Scottsdale Attorneys Archives - Page 12 of 12

As top Scottsdale divorce attorneys, the team at Canterbury Law Group receives many questions about Orders of Protection. Here are some common questions and answers for people looking for more information. If you’re in need of protection, contact Canterbury immediately – time is of the essence in these matters and any delays can be held against you by the court.

1. How can an order of protection help the victim? In an order of protection, a judicial officer can order:

The abuser not to commit any of the offenses included as domestic violence
The abuser to have no contact with you or with anyone else named in the order (this could include telephone calls, texts, letters, messages through someone else, personal contact, etc.)
The abuser to stay away from your residence, place of employment, and school or those of anyone else named in the order
One party to have exclusive use of a home shared by you and the abuser (if there is reasonable cause to believe that the abuser may cause you physical harm)
Law enforcement to accompany a party to a shared home to get his/her belongings
The abuser to turn in any firearms in his/her possession to law enforcement and not possess firearms
The abuser to stay away from and not harm any animal owned by you, the abuser or a minor child in either of your homes (and award you care and custody of the animal)
Other relief that is appropriate and necessary for your protection and the protection of anyone else specifically named in the order
The abuser to complete a domestic violence offender treatment program or any other program deemed appropriate by the court (as part of a final order)

2. In which county can I file for an order of protection? As an Arizona resident, you can file for a domestic violence protective order in any superior, municipal or justice court in any county in Arizona. The only exceptions are that:

If two courts are located within a one mile distance, then one court can be designated as the court which issues protective orders;
If you have filed an action for divorce, separation, paternity or annulment with the superior court (involving the same person from whom you want protection), then you need to return to the superior court to request an order of protection; and
If the defendant is less than 12 years of age, only the juvenile division of the superior court may issue the order or injunction.

If you have questions about your finances and / or bankruptcy, call us today to schedule a consultation at 480-744-7711 or [email protected].

At Canterbury Law Group, we receive many seasonal calls regarding employees and time off. Under federal law, an employer typically cannot make work-related decisions based upon an employee’s religion. Therefore, an employer has to give its workers some time off from work to exercise their religion and celebrate holidays. Employers may face crucial legal problems for refusing time off.

Example – There are many religious-based holidays that may interrupt the usual work schedule. Popular holidays are Christmas and Chanukah, and many employees find it easy to enjoy these days. However, sometimes, an employer doesn’t agree with a certain religion or holiday, which becomes a problem.

Recently, a former sales manager of a Bath and Body Works store in Connecticut filed a discrimination lawsuit under Title VII. She claims she was terminated because she took vacation time to celebrate the Wiccan New Year. According to lawsuit, her previous management at the company allowed her to use her vacation time for this holiday for the last six years, but new management opposed. The employee claims she was directed that she would need a new career if she took the time off. When she returned, she was immediately terminated. The employee is suing for back pay and other money damages.

The Law – Title VII of the Civil Rights Act of 1964 (Title VII) is the major federal discrimination law. This means that it is illegal for employers to treat workers differently because of certain characteristics, such as sex and race. It also bars discrimination based upon religion. Therefore, employers can’t make it harder for employees of a certain religion to get hired and / or promoted or give them better or worse working hours than workers of other religions. They also can’t terminate workers based upon their religious beliefs.

Violating Title VII may bring large fines and other costs associated with the case. An employee who is improperly refused time off or fired because of his religion may be able to get his job back and get paid for the time he was out of work.

Use Caution – Employers need to be careful when it comes to refusing time off for religious-based holidays. Vacation time can’t be refused simply because the employer doesn’t believe in the holiday or religion. However, legitimate business reasons are another story. For a retailer, the holidays may be the busiest time of the year, and so a full workforce may be required. A holiday may also happen to fall at a time when a large project needs to be completed. In these situations, it is possible to limit an employee’s time off.

If you are an employee or employer and have questions about legal time off, call us today to schedule your consultation at 480-744-7711

More About Orders of Protection

Obtaining Your Legal Time Off