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Frequently Asked Questions

Get answers to the most common liability case queries.

What is a “Slip and Fall” Accident?
A slip and fall accident occurs when someone loses their footing and is injured on another person’s property. This includes falls on wet floors, icy sidewalks, uneven pavement, or due to poor lighting. The core legal issue is whether the property owner failed to act with reasonable care to keep the premises safe. It’s not enough to simply fall; you must show the owner knew or should have known about the dangerous condition and didn’t fix it or warn people about it in a timely manner.
What are the main types of costs under environmental liability?
Costs go far beyond just removing contaminated soil. Major expenses include the full technical cleanup (remediation), ongoing monitoring, legal fees, and fines. You may also face substantial costs for restoring damaged natural resources and compensating third parties for property damage or personal injury. These liabilities can be enormous, often exceeding the property’s value, and can emerge decades after the polluting activity stopped, creating major financial surprises.
What role does informed consent play in these cases?
Informed consent is a critical legal and ethical duty. Providers must explain the risks, benefits, and alternatives of a procedure in a way the patient can understand. If a patient is harmed by a known risk that was not properly disclosed, they may have a claim for lack of informed consent, even if the procedure was performed perfectly. This claim argues that the patient was deprived of the right to make an informed choice about their own body and healthcare, which is a separate wrong from technical negligence.
What legal protections exist for employees?
Key federal laws protect you. Title VII prohibits race, color, religion, sex, and national origin discrimination. The ADA protects qualified individuals with disabilities. The ADEA protects workers 40 and older. These laws apply to employers with 15 or more employees (20 for ADEA). State laws often provide broader protections, covering smaller employers and additional categories like marital status or sexual orientation. You are also protected from retaliation for reporting discrimination or participating in an investigation. An employment contract or union agreement can provide additional protections against firing without cause.
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