be a growth area for small businesses (and lawyers) that learn how to participate in these projects. It's also an area MA municipal governments and agencies must keep informed of to protect their interests.

For instance, the seminar material states:

Public infrastructure is a hot topic for public clients, construction industry firms, financial service firms, and their counsel. There is tremendous need for schools, new public buildings, water projects, sewer projects, bridges, roads, highways, energy conservation projects – and public resources are scarce. In addition, the way in which design, construction, operations, and financing can be structured to meet these needs is becoming increasingly important, and controversial.

As I look around Weymouth, I can’t argue anything to the contrary. Route 18 work is ongoing and its widening is down the road. Southfield is advancing the redevelopment of the old South Weymouth Naval Air Station under its expanded municipal powers. The financing arrangment on the East-West Parkway demonstrates how new initiaives are being backed with new vehicles. Ground has been broken on a new town owned water treatment facility (over $50 million). The high school addition is complete and our water and sewer infrastructure improvements have been significant. I recently saw information on two projects requiring over $5 million in needed school repair work. In Weymouth, projects such as Legion Field, Tufts Library, Fogg Library, improvements to the squares or villages, and the Fore River Bridge are just some of the many areas where significant public resources will be invested and present opportunities to qualifying businesses. In our last budget, there was even $500,000 for painting a water tower. The amounts involved are not insignificant.

While public projects can have their challenges and delays, it remains a growth area for developers and other professionals to consider in a down economy. After all, bridges must be built and someone needs to build them.

On the municipal side, what are the questions government leaders should be asking and how are liabilities being assessed? The seminar material's ask a few important questions:

  • Is the infrastructure budget enough? Look again.
  • Are recommendations being made for “Public Private Partnerships”? Are public officials listening?
  • Are Design-Build and other innovative infrastructure procurement methods authorized in your jurisdiction? Are you sure?
  • Are contracts for infrastructure services being awarded based on transparency and head-to-head competition? Are you sure?
  • Is there public confidence that government officials are getting best value for money? Is this clear?
  • How can you clarify legal authority for innovative procurement methods and also find help to manage novel, risk-allocation issues in contracts with very long performance times and huge financial consequences?

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Posted On: August 19, 2008

Religious Discrimination and EEOC's Lists of "Best Practices" for Employers and Employees

While Massachusetts discrimination claims are often commenced under state discrimination laws (before the Massachusetts Commission Against Discrimination or in Superior Court), federal laws also exist and can often overlap or provide additional context for interpreting or enforcing state laws. For instance, Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA) are federal laws that cover all private employers, state and local governments, and education institutions that employ 15 or more individuals. These laws also cover private and public employment agencies, labor organizations, and joint labor management committees controlling apprenticeship and training.

One of the lesser discussed discrimination prohibitions contained in Title VII concerns religious discrimination. While discrimination based on religion is seen less frequently than
other types of discrimination, its incidence of reporting has been
rising. Some attribute this to changes in the workforce,
attitudes post 9/11, and the increased attention focused on immigration issues. Perhaps due to these changes and others, the Equal Employment Opportunity Commission (EEOC) has released an updated Compliance Manual (PDF) covering religious discrimination. The newly revised "Section 12" (7/22/2008) provides guidance and instructions for investigating and analyzing charges alleging discrimination based on religion.

The revision includes 55 examples relating to religious discrimination issues and lists "best practices" for employers and HR professionals to be aware of (see list of best practices below).

The Section is organized in parts:

  1. I - Coverage issues, including the definition of “religion” and “sincerely held,” the religious organization exception, and the ministerial exception.
  2. II - Disparate treatment analysis of employment decisions based on religion, including recruitment, hiring, promotion, discipline, and compensation, as well as differential treatment with respect to religious expression; customer preference; security requirements; and bona fide occupational qualifications.
  3. III - Harassment analysis, including religious belief or practice as a condition of employment or advancement, hostile work environment, and employer liability issues.
  4. IV - Reasonable accommodation analysis, including notice of the conflict between religion and work, scope of the accommodation requirement and undue hardship defense, and common methods of accommodation.
  5. V - Related forms of discrimination, including discrimination based on national origin, race, or color, as well as retaliation.
The Overview states:

Religion is very broadly defined under Title VII. Religious beliefs, practices, and observances include those that are theistic in nature, as well as non-theistic “moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views.” Religious beliefs can include unique views held by a few or even one individual; however, mere personal preferences are not religious beliefs. Title VII requires employers to accommodate religious beliefs, practices, and observances if the beliefs are “sincerely held” and the reasonable accommodation poses no undue hardship on the employer.

Some general areas include:

Prohibited Conduct
Religious harassment in violation of Title VII occurs when employees are: (1) required or coerced to abandon, alter, or adopt a religious practice as a condition of employment (this type of “quid pro quo” harassment may also give rise to a disparate treatment or denial of accommodation claim in some circumstances), or (2) subjected to unwelcome statements or conduct that is based on religion and is so severe or pervasive that the individual being harassed reasonably finds the work environment to be hostile or abusive, and there is a basis for holding the employer liable.

National Origin, Race, and Color

Title VII’s prohibition against religious discrimination may overlap with Title VII’s prohibitions against discrimination based on national origin, race, and color. Where a given religion is strongly associated – or perceived to be associated – with a certain national origin, the same facts may state a claim of both religious and national origin discrimination. All four bases might be implicated where, for example, co-workers target a dark-skinned Muslim employee from Saudi Arabia for harassment because of his religion, national origin, race, and/or color.

Retaliation

Title VII prohibits retaliation by an employer, employment agency, or labor organization because an individual has engaged in protected activity. Protected activity consists of opposing a practice the employee reasonably believes is made unlawful by one of the employment discrimination statutes or of filing a charge, testifying, assisting, or participating in any manner in an investigation, proceeding, or hearing under the statute. EEOC has taken the position that requesting religious accommodation is protected activity.

Employer Best Practices
  • Employers can reduce the risk of discriminatory employment decisions by establishing written objective criteria for evaluating candidates for hire or promotion and applying those criteria consistently to all candidates.
  • In conducting job interviews, employers can ensure nondiscriminatory treatment by asking the same questions of all applicants for a particular job or category of job and inquiring about matters directly related to the position in question.
  • Employers can reduce the risk of religious discrimination claims by carefully and timely recording the accurate business reasons for disciplinary or performance‑related actions and sharing these reasons with the affected employees.
  • When management decisions require the exercise of subjective judgment, employers can reduce the risk of discriminatory decisions by providing training to inexperienced managers and encouraging them to consult with more experienced managers or human resources personnel when addressing difficult issues.
  • If an employer is confronted with customer biases, e.g., an adverse reaction to being served by an employee due to religious garb, the employer should consider engaging with and educating the customers regarding any misperceptions they may have and/or the equal employment opportunity laws.
  • Employers should have a well-publicized and consistently applied anti-harassment policy that: (1) covers religious harassment; (2) clearly explains what is prohibited; (3) describes procedures for bringing harassment to management’s attention; and, (4) contains an assurance that complainants will be protected against retaliation. The procedures should include a complaint mechanism that includes multiple avenues for complaint; prompt, thorough, and impartial investigations; and prompt and appropriate corrective action.
  • Employers should allow religious expression among employees to the same extent that they allow other types of personal expression that are not harassing or disruptive.
  • Once an employer is on notice that an employee objects to religious conduct that is directed at him or her, the employer should take steps to end the conduct because even conduct that the employer does not regard as abusive can become sufficiently severe or pervasive to affect the conditions of employment if allowed to persist in the face of the employee’s objection.
  • If harassment is perpetrated by a non-employee assigned by a contractor, the supervisor or other appropriate individual in the chain of command should initiate a meeting with the contractor regarding the harassment and demand that it cease, that appropriate disciplinary action be taken if it continues, and/or that a different individual be assigned by the contractor.
  • To prevent conflicts from escalating to the level of a Title VII violation, employers should immediately intervene when they become aware of objectively abusive or insulting conduct, even absent a complaint.
  • Employers should encourage managers to intervene proactively and discuss with subordinates whether particular religious expression is welcome if the manager believes the expression might be construed as harassing to a reasonable person.
  • While supervisors are permitted to engage in certain religious expression, they should avoid expression that might – due to their supervisory authority – reasonably be perceived by subordinates as coercive, even when not so intended.
Reasonable Accommodation
  • Employers should inform employees that they will make reasonable efforts to accommodate the employees’ religious practices.
  • Employers should train managers and supervisors on how to recognize religious accommodation requests from employees.
  • Employers should consider developing internal procedures for processing religious accommodation requests.
  • Employers should individually assess each request and avoid assumptions or stereotypes about what constitutes a religious belief or practice or what type of accommodation is appropriate.
  • Employers and employees should confer fully and promptly to the extent needed to share any necessary information about the employee’s religious needs and the available accommodation options.
  • An employer is not required to provide an employee’s preferred accommodation if there is more than one effective alternative to choose from. An employer should, however, consider the employee’s proposed method of accommodation, and if it is denied, explain to the employee why his proposed accommodation is not being granted.
  • Managers and supervisors should be trained to consider alternative available accommodations if the particular accommodation requested would pose an undue hardship.
  • When faced with a request for a religious accommodation which cannot be promptly implemented, an employer should consider offering alternative methods of accommodation on a temporary basis, while a permanent accommodation is being explored. In this situation, an employer should also keep the employee apprised of the status of the employer’s efforts to implement a permanent accommodation.

Undue Hardship

  • The de minimis undue hardship standard refers to the legal requirement. As with all aspects of employee relations, employers can go beyond the requirements of the law and should be flexible in evaluating whether or not an accommodation is feasible.
  • An employer should not assume that an accommodation will conflict with the terms of a seniority system or CBA without first checking if there are any exceptions for religious accommodation or other avenues to allow accommodation consistent with the seniority system or CBA.
  • An employer should not automatically reject a request for religious accommodation just because the accommodation will interfere with the existing seniority system or terms of a CBA. Although an employer may not upset co-workers’ settled expectations, an employer is free to seek a voluntary modification to a CBA in order to accommodate an employee’s religious needs.
  • Employers should train managers to be aware that, if the requested accommodation would violate the CBA or seniority system, they should confer with the employee to determine if an alternative accommodation is available.
  • Employers should ensure that managers are aware that reasonable accommodation may require making exceptions to policies or procedures that are not part of a CBA or seniority system, where it would not infringe on other employees’ legitimate expectations.

Schedule Changes

  • Employers should work with employees who need an adjustment to their work schedule to accommodate their religious practices.
  • Notwithstanding that the legal standard for undue hardship is “more than de minimis,” employers may of course choose voluntarily to incur whatever additional operational or financial costs they deem appropriate to accommodate an employee’s religious need for scheduling flexibility.
  • Employers should consider adopting flexible leave and scheduling policies and procedures that will often allow employees to meet their religious and other personal needs. Such policies can reduce individual requests for exceptions. For example, some employers have policies allowing alternative work schedules and/or a certain number of “floating” holidays for each employee. While such policies may not cover every eventuality and some individual accommodations may still be needed, the number of such individual accommodations may be substantially reduced.

Voluntary Substitutes or Swaps

  • An employer should facilitate and encourage voluntary substitutions and swaps with employees of substantially similar qualifications by publicizing its policy permitting such arrangements, promoting an atmosphere in which substitutes are favorably regarded, and providing a central file, bulletin board, group e-mail, or other means to help an employee with a religious conflict find a volunteer to substitute or swap.

Change of Job Assignments and Lateral Transfers

  • An employer should consider a lateral transfer when no accommodation which would keep the employee in his or her position is possible absent undue hardship. However, an employer should only resort to transfer, whether lateral or otherwise, after fully exploring accommodations that would permit the employee to remain in his position.
  • Where a lateral transfer is unavailable, an employer should not assume that an employee would not be interested in a lower-paying position if that position would enable the employee to abide by his or her religious beliefs. If there is no accommodation available that would permit the employee to remain in his current position or an equivalent one, the employer should offer the available position as an accommodation and permit the employee to decide whether or not to take it.

Modifying Workplace Practices, Policies, and Procedures

  • Employers should make efforts to accommodate an employee’s desire to wear a yarmulke, hijab, or other religious garb. If the employer is concerned about uniform appearance in a position which involves interaction with the public, it may be appropriate to consider whether the employee’s religious views would permit him to resolve the religious conflict by, for example, wearing the item of religious garb in the company uniform color(s).
  • Managers and employees should be trained not to engage in stereotyping based on religious dress and grooming practices and should not assume that atypical dress will create an undue hardship.
  • Employers should be flexible and creative regarding work schedules, work duties, and selection procedures to the extent practicable.
  • Employers should be sensitive to the risk of unintentionally pressuring or coercing employees to attend social gatherings after the employees have indicated a religious objection to attending.

Permitting Prayer, Proselytizing, and Other Forms of Religious Expression

  • Employers should train managers to gauge the actual disruption posed by religious expression in the workplace, rather than merely speculating that disruption may result. Employers should also train managers to identify alternative accommodations that might be offered to avoid actual disruption (e.g., designating an unused or private location in the workplace where a prayer session or Bible study meeting can occur if it is disrupting other workers).
  • Employers should incorporate a discussion of religious expression, and the need for all employees to be sensitive to the beliefs or non-beliefs of others, into any anti-harassment training provided to managers and employees.

Retaliation

  • Employers can reduce the risk of retaliation claims by training managers and supervisors to be aware of their anti-retaliation obligations under Title VII, including specific actions that may constitute retaliation.
  • Employers can help reduce the risk of retaliation claims by carefully and timely recording the accurate business reasons for disciplinary or performance related actions and sharing these reasons with the employee.

Employee Best Practices

  • Employees who are the recipients of unwelcome religious conduct should inform the individual engaging in the conduct that they wish it to stop. If the conduct does not stop, employees should report it to their supervisor or other appropriate company official in accordance with the procedures established in the company’s anti-harassment policy.
  • Employees who do not wish to personally confront an individual who is directing unwelcome religious or anti-religious conduct towards them should report the conduct to their supervisor or other appropriate company official in accordance with the company’s anti-harassment policy.
  • Employees should advise their supervisors or managers of the nature of the conflict between their religious needs and the work rules.
  • Employees should provide enough information to enable the employer to understand what accommodation is needed, and why it is necessitated by a religious practice or belief.
  • Employees who seek to proselytize in the workplace should cease doing so with respect to any individual who indicates that the communications are unwelcome.

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Posted On: August 18, 2008

SJC Rule Change Regarding Clients with Diminished Capacity Goes Into Effect September 1, 2008

The new MA rule will read:

Rule 1.14 Client With Diminished Capacity

(a) When a client’s capacity to make adequately considered decisions in connection with a representation is diminished, whether because of minority, mental impairment or for some other reason, the lawyer shall, as far as reasonably possible, maintain a normal client-lawyer relationship with the client.

(b) When the lawyer reasonably believes that the client has diminished capacity that prevents the client from making an adequately considered decision regarding a specific issue that is part of the representation, is at risk of substantial physical, financial or other harm unless action is taken, and cannot adequately act in the client’s own interest, the lawyer may take reasonably necessary protective action in connection with the representation, including consulting with individuals or entities that have the ability to take action to protect the client and, in appropriate cases, seeking the appointment of a guardian ad litem, conservator or guardian.

(c) Information relating to the representation of a client with diminished capacity is protected by Rule 1.6. When taking protective action pursuant to paragraph (b), the lawyer is impliedly authorized under Rule 1.6(a) to reveal information about the client, but only to the extent reasonably necessary to protect the client’s interests.

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Posted On: August 15, 2008

Tax Assessor Contact Information for Plymouth County Massachusetts

The Plymouth County Registry of Deeds lists the following Assessors Contact Information:

Town/City, Telephone Number

Abington (781) 982-2107
Bridgewater (508) 697-0928
Brockton (508) 580-7194
Carver (508) 866-3410
Duxbury (781) 934-1109
East Bridgewater (508) 378-1609
Halifax (781) 293-5960
Hanover (781) 826-6401
Hanson (781) 293-5259
Hingham (781) 741-1455
Hull (781) 925-2205
Kingston (781) 585-0509
Lakeville (508) 947-4428
Marion (508) 748-3510
Marshfield (781) 834-5585
Mattapoisett (508) 758-4106
Middleborough (508) 946-2410
Norwell (781) 659-8014
Pembroke (781) 293-2393
Plymouth (508) 747-1620×152
Plympton (781) 585-3227
Rockland (781) 871-0137×360
Rochester (508) 763-5250
Scituate (781) 545-8713
Wareham (508) 291-3100 x 3160
West Bridgewater (508) 894-1212
Whitman (781) 618-9761

This list is helpful for those dealing with a real estate sale, municipal lien certificate (MLC), tax abatement, or tax issues in each of these cities or towns in Plymouth County.

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Posted On: August 13, 2008

Lawyers and Jury Consultants' Social Network Searching Includes Vetting Jurors

Recently, while watching the news, I saw an online video clip of a Burger King employee taking a bath in the Burger King sink. There he was, suds and all and (to borrow from McDonalds) "lovin' it." The report concluded by remarking the young man (and his fellow employees) no longer work at BK.

This is just one example of what you put into cyberspace may hurt you and can be used in ways you might not have thought about. We're just beginning to see how this is playing out in business and in law.

I've seen HR people advised to do a Google search on employment prospects and to review the first ten pages of results. Elsewhere I've spoken to corporate officers who have commented on how a LinkedIn or Social Networking Sites Help Vet Jurors, and consider how social network sites may be being used to examine jurors.

Jury consultant Robert Hirschhorn, mentioned in Kay's article, explains he advises his clients [lawyers],

to keep information gleaned off the Internet hush-hush... [and] use it for peremptory strikes, without giving any indication why the person is being bounced...

This is done so other jurors won't learn their being investigated and to prevent potential backlash. Speaking of trial tactics observed after a jury was chosen, Hirschhorn adds,

...he is just now starting to see lawyers use information in opening and closings. For example, a lawyer discovered from a person's MySpace page that his favorite book was The Seven Habits of Highly Effective People, and found a way to subtly include that reference into his closing arguments.

While some of these ideas many not be new to trial lawyers and jury consultants, they probably are new to those who are sitting on a jury or applying for their first job. Beware what you post, once it's out there, there's no taking it back...

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Posted On: August 9, 2008

After Someone Dies and There's a Will -- What To Do

Many families in Massachusetts have questions about probate law and what to do with a will after someone has passed away. While not a list of required steps, Angela Barker provides a helpful guide in Ten Things to Do to Prepare a Will for Probate. In MA, I'll add:

  1. Prepare a list of assets owned by the deceased;
  2. Determine if the estate is valued above or below $15,000; and
  3. Arrange for a meeting with a local probate attorney.
While the last on the list may sound a little self-serving, a local probate lawyer is accessible and generally knows the unwritten rules that are followed in each local county. If you have the above information with you and the estate is valued less than $15,000, then many law firms, including our Weymouth law office, can usually complete the entire probate process in one meeting for a reasonable fee. The same is true in intestate cases (where a person died without leaving a will). These quicker and less costly probate proceedings are known as Voluntary Executor (or Executrix) and Voluntary Administrator (Administratrix) -- the different versions have traditionally been used to denote the gender of the person petitioning for the probate process to commence, although present usage of the masculine form (ending in "or") is often used to denote male or female appointments..
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Posted On: August 8, 2008

Should I Take the Settlement Offer or Go To Trial: A Statistical Approach to Civil Justice...

When asked, "What are my chances at winning at trial?", most lawyers in Massachusetts or elsewhere would reply, "It depends." A recent article in the New York Times is offering some percentages and cost estimates that will likely raise a few eyebrows.

The article entitled, Study Finds Settling Is Better Than Going to Trial, discusses a study finding settlement is statistically generally the best option. The article indicates plaintiffs were wrong to go to trial in 61% of the cases and defendants were wrong to proceed to trial in 24% of cases. Both were wrong because they could have settled the case for an amount better than what was achieved at trial.

The article reports:

...in just 15 percent of cases, both sides were right to go to trial — meaning that the defendant paid less than the plaintiff had wanted but the plaintiff got more than the defendant had offered.
It's worth noting, however, that the estimated cost for making the wrong choice was a lot greater for defendants ($1.1 million) than it was for plaintiffs ($43,000).

While numbers are one factor to consider in proceeding to trial, the issues of civil justice, correcting a wrong, or having your day in court are worth something of societal value too. These are issues that can't be measured in dollars or percentages, but at the same time lawyers need to advise their client's to pursue their best interests. In the end, the right question may not only be: "What are my chances of winning at trial?" but also ,"Why do I want to go to trial?" The decision is always the clients and it's a decision that should be based on what is right for them, even when it's against all odds.

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Posted On: August 8, 2008

Massachusetts Consumers and Businesses Beware of the Law: Think Twice Before Cutting and Pasting that Contract, Release, Will or Other Legal Document

Often it's tempting to take an legal document found on the internet (sometimes prepared by a lawyer), make a few changes, and recycle the attorney's language to create any number of legal documents. Massachusetts consumers and businesses are smart and think, "Why pay a lawyer in Massachusetts when it's available for free online?" In some cases perhaps they could be right, in others they could be disastrously wrong. The key is to know the difference and that's where consumers and businesses can often fail. Is it worth the risk? Can what you don't know hurt you? Some examples to consider before answering:

LANGUAGE ISSUES

Real Estate Law - A party signs a "Standard Form" Offer or "Standard" Purchase and Sale Agreement, but later learns there were some key changes made to a few important words in the "standard" agreement. Just because it says "standard" don't think it is.

Employment or Discrimination Law - A company fires an employee and offers a severance package. The employee signs the severance agreement and cashes the severance check. Later the employee sues for age discrimination on the basis that the Older Workers' Benefit Protection Act ("OWBPA") was not explicitly followed. Why? Because the severance agreement made reference to 154 employees being affected by the terminations when, in fact, only 152 employees were. A federal court case covered in a Labor & Employment Law Update, Peterson v. Seagate, No. 07-2502, 2008 U.S. Dist. LEXIS 42179 (D. Minn. May 28, 2008), dealt with these facts. Here the employee's release was void, the employee kept the severance money, and the employee could also sue the employer under the Age Discrimination in Employment Act ("ADEA").

Divorce Law - An unsuspecting spouse signs the divorce agreement with all kinds of technical language concerning taxes and other issues which the other spouse has had reviewed by his or her lawyer, but tells you he or she just got it off the internet.

PROCESS ISSUES

In other cases, it's not just the language but also the process that must be followed to insure your wishes are followed.

Will - A parent has two adult children: one is a loving caregiver and the other hasn't been heard from in years. The parent decides to make a will leaving everything to the caregiver. The caregiver signs the will as a witness. Did you know the caregiver could now receive nothing and the other child everything?

Business Law or Trusts - A couple forms an LLC or Trust but fails to follow the steps needed to treat the LLC or Trust as a separate legal entity. The LLC or trust may end up providing no protection and leading to liability which hadn't been properly planned for.

Real Estate Deed - A simple deed is taken from the internet or copied from the public records at the local Registry of Deeds. Names are substituted and the deal goes forward. Later the buyer learns a probate estate matter was involved and the government has a lien against the property. This would have been found if a customary title exam was conducted. Guess who may now be on the hook for the lien amount?

RULES VS. PRINCIPLES

Last night, after a quick run from Weymouth to Hingham and back, I was reading a Law Practice article discussing the difference between our legal system and the U.K.'s approach to electronic evidence and discovery issues ("e-discovery") ("electronic data discovery" or "electronic data disclosure" known as "EDD"). The article contained a comment that I found interesting:

All the interviewees agreed that in the U.K. EDD is principles based, whereas in the United States it's rule based. Everyone believed that this is the biggest difference-and that the principles-based system is better.
While this is a good theoretical point to consider in reviewing this new area of law, it's not a debate you want to find yourself dealing with in a case that involves your interests. As you can see from above, our rules-based laws can lead to results that may not always agree with your principles or your intent. Think twice the next time you cut and paste.  Often when a legal document is involved, there's something of real value at stake.  Most times when a client asks me to look at "something" they found on the internet, it has serious flaws when applied to their specific circumstances.  Luckily, we can fix this before it's too late.  Those who come in after the fact and seeking help -- they don't tend to make the same costly mistake twice.
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Posted On: August 7, 2008

Weymout Massachusetts Tax Abatement Decision Upholds Town of Weymouth

115 Weymouth condominium unit owners seeking real estate tax abatements failed to prove an overvaluation and their real estate tax abatement request was denied. In sum, conclusions regarding the highest and best use of the properties was found to lack any supportive evidence, thus serving no utility in establishing the properties fair cash value.

This decision shows the importance of having a strong basis for filing for a Massachusetts real estate tax abatement. Recently, in Sunset Realty Group of the Berkshires v. Board of Assessors of Town of Peru, the presiding commissioner commented:

...a taxpayer ‘may present persuasive evidence of overvaluation either by exposing flaws or errors in the assessors' method of valuation, or by introducing affirmative evidence of value which undermines the assessors' valuation.' ...

... At any hearing relative to the assessed fair cash valuation ... of property, evidence as to the fair cash valuation ... at which assessors have assessed other property of a comparable nature ... shall be admissible.'


For deeper coverage, see Massachusetts Lawyers Weekly reviews of the Peru case and Weymouth case - the two sources for this blog entry.

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Posted On: August 1, 2008

Massachusetts Medical Malpractice Law Now Includes Loss of Chance Doctrine -- SJC Provides a 5 Step Formula for Awarding Damages

A new area of medical malpractice law has arrived in MA and it concerns what is known as the "Loss of Chance Doctrine." The Boston Globe's, Denise Lavoie, writes:

The state's highest court ruled yesterday that doctors can be held liable for negligence that reduces a patient's chance of survival, even if the patient's prospect for recovery was already less than 50 percent.

The Massachusetts Supreme Judicial Court (SJC), in a decision written by Chief Justice Margaret Marshall, held:

Where a physician's negligence reduces or eliminates the patient's prospects for achieving a more favorable medical outcome, the physician has harmed the patient and is liable for damages...

The Court's opinion provides a 5 step method for awarding damages:

Deriving the damages for which the physician is liable will require the fact finder to undertake the following calculations:

  • 1. The fact finder must first calculate the total amount of damages allowable for the death under the wrongful death statute, G. L. c. 229, § 2, or, in the case of medical malpractice not resulting in death, the full amount of damages allowable for the injury. This is the amount to which the decedent would be entitled if the case were not a loss of chance case: the full amount of compensation for the decedent's death or injury.
  • 2. The fact finder must next calculate the patient's chance of survival or cure immediately preceding ("but for") the medical malpractice.
  • 3. The fact finder must then calculate the chance of survival or cure that the patient had as a result of the medical malpractice.
  • 4. The fact finder must then subtract the amount derived in step 3 from the amount derived in step 2.
  • 5. The fact finder must then multiply the amount determined in step 1 by the percentage calculated in step 4 to derive the proportional damages award for loss of chance.

EXAMPLE:

  • Step 1. Suppose in a wrongful death case that a jury found, based on expert testimony and the facts of the case, that full wrongful death damages would be $600,000;
  • Step 2. The patient had a 45% chance of survival prior to the medical malpractice;
  • Step 3. The physician's tortious acts reduced the chances of survival to 15%'
  • Step 4. The patient's chances of survival were reduced 30% (i.e., 45% minus 15%) due to the physician's malpractice; and
  • Step 5. The patient's loss of chance damages would be $600,000 multiplied by 30%, for a total of $180,000.

See the full case, Robin K. Matsuyama, Executrix of the Estate of Kimiyoshi Matsuyama vs. Neil S. Birnbaum & Dedham Medical Associates, Inc.

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Posted On: August 1, 2008

ABA's Top 25 Law Movies Along With 25 Honorable Mentions

The American Bar Association (ABA) has a list of its "The 25 Greatest Legal Movies". Each displayed in a slide with commentary and was based on 12 prominent lawyers who teach film or are con­nected to the business to choose what they regard as the best movies ever made about lawyers and the law.

They also list these "25 Honorable Mentions" -- presented in alphabetical order.

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