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Got COVID-19?
Liability For Unintentional Transmission Of COVID-19
Anyone who knows or should reasonably know they are infected could be held liable for transmitting the virus to another person. We owe a duty to others not infect them with the virus. We also have a duty to comply with health regulations the violation of which might give rise to a presumption of negligence or constitute negligence per se.
Liability depends on the foreseeability of the harm. We know COVID-19 is virulent, and highly contagious. Negligent transmission of diseases based on both actual and constructive knowledge has resulted in liability on individuals who have harmed others Earle v. Kuklo, 26 N.J. Super. 471, 475, 98 A.2d 107 (1953); Mussivand v. David, 45 Ohio St. 3d 314, 544 N.E.2d 265 (1989); Berner v. Caldwell, 543 So. 2d 686 (1989)).
Someone who is symptomatic and has tested positive for COVID-19 would have actual knowledge, but even a person who has no symptoms but has been in close contact with an infected individual would have constructive knowledge. Neither party should act in a way that puts others at risk. It would be negligent to do so.
You have heard that ignorance of the law is no excuse, which is true, but COVID-19 has received extensive media coverage and it would be difficult or impossible to find anyone who does not know how the virus is spread from person to person.
Finally, the negligent conduct must be the proximate cause of infecting someone else. But if, for example, the transmission can be attributed to sustained indoor contact with the negligent infected individual the causation element might easily be proven to the satisfaction of the jury.
The Center for Disease Control and Prevention guidelines as of July 11, 2020:
Individual who has had close contact = less than six feet for more than 15 minutes:
a. Exposure to:
1. Person with COVID-19 who has symptoms (in the period from 2 days before symptom onset until they meet criteria for discontinuing home isolation; can be laboratory-confirmed or a clinically compatible illness)
2. Person who has tested positive for COVID-19 (laboratory confirmed) but has not had any symptoms (in the 2 days before the date of specimen collection until they meet criteria for discontinuing home isolation).
b. Recommended Precautions for the Public
1. Stay home until 14 days after last exposure and maintain social distance (at least 6 feet) from others at all times
2. Self-monitor for symptoms
a. Check temperature twice a day
b. Watch for fever*, cough, or shortness of breath, or other symptoms of COVID-19
3. Avoid contact with people at higher risk for severe illness fromCOVID-19
4. Follow CDC guidance if symptoms develop
YOU MAY BE ABLE TO COLLECT MONEY DAMAGES
Were You Fired from Your Job Wrongfully?
“Wrongful Termination” is when your employer fires you without just legal cause. The dismissal must violate some law. It is not enough that the employer fired the employee over a dispute or personality conflict or because the employee feels aggrieved. Usually Wrongful Termination is based on illegal discrimination.
Whether you can sue your employer for wrongful termination depends on whether you have a contract of employment or are an “at will” employee. An employer can fire an at-will employee for any lawful purpose, but an employee that has a contract of employment has a much better chance of collecting money damages for wrongful termination. If your employer fires you before the end of your contract and by doing so violates the terms of your contract you may sue for money damages.
An at-will employee may also sue for money damages depending on the facts of the case. If your employer ends your employment you should document your case by collecting all documents you received from your employer from day one of your employment, especially documents and statements made during the termination process. Take notes!
FALSELY ACCUSED OF RACISM
A false accusation is an unfounded or unsubstantiated allegation. It can be an intentional or reckless disregard for the truth. False accusations involving racism may entitle you to money damages because it will tarnish your good reputation. An employer who falsely or recklessly accuses an employee of being racist causes the employee to suffer public scorn and may inhibit the ability of the terminated employee to seek other employment.
Even if the employee does not have a written contract of employment, an “Implied Contract” may govern the relationship between employer and employee, and the employer may lack good faith and fair dealing.
Some employers have written policies that are contained in an Employment Manual.” Even an at-will employee may be able to sue the employer for violating the terms of the Employment Manual.
CONSTRUCTIVE TERMINATION
To avoid firing an employee the employer may try to make working conditions difficult for the employee, such as a change in work schedule, or decreased hours of work. The employee must prove circumstances were so adverse that any other reasonable employee would have resigned, and the action by the employer was intentional, or after knowing of the circumstances the employer did not take remedial action.
RETALIATORY TERMINATION
The law defines “protect activity” for which an employer may not fire an employee; for example, an employee has the right to report sexual harassment, or refuse to violate the employees religious beliefs and practices; furthermore, an employer may not fire or demote an employee for taking leave for medical purposes, or to vote, or to serve in the armed forces, or to attend jury duty, or reporting an EPA or other violation of law as a whistleblower.
Retaliation is the most commonly alleged claim. The Equal Employment Opportunity Commission has defined several prohibited practices by an employer.
- filing or being a witness in an EEO charge, complaint, investigation, or lawsuit
- communicating with a supervisor or manager about employment discrimination, including harassment
- answering questions during an employer investigation of alleged harassment
- refusing to follow orders that would result in discrimination
- resisting sexual advances, or intervening to protect others
- requesting accommodation of a disability or for a religious practice
- asking managers or co-workers about salary information to uncover potentially discriminatory wage
Furthermore, depending on the facts, it could be retaliation if an employer acts because of the employee's EEO activity to:
- reprimand the employee or give a performance evaluation that is lower than it should be;
- transfer the employee to a less desirable position;
- engage in verbal or physical abuse;
- threaten to make, or actually make reports to authorities (such as reporting immigration status or contacting the police);
- increase scrutiny;
- spread false rumors, treat a family member negatively (for example, cancel a contract with the person's spouse); or
- make the person's work more difficult (for example, punishing an employee for an EEO complaint by purposefully changing his work schedule to conflict with family responsibilities).more succinct space.
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Morelli Law represents and has successfully represented thousands of injured employees and employees wrongfully fired from their jobs.
MORELLI LAW CONDOMINIUM OWNERS DEFENSE TEAM
CONDOMINIUM LIVING
Condo living is booming as giant cranes carry building materials fifteen, twenty, and more stories above street level, more people are interested in knowing the law.
Associations with 150 or more units will have to publish financial reports on a webpage that is accessible to members but not to the public. Board members will be limited to eight years on the board, but they will be able to continue in office if they win a super-majority of votes. The law prohibits board members from hiring relatives and board members cannot collect a paycheck for cleaning, painting and repairs.
Board members face much of the same regulations and challenges as do municipal officials. “sunshine regulation” do not apply to condominium associations, but the condominium law states that a “meeting” takes place if a quorum of the board or committee members gather to conduct association business. The Board must post a 48-hour notice of the meeting in a “conspicuous” place before the Board can hold a meeting. If the notice is delivered by mail the Board must give notice at least 7 days in advance of the meeting.
An association may not hire an attorney who represents the management company. Neither board members, the manager nor the management company may buy a unit at a foreclosure sale for unpaid assessments. And the condominium association may not employ any company owned or run by a board member or anyone who has a relationship with the member be it family or financial. A board member or manager may not solicit, offer to accept, or accept a kickback from any person who has business with the association. The association must remove an officer charged with a crime. Anyone charged with a crime may not be elected or appointed to the board. Board members are not to use credit cards issued in the name of the association or billed to the association for payment of any association expense.
Rental policies differ widely. Some “vacation rentals” are available on a daily rate, but most condominium associations usually limit rentals to weekly, monthly, and even limit a unit owner to one rental per year. The is well settled law that allows condominium associations to limit the rental terms and frequency, but the law protects owners before the board approves the change. By statute owners must agree to any change in rental term or frequency; however, if they sell the unit, the new owner is bound by the changes.
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The loss of a loved one is difficult enough without having to worry about what to do with the belongings that were left behind. Let us guide you though these difficult times.
IF THE DECEDENT'S ESTATE CONSISTED OF PERSONAL PROPERTY OR PROPERTY EXEMPT FROM CLAIMS OF CREDITORS WE WILL ASSIST YOU IN FILING THE REQUIRED FORMS TO SETTLE THE ESTATE AND TAKE POSSESSION OF THE PROPERTY OF THE DECEASED.
A personal representative should always engage a qualified attorney to assist in the administration of the decedent’s probate estate. Many legal issues arise, even in the simplest probate estate administration, and most of these issues will be novel and unfamiliar to non-attorneys.
The attorney for the personal representative advises the personal representative on the rights and duties under the law, and represents the personal representative in probate estate proceedings. The attorney for the personal representative is not the attorney for any of the beneficiaries of the decedent’s probate estate.
A provision in a will mandating that a particular attorney or firm be employed as attorney for the personal representative is not binding. Instead, the personal representative may choose to engage any attorney.
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Morelli Law established in 1968 and has been serving clients in five states including Florida and Georgia.
You can be sure you will receive compassionate and competent representation and the most affordable fees.
Create an enterprise
Business law involves creating new businesses and dealing with issues that arise between business, customers, and the public.
We draft all the documents required by law. We guide companies to follow the law. We will help you choose the business entity best suited for your enterprise and create new entities by filing the necessary documents with the Secretary of State.
Selection of the proper business enterprise depends on many factors. The primary purpose of forming a business enterprise is to shield owners from individua liability. Operating a business in your name puts all your personal assets within reach of creditors. We are experts in guiding our clients through the many legal challenges that face new ventures.
Limit Your Liability
Limited liability Your financial liability is limited to a fixed sum, i.e. the value of your investment in the company or partnership. If a company with limited liability is sued, claimants sue the company, not you or our investors.
HOUSE CLOSINGS & TITLE DISPUTES
Starting at $250
FREE GEORGIA REAL ESTATE PURCHASE AND SALE AGREEMENT
Sellers and Buyers: Let us help you negotiate your sale or purchase before you sign away your rights.
You need an independent attorney. We are not associated with any real estate broker. Therefore, we can give you the best independent advice.
Your interests and the broker’s interests are not the same. The broker wants to earn a fee and doesn’t have to live in the house you are buying. There are may pitfalls and you want every advantage a good and independent attorney can give you without any loyalty to the broker.
We do not represent realtors and lenders so you can be assured that we have you covered and will loyally represent your interests.
FREE CONSULTATION
FREEE INITIAL CONSULTATION
WE ARE SO SURE THAT YOU WILL HIRE OUR FIRM TO GUID YOUR GEORGIA HOME PURCHASE OR SALE TAHT WE ARE OFFERING A FREE CONSULTATION
maximize your entitlement
MILLION DOLLAR SETTLEMENTS
YOU WILL NEVER HAVE TO SPEAK WITH A SECRETARY.
You will have direct personal contact with your own attorney who will be in charge of your case.
Every question you have will be answered promptly and curiously. We know you have been hurt and we intend to help you recover your health and the most compensation possible.
Free Consultatoin
Insurance companies have lawyers and they do not want to pay claims. You need a law firm successfully wining cases against insurance companies for more than 50 years.