Month: September 2018

A Review Of Attorney Gary P. Price And Lewis & Kappes Law Firm

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September 29, 2018

7:40 pm

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Talk about ‘property’ and the first connection you are likely to make is ‘real estate,’ such as a house, a farmland, or a commercial building, that you can actually touch, feel, and live in. An intellectual property (IP) refers to something entirely different. Any idea that takes on a form and later finds expressions as a film, a book, a TV show, a game, or anything else that people play, watch, read, and recognize can be classified as IP. Trademarks, copyrights, trade secrets, patents, literature, music, and art are all intellectual properties. To put it simply, IP is a creation of imagination over which a corporation or an individual enjoys legal monopoly.

Incidentally, the term ‘intellectual property’ is also used to refer to those laws protecting such monopolies. These laws have been designed to uphold the rights of the owner of an IP. Cases related to violation of these laws can be quite complicated. For this reason, it is important to hire an experienced legal professional. This article reviews attorney Gary P. Price, who serves in the Lewis & Kappes law firm as a director in the intellectual property team and specializes in civil litigation, intellectual property, appeals, and mediation. A registered mediator, Mr. Price has vast experience in handling cases ranging from commercial litigation, personal injury, and premises liability to civil rights claims, anti-trust, and copyright infringement.

Education And Professional Experience

After completing his graduation and post-graduation from the University of Wisconsin, Gary P. Price followed up with a degree in law from the Indiana University. According to www.lewis-kappes.com, he has worked as law clerk in the Supreme Court of Indiana in addition to serving as an adjunct faculty in Indiana Central University, Butler University, and Indianapolis Law School. HIS wide experience has made him exceptionally proficient in the methodology of trial practice.

Gary P. Price has represented clients in the Federal District Court in the southern and northern districts of Indiana and the U.S. Court of Appeals (Seventh Circuit, Federal Circuit and Eleventh Circuit). He is currently affiliated with

* Indianapolis Bar Association * Indiana State Bar Association * Indiana Trial Lawyers Association * The Association of Trial Lawyers of America

Gary P. Price was honored as the Indiana Super Lawyer (general litigation) from 2004 to 2009 consecutively. He has also received the Appellate Advocacy Award (1977) and Woodward Fellowship (1978). Mr. Price has authored ‘Administrative Law’ and co-authored ‘Workmen’s Compensation.’

Notable Cases

The team of intellectual property lawyers at Lewis & Kappes, including Gary P. Price, has successfully handled several cases related to violation of intellectual property rights, misappropriation, and copyright infringement. The following are some of of the types of cases handled by this powerful legal team:

* They have negotiated licensing rights of copyrighted material and handled software licensing claims * They have defended clients in trade secret claims and secured damages for trade secret misappropriation * This team, including Gary P. Price, has successfully defended trademark infringement claims and secured registered trademarks * They have taken up patent infringement cases and resolved those by negotiation

The skilled team of intellectual property attorneys in Lewis & Kappes, including Gary P. Price, is empowered with extensive legal experience that makes them highly efficient in handling all kinds of cases related to intellectual property.

Law Of Attraction, The Holocaust And 911 Part 1

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September 29, 2018

8:42 am

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This is the topic that you can search on the internet and not find an answer that will satisfy you. This is the topic that all those people who don’t believe in Law of Attraction use to try to prove their case. These non believers use the argument that says “if Law of Attraction is true and really worked, then are you telling me that 6,000,000 Jews manifested, chose, and attracted their own death in the holocaust?”

Then the non believers go on to mention 911, slavery, young children raped and killed, babies being murdered and any atrocity they can put forth. They assert the following as the base of their argument. “So if Law of Attraction were a real law of the universe, then I must accept the belief that all these atrocious death scenarios were chosen and attracted by the victims. Are you saying that the victims are to blame for their own deaths?

I must admit it sounds like a great argument and who could possibly explain this? I, also, admit I searched and searched all over the internet and could not find one LOA guru who could explain this argument properly from the side of the believers of Law of Attraction. All the great Law of Attraction gurus don’t really like to deal with this argument and its corresponding set of questions.

It is almost comical to watch them try to sweep this one under the rug. They know that any explanation that you offer to all these Jewish people is going to infuriate them and elicit rage and anger if you in any way try to tell them that these Jews “attracted” this fate with their vibration.

The same, of course, holds true with the loved ones of those who died in the 911 holocaust or the descendants of slaves. I call 911 a holocaust very properly but for reasons that are really the subject of a whole other article or book. Now also the parents and loved ones of murdered children and babies are not going to accept that these children and babies chose and attracted their gruesome deaths through their vibration.

So this argument is the great debate and the great divide between those who believe in Law of Attraction and those who do not. Yet there really doesn’t seem to be any great debate going on because not one person has offered an adequate argument on the side of those who believe in Law of Attraction. And, their simplified answers or even no answers that “insinuate” that these individual’s vibrations have indeed attracted these ugly circumstance scenarios, even further infuriate those non believers and loved ones.

Now of course I choose not to offer some anonymous argument on the side of Law of Attraction but I must tell you that my name is Seth Manne and I’ am the author of a new book entitled “Manifesting The Ultimate: Perfect Health, Massive Wealth, True Love and Infinite Happiness. Why on earth would I tackle a subject like this which can stir the angst of so many people? It is almost like it is the anti-thesis of my own book. “This” would appear to be manifesting the worst, atrocious, ugly, inhumane of possible circumstances and scenarios…would it not?

The Traditional Wedding The Mother-in-law Pleaser

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September 25, 2018

1:56 am

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Youre planning a traditional wedding, complete with a flowing white bridal gown, a handsome groom, a beautiful church, gorgeous wedding flowers, traditional vows and a mother-in-law wanting her way. Planning a traditional wedding and dealing with your own mother is stressful enough as it is. Throw in a future mother-in-law with needs of her own and youre facing major stress overload. As you continue your journey toward marital bliss, youll definitely need to deal with your fiancs mother. However, try not to fall into the trap of becoming a mother-in-law pleaser.

The wedding and its planning stages could very well set the tone for your future relationship. If you ignore your grooms mothers wishes, you may live to regret it. On the other hand, if you bend over backwards to please your mother-in-law, you could be setting yourself up for a subservient role for the long term.

So how do you please your mother-in-law without becoming a mother-in-law pleaser? This question has haunted brides for generations. While traditional weddings come with their share of traditions and guidance such as something old, something new, you dont often receive advice for dealing with mother-in-laws. Before figuring out how to keep you and your mother-in-law happy, lets take a look at what your future mother-in-law will be going through.

Traditionally, the brides parents pay for the wedding and act as the hosts. As such, they hold more power as far as the wedding is concerned. For example, whose name is traditionally listed on the wedding invitation? The brides parents, as in Mr. and Mrs. Smith cordially invite you to the wedding of their daughter, Jane. Another area where the brides parents, in this case the brides mother, have more power is in attire. The mother of the groom is expected to defer to the mother of the bride, consulting with her first before selecting a dress and making sure that her dress doesnt upstage that of the mother of the brides.

These two factors alone place mothers of the groom in a position that they may not be well suited for. For example, an independent woman who normally takes an active role in corporate events, party planning, or family gatherings is going to have a tough time backing off and letting another woman run the show. A woman who loves fashion and is well known for her snappy wardrobe may not be happy wearing mauve or asking another woman permission to wear a specific outfit.

Understanding the pre-defined role that your future mother-in-law is expected to play in a traditional wedding can help you understand her behavior which many manifest in many ways. Questions to consider include:
Does she feel like shes an equal partner?
Does she resent playing a less active planning role?
Is she overbearing? Is she overstepping?
Is she not contributing her ideas out of fear of overstepping her role?
What role would she like to play?

At this point, you are only speculating. Considering these questions is a good place to start. However, these same questions could lead you into the trap of becoming a mother-in-law pleaser. You dont necessarily want the same things that your mother-in-law wants, right? Identifying her wants is fine; it helps you understand her. But it doesnt mean you have to grant her wishes. For example, what if your mother-in-law wants to arrive at the church on a Harley Davidson motorcycle instead of the limousine that youve arranged? Or wants to be escorted down the aisle carrying her toy poodle on a pillow?

An excellent way to please your mother-in-law without having to cater to her is to treat your wedding planning as you would any other project. Projects have stakeholders such as investors, customers, and managers. So does your wedding. In your mother-in-laws case, whats at stake? What are her expectations? Whats her role? What activities is she well suited for? Does she understand the projects objectives and goals? Adopting a business-like wedding planning approach from the beginning can help you establish boundaries while also helping your mother-in-law understand the larger picture and her role in it.

Plan a stakeholders meeting with you, your mother, and your future mother-in-law. Ask each woman to write down her vision for the wedding. Explain that youve already done so but are interested in their ideas and input. After everyones written down their ideas, share your ideal wedding and then ask each mother to share her thoughts. This allows you to discover common ground and areas that may be outside of your weddings scope. For example, if you wrote down that you want a small, traditional church wedding with immediate family and close friends only followed by an outdoor reception at the local winery, how do the tentative wedding plans written by the two mothers compare? Is your mother-in-law envisioning a lavish black-tie affair for 400 guests? While your ideas may be worlds apart, they may be strikingly similar. For example, what if she wrote that shed love to see you get married at the same church where your groom was baptized? Youll never know until you ask.

By sharing your own vision from the beginning, before either mother has had a chance to influence you, you will already know what you want, and so will they. This is your framework. You may need to make changes and concessions along the way, but you do not need to stray far from your original vision just to please your mother-in-law.

Back to the wild entrance on a Harley and the toy poodle. Should you give in? Again, you do not need to grant every wish, but if you understand what your mother-in-law really wants, you may be able to compromise. For example, why is riding in on a Harley important to your mother-in-law? Is she trying express her free spirit? Is she known for her wild side? Instead of going for a traditional black limo, why not opt for a stretched black Hummer or some other fun but classy type of limousine, thus allowing your mother-in-laws personality to be expressed without becoming overly intrusive. As far as the poodle, you may need to put your foot down and say no pets. However, if youre open to a whimsical poodle-theme at the reception, let your mother-in-law pick out the table decorations and party favors.

Planning a wedding with other strong women involved requires communication, cooperation, and compromise. If you can find the right balance, you can please your mother-in-law without catering to her every wish.

Knowing the Basics of Escrow Law When Purchasing Pleasanton Real Estate

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September 23, 2018

1:37 pm

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During the process of home buying, you’ll likely hear the term escrow many times. This can be a little bit confusing to many people, especially first time buyers. It’s your right, as a buyer of Pleasanton homes for sale, to understand escrow and the laws that govern it.

What is an Escrow?

An escrow is defined as anything of value to a party, such as a deed, a document, or money, held by an unbiased third party to be used or delivered to another party after fulfilling a certain event, condition, or obligation. The term is also used to refer to the transaction itself.

Escrow Law

For the protection of the parties who entrust their assets to escrow agents in Pleasanton or anywhere in California, the Escrow Law was enacted. Escrow agents, Internet escrow agents, and joint control agents are subject to its provisions.

An escrow agent is someone who is engaged in the field of receiving escrows for the purpose of delivery or deposit, while an Internet escrow agent is someone who is also engaged in this business, but does it over the Internet.

On the other hand, a joint control agent is any individual who receives money or other assets for spending or payment of the cost of services, materials, labor, fees, permits, or any other things acquired in the building of real property improvements.

Under the Escrow Law, anyone involved in the escrow or joint control business is required to be a corporation that is arranged for that function and must be licensed by the Commissioner. Also, all Internet escrow agents are subject to the licensure requirements. However, there are some individuals who are exempted from such requirements:

1. An individual who does business under any state or federal law that is related to insurance companies, savings and loan or building and loan associations, trust companies, or banks.

2. Any individual who has a license to practice law in this state and has a valid business relation with a principal in a personal property transaction or real estate; also, someone who isn’t engaged in an escrow agent’s business.

3. An individual whose main business is making searches or preparing abstracts of title used as a basis for the distribution of a title insurance policy by a certain company that is subject to any state law related to insurance companies.

4. A real estate broker that has a license from the Real Estate Commissioner while working in a transaction wherein he/she is an agent and is required to have a real estate license.

Below are the requirements to be able to get a license under the Escrow Law:

1. Pay the application fee
2. Must be a member of the EAFC or the Escrow Agents’ Fidelity Corporation
3. File a fidelity bond
4. Submit audited financial records that show the minimum financial requirements
5. File a surety bond of no less than $25,000
6. Must undergo background checks done by the Department
7. Must reach the minimum required experience
8. Has to provide a signed affidavit as proof that he/she is familiar with the Escrow Law
9. Must file a branch office application

If you’re purchasing a property in Pleasanton real estate, it’s essential to understand the legal aspects of the home buying process, including the Escrow Law.

Employment Law Laws That Protect Employees In The Workplace

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September 19, 2018

12:11 pm

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In the nineteenth century and parts of the twentieth century, employees and employers were largely left to themselves to arrange a working agreement, including payment, work conditions, and so on. Employees had to trust that their employers would treat them fairly, and employers knew that if they didn’t treat their workers well, they might leave to work somewhere else. Although this arrangement worked well for many, during the industrial revolution, employees began to lose their leverage of leaving that kept employers in check.

During the industrial revolution, large factories rose up, employing workers by the thousands. Employers rarely had direct contact with their employees, and people akin to task masters oversaw the workers. Working conditions were harsh. If a worker showed up late to work, was in any way disorderly, or tried to unionize, he or she could be fired. Even children were hired and forced to work long hours in unhealthy environments.

And despite poor working conditions, long hours of arduous labor, and low wages, factory employees had nowhere else to go because most places of employment were the same. These difficulties were most often experienced by immigrants and the poor, and because they had no way to improve their situation, these workers had no choice but to work in these factories and other similar places.

Eventually, in the early twentieth century, the government passed a series of labor laws that helped rectify the poor working situation. These laws established minimum wages, work environment regulations, and union rights. And throughout the century, more laws were periodically passed that made illegal any discrimination (based on gender, religion, age, and so on) against employees.

Because of the sufferings of thousands in those prior years, employees today enjoy the benefits of being guaranteed certain rights. Unfortunately, some employers are still found guilty of disobeying these employee-protection laws.

Today, the most common breach of employee rights is discrimination. Some employers may even inadvertently discriminate against employees based on age, gender, race, religion, or disability. But inadvertent or not, discrimination in the workplace is illegal. One of the only exceptions is discriminating against disability. If a job cannot be performed with reasonable accommodation by a person with a disability, the employer retains the right to not hire that person. Of course what is considered “reasonable” is something of a gray area, but the exception is meant to ensure that employers aren’t forced to hire someone who can’t perform the job.

Another common type of discrimination is based on age. Many have the misconception that someone who is older may not be as good a worker as someone who is young. However, if an elderly person meets all of the requirements of job, he or she must be seriously considered on equal footing with other candidates.

In regards to the payroll, gender discrimination is quite common. In general, women are still paid less than men for performing the same jobs. Although this disparity in pay is becoming smaller and is not as bad as it was just a few decades ago, in general, women are still paid less. The problem in detecting this type of discrimination is that people are often prohibited from discussing income with their coworkers, and many people don’t know what is considered fair pay for their jobs.

Another all-to-common illegal occurrence in the workplace is sexual harassment, particularly toward women. Sexual harassment can range from derogatory or sexual comments to receiving promotions based on sexuality to unwanted forceful actions. And sexual harassment is illegal not only if it comes from an employer but from a coworker as well. Unfortunately, in many cases of sexual harassment, the victims are either too embarrassed or scared to come forward and take legal action against the guilty party.

And although discrimination and harassment are illegal, when people take legal action against their employers on the basis of discrimination, feelings of tension or anger may exist between the two parties. And although there may not be much a person can do to resolve the tense atmosphere, employees can rest assured that if an employer attempts to discharge our fire them because they filed a charge of discrimination, the employer will face additional legal charges.

Employers also cannot legally retaliate against those who take protected leave under the Family Medical Leave Act or who file a workers’ compensation claim. Such retaliation is illegal so that employees will not be threatened or discouraged from filing legal charges.

Sometimes employees find it difficult to prove that they are being discriminated against or they may not be entirely sure what legally qualifies as discrimination or unfair treatment. In these cases, an employment attorney can be helpful. Employment attorneys specialize in labor laws and are familiar with past employment law cases, which can help you better understand your rights and determine if you should take legal action against an employer. And whether you’re looking for a Houston employment attorney or one elsewhere, you should research the attorney’s qualifications and experience before hiring one to advise or represent you.

Labor and employment laws were created after years of worker oppression and in response to employees’ demands for fair and equal treatment. Because of these laws, employees are no longer required to work obscenely long hours for little pay, work in unsafe environments, or suffer from harassment and other abuses. Because of these laws, working conditions have drastically improved, and with the current legal system, employees have a means to constantly evaluate, analyze, and continue to improve working conditions in a way that ensures they can do their best work without fear of oppression or discrimination.