Fort LauderdaleFlorida(FL) Daley, Jennifer E. personal infomation and areas of practice

Florida Fort LauderdaleThe Amlong Firm attorney Daley, Jennifer E. is a Very good lawyer practice area in Employment Law and Discrimination Sexual Harassment, Hostile Work Environment and Gender Discrimination Pregnancy Discrimination, Caregiver Discrimination and FMLA Claims Race, Religion and National Origin Discrimination Age Discrimination Retaliation and Whistleblowing/Qui Tam GLBT Rights Wage-and-Hour Claims Wrongful Termination and Employment Contract Disputes Business Fraud and Consumer Protection Litigation Marital and Family Law Child Support Custody & Visitation Divorce 99% of Practice Devoted to Litigation ,Administrative Law, Administrative Hearings & Adjudication, Administrative Investigations, Licensing, Regulatory Enforcement, Alternative Dispute Resolution, Arbitration, Mediation, Deceptive Trade Practices, Unfair Competition, Business & Commercial Law, Consumer Protection, Contracts, Transactions, Warranties, Business Organizations, Civil Rights, Age Discrimination, Disability & Illness Discrimination, Gay & Lesbian Rights, National Origin Discrimination, Race Discrimination, Religious Discrimination, Sex Discrimination, Sexual Harassment, Class Actions -- Plaintiff, Constitutional Law, Discrimination, Employment Law -- Employee, Americans with Disabilities Act -- Employee, Employee Rights -- Employee, Employment Contracts -- Employee, Employment Discrimination -- Employee, Family Medical Leave Act (FMLA) -- Employee, Federal Employer's Liability Act (FELA) -- Employee, Municipal Employment -- Employee, Pensions, Benefits & Compensations -- Employee, Sexual Harassment -- Employee, Wage & Hour Laws -- Employee, Whistleblower -- Employee, Wrongful Termination -- Employee, Employment Law -- Employer, Sexual Harassment -- Employer, Wage & Hour Laws -- Employer, Family Law, Alimony & Spousal Support, Child Support, Custody & Visitation, Divorce, Paternity, Prenuptial Agreements, Litigation & Appeals, Class Actions, Complex Litigation, Federal Appellate Practice, Federal Trial Practice, State Appellate Practice, State Trial Practice, US Court of Appeals for the Federal Circuit, US Supreme Court, Native Peoples Law, Sexual Abuse -- Plaintiff, Whistleblower/Qui Tam,The Amlong Firm

if you have any problem in Gender Discrimination Pregnancy Discrimination, Caregiver Discrimination and FMLA Claims Race, Religion and National Origin Discrimination Age Discrimination Retaliation and Whistleblowing/Qui Tam GLBT Rights Wage-and-Hour Claims Wrongful Termination and Employment Contract Disputes Business Fraud and Consumer Protection Litigation Marital and Family Law Child Support Custody & Visitation Divorce 99% of Practice Devoted to Litigation ,Administrative Law, Administrative Hearings & Adjudication, Administrative Investigations, Licensing, Regulatory Enforcement, Alternative Dispute Resolution, Arbitration, Mediation, Deceptive Trade Practices, Unfair Competition, Business & Commercial Law, Consumer Protection, Contracts, Transactions, Warranties, Business Organizations, Civil Rights, Age Discrimination, Disability & Illness Discrimination, Gay & Lesbian Rights, National Origin Discrimination, Race Discrimination, Religious Discrimination, Sex Discrimination, Sexual Harassment, Class Actions -- Plaintiff, Constitutional Law, Discrimination, Employment Law -- Employee, Americans with Disabilities Act -- Employee, Employee Rights -- Employee, Employment Contracts -- Employee, Employment Discrimination -- Employee, Family Medical Leave Act (FMLA) -- Employee, Federal Employer's Liability Act (FELA) -- Employee, Municipal Employment -- Employee, Pensions, Benefits & Compensations -- Employee, Sexual Harassment -- Employee, Wage & Hour Laws -- Employee, Whistleblower -- Employee, Wrongful Termination -- Employee, Employment Law -- Employer, Sexual Harassment -- Employer, Wage & Hour Laws -- Employer, Family Law, Alimony & Spousal Support, Child Support, Custody & Visitation, Divorce, Paternity, Prenuptial Agreements, Litigation & Appeals, Class Actions, Complex Litigation, Federal Appellate Practice, Federal Trial Practice, State Appellate Practice, State Trial Practice, US Court of Appeals for the Federal Circuit, US Supreme Court, Native Peoples Law, Sexual Abuse -- Plaintiff, Whistleblower/Qui Tam,please email to The Amlong Firm or call 954-519-2235 or Go to our company directly(addr:500 Northeast Fourth Street Fort Lauderdale,FL) ,we will provide free legal advice for you.

• The Amlong Firm in Fort Lauderdale is one of the most credentialed employment law firms in South Florida. Our firm handles all types of employment law cases, including sexual harassment, hostile work environment, wage-and-hour claims, sex discrimination and other discrimination claims, gay and lesbian rights, and retaliation claims.

  Firm founders and shareholders Bill and Karen Coolman Amlong are well known in South Florida courtrooms and among liberal Democratic and feminist circles in the state. Bill Amlong is a former investigative reporter for The Miami Herald who argued a landmark employment discrimination case - Faragher v. City of Boca Raton - before the U.S. Supreme Court in 1998. Karen Coolman Amlong was the first woman to be elected as a state legislator from Broward County - at age 27 - and has stayed very active in promoting women's rights in Florida.

  Both attorneys are board-certified in multiple areas of law by the Florida Board of Legal Specialization and Education. To obtain a certification in a particular area of law, lawyers must have done the following:

  Tried a minimum number of cases in a specific area of law Been recommended by judges and other lawyers Passed an extensive written examination in the specific area of law Fulfilled continuing education requirements

  Only a small percentage of Florida lawyers are board-certified. We believe that with certifications in 4 areas - labor and employment law, civil trial law, business litigation, and marital and family law - Karen Coolman Amlong is board-certified in more areas of law than any other lawyer in Florida. Only two other attorneys in Florida have 3 certifications. Bill Amlong is board-certified in labor and employment law, civil trial law, and business litigation.

  Above all, we are trial lawyers. Our opponents know we are willing to try employment law cases, and we obtain settlements that are generally better than those obtained by lawyers with a reputation for being afraid to go to court.

The Amlong Firm & Joy Attorneys

Fort Lauderdale lawyer Bolen, Rani Nair Fort Lauderdale lawyer Amlong, Karen Coolman Fort Lauderdale lawyer Amlong, William R. Fort Lauderdale Florida lawyer Churly-Davis, Alison Fort Lauderdale Florida lawyer Daley, Jennifer E.

Employment Law and Discrimination Sexual Harassment, Hostile Work Environment and Gender Discrimination Pregnancy Discrimination, Caregiver Discrimination and FMLA Claims Race, Religion and National Origin Discrimination Age Discrimination Retaliation and Whistleblowing/Qui Tam GLBT Rights Wage-and-Hour Claims Wrongful Termination and Employment Contract Disputes Business Fraud and Consumer Protection Litigation Marital and Family Law Child Support Custody & Visitation Divorce 99% of Practice Devoted to Litigation ,Administrative Law, Administrative Hearings & Adjudication, Administrative Investigations, Licensing, Regulatory Enforcement, Alternative Dispute Resolution, Arbitration, Mediation, Deceptive Trade Practices, Unfair Competition, Business & Commercial Law, Consumer Protection, Contracts, Transactions, Warranties, Business Organizations, Civil Rights, Age Discrimination, Disability & Illness Discrimination, Gay & Lesbian Rights, National Origin Discrimination, Race Discrimination, Religious Discrimination, Sex Discrimination, Sexual Harassment, Class Actions -- Plaintiff, Constitutional Law, Discrimination, Employment Law -- Employee, Americans with Disabilities Act -- Employee, Employee Rights -- Employee, Employment Contracts -- Employee, Employment Discrimination -- Employee, Family Medical Leave Act (FMLA) -- Employee, Federal Employer's Liability Act (FELA) -- Employee, Municipal Employment -- Employee, Pensions, Benefits & Compensations -- Employee, Sexual Harassment -- Employee, Wage & Hour Laws -- Employee, Whistleblower -- Employee, Wrongful Termination -- Employee, Employment Law -- Employer, Sexual Harassment -- Employer, Wage & Hour Laws -- Employer, Family Law, Alimony & Spousal Support, Child Support, Custody & Visitation, Divorce, Paternity, Prenuptial Agreements, Litigation & Appeals, Class Actions, Complex Litigation, Federal Appellate Practice, Federal Trial Practice, State Appellate Practice, State Trial Practice, US Court of Appeals for the Federal Circuit, US Supreme Court, Native Peoples Law, Sexual Abuse -- Plaintiff, Whistleblower/Qui Tam legal template form download

lawyer Daley, Jennifer E. Reviews

Litigation

Litigation

employment

Yes -- with a general power of attorney. You can represent the person. The insurance company would have to agree as well since you are in effect trying to modify the contract terms.. . PROVIDED you can defend your actions as in the best interest of the person you are representing. Depending on what you are trying to do, your actions may not be in their best interest.. . IF you are trying to increase their insurance, I recommend you NOT change the existing policy because there are clauses in insurance policies and insurance law something to the idea of "in anticipation of death". Often, there is a clause requiring the person to survive 2 or 3 years after the policy was written. Something like that may apply to changes in a policy. Regarding new policies or changes to existing policies, if you have good reason to believe them to be dying or expected to die soon, most insurance companies will not write the policy and may not pay off beyond refund of premiums paid if you are correct about the person's anticipated death.. . Now some policies may have a guaranteed clause that the person can purchase additional insurance at certain times. IF that is what you are trying to do, go for it. It certainly is worthy of inquiry if the existing policy has such a clause.. . Now if the doctor says the person has advanced cancer with a limited time to live AND the insurance company has a policy of paying early if something like that occurs, then you may most certainly make inquiry to the insurance company about that.. . I am NOT an attorney nor am I an insurance professional. The above is a personal opinion based on my reading.

Its important to tell the truth! . Previous Jobs: ex: porn star, craigslist shopper, and stay at home dad. . Contacts: ex: x-wife (i would strongly not suggest her), mom (shes a big fan), . Skills: ex: can fit my whole fist in my mouth, won a spitting contest in the seventh grade, and i also studied art in college for 3 years, but changed my major to poetry. . Legal History: ex: iv only been for pot once

.. kinda worried the worlds going to end tomarrow... so is it?.

Medical Rights Papers????? Please help..?

The next step after the Legal Separation Agreement is completed... is to do what was promised on the agreement and filing for divorce can happen any time after this. Filing for divorce is really quite simple and straight forward after a separation agreement is formalized and it does not cost that much... basically it?s some paperwork... that's it.. . Now if you decided to go straight for divorce then you still have to have a "Division of Assets" or basically a "Separation Agreement" anyway. In Canada... you can?t get divorced right away. You have to be considered separated for a minimum of 1 year first.. . So the price to get divorced will include the cost of a "Separation Agreement"... because you can?t have a divorce without the other.. . Now the only thing that will make the costs go up is if neither spouse can AGREE on anything.... then there will be more and more visits to the lawyers to hammer out a settlement that is agreeable between the two spouses. The more times you have to involve lawyers the more it will cost.. . Best thing to do is to have both spouses try to work out everything by themselves.... write out there own agreement and then each spouse take that to their own lawyer to get it worded/corrected from a legal stand point.. . We were fortunate that my spouse and I were very amicable... so we involved the lawyers as little as possible..... it cost less than $1000... for each of us.. . It might be a good idea to Google for some law firms in your area and then call a few of them. All lawyers here have a free initial consultation (usually about an hour) ... and then you can ask them anything you want.... so build a list of questions and call at least 3 or 4 of them for an initial consultation... this way you can get a lot of free legal advice and information. As well, you can find out the cost differences between law firms and get a feel for the firm that you?re most comfortable with... if you choose to go for a lawyer.. . I hope this helps.. . Good luck!

how does land laws affect town planning?

this is the lawyers reviews