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  • John Caravella
    The Law Office of John Caravella, P.C.

    01/13/2021

    John Caravella’s Article on Affirmative Action for Contractors to be Featured in Nassau County Bar Association’s “The Nassau Lawyer” Publication In January 2021, The Nassau Lawyer will publish an article written by Mr. Caravella, regarding protected classes and anti-discrimination laws within New York State. Business Owners and Contractors are encouraged to stay informed of these issues and reform efforts. To obtain a copy of this topic article, please visit www.nassaubar.org, or please scroll down below. Primer on Affirmative Action for Construction Contractors By John Caravella All businesses must avoid discriminating against members of protected classes when making employment decisions, but federal contractors, including construction contractors, must also take affirmative steps to ensure that they hire and promote members of protected classes. As discussed below, these affirmative action requirements derive from several discrete legal authorities and carry a range of undesirable sanctions for violators. Moreover, recent changes in antidiscrimination law suggest a growing tension between affirmative action and color- and gender-blindness that may further complicate matters for construction contractors in the future. While the laws discussed herein apply to all federal contractors, provisions vary between construction and non-construction contractors. This article focuses on affirmative action as it pertains to construction contractors in particular. There are three primary sources of affirmative action requirements: Executive Order 11246; the Rehabilitation Act of 1973; and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (the “VEVRAA”). Executive Order 11246, as amended, applies to equal opportunity regardless of race, color, religion, sex, sexual orientation, gender identity, or national origin and requires federal contractors to take affirmative action to ensure that applicants are employed, and employees are treated during employment, without regard to the foregoing classes.[i] The Rehabilitation Act of 1973 requires federal contractors to take affirmative action to employ and advance in employment qualified individuals with disabilities.[ii] The VEVRAA requires federal contractors to take affirmative action to employ and advance in employment qualified covered veterans, including disabled veterans and recently separated veterans.[iii] The three schemes of affirmative action requirements affect construction contractors differently and impose different requirements. Executive Order 11246’s coverage spans all construction contracts with the federal government and its agencies, and all contracts undertaken with federal funds, where the contract sum is at least $10,000.00.[iv] Relevant exceptions include contracts for work to be performed outside the United States by workers from outside the United States and contractors giving hiring preference to Native American Indians with respect to projects on or near Native American Indian reservations.[v] Given the narrow field of applicable exemptions, essentially all construction contracts with federal authorities will be subject to equal opportunity and affirmative action requirements as to race, color, religion, sex, sexual orientation, gender identity, or national origin. Where Executive Order 11246 applies, the contractor must initially maintain personnel records for up to two years from the date of making the record or the personnel action involved, including not only documentation as to employees but also job applications, postings, and submissions from applicants.[vi] The contractor must be able to identify the gender, race, and ethnicity of employees and applicants in connection with these records.[vii] While construction contractors are not required to develop a written affirmative action plan under Executive Order 11246 and its regulations,[viii] they must take affirmative actions including the following: Making employment opportunities known to minority and female recruitment sources; Reviewing equal employment opportunity policies with all minority and female employees; Specifically directing recruitment efforts to minority, female, and community organizations, schools with minority and female students, and minority and female recruitment and training organizations; Encouraging present minority and female employees to recruit other minorities and women; and Annually evaluating all minority and female employees for promotional opportunities and encouraging minority and female employees to seek or prepare for such opportunities through training.[ix] Much like Executive Order 11246, the Rehabilitation Act applies to construction contracts where the contract sum is more than $10,000, including subcontracts where the project owner is the federal government or one of its agencies.[x] There is also a similar exclusion for employment activities outside the United States.[xi] Unlike Executive Order 11246, however, the Rehabilitation Act imposes greater requirements, in the form of a written affirmative action plan, where the above criteria are met and where the employer has more than 50 employees and a covered contract for least $50,000.[xii] Under the Rehabilitation Act and its regulations, there is a similar two-year record-keeping requirement concerning personnel actions, with the same abbreviated period for smaller employers.[xiii] Above and beyond that, however, the regulations require contractors to expressly invite applicants and employees to self-identify as a person with a disability.[xiv] Where the size of the employer and contract necessitate a written affirmative action plan, its requirements include: Ensuring that personnel practices allow for the consideration of applicants and employees with disabilities for hiring or promotion; Ensuring that physical and mental job requirements that might screen out persons with disabilities are related to the job in question and born of business necessity; Addressing performance problems of individuals with known disabilities by inquiring whether the problem is related to the disability and whether the individual requires a reasonable accommodation; Specifically recruiting qualified individuals with disabilities, such as by sharing job openings with a state developmental services office or a private organization that specializes in training and placement of individuals with disabilities; and Maintaining records of hiring activities with respect to individuals with disabilities for three years.[xv] As opposed to Executive Order 11246 and the Rehabilitation Act, VEVRAA has its own, distinct application. Construction contracts with the federal government and its agencies of more than $150,000 are subject to VEVRAA.[xvi] Like the laws discussed above, VEVRAA applies only to employment activities within the United States, [xvii] and like the Rehabilitation Act, the requirement for a written affirmative action plan only applies to contractors with more than 50 employees.[xviii] VEVRAA requires substantially similar actions to those under the Rehabilitation Act but for the fact that they apply to covered veterans rather than individuals with disabilities. The two-year record-keeping requirements for general personnel records are the same, with the same reduced record-keeping requirement for smaller employers.[xix] Contractors must invite applicants and employees to self-identify as covered veterans,[xx] and where required, an affirmative action plan must ensure that personnel processes permit advancement, direct outreach efforts to appropriate agencies, and maintain hiring records for three years, albeit geared toward protected veterans in this instance.[xxi] Additionally, contractors must list employment opportunities with employment service delivery systems so qualified covered veterans may be referred,[xxii] and finally, contractors must set benchmarks for hiring qualified covered veterans, which may be calculated in alternative ways, and retain records concerning their setting of benchmarks for three years.[xxiii] While the foregoing laws concern employment actions vis a vis minority groups, contractors must nevertheless avoid giving the impression of hostility to what might be considered “majority” groups. Recently, President Donald J. Trump signed into law Executive Order 13950, which contains several provisions relevant to affirmative action programs and applicable to federal construction contracts. With respect to all federal construction contracts except those exempt from Executive Order 11246, contractors are forbidden from using “any workplace training that inculcates in [their] employees any form of race or sex stereotyping or any form of race or sex scapegoating[.]”[xxiv] Race or sex stereotyping is defined as “ascribing character traits, moral and ethical codes, privileges, status, or beliefs to a race or sex, or to an individual because of his or her race or sex.”[xxv] Race or sex scapegoating is defined as “assigning fault, blame, or bias to a race or sex, or to members of a race or sex, or to an individual because of his or her race or sex.”[xxvi] Executive Order 13950 might seem like it is at odds with a statutory and regulatory scheme geared toward affording advancement opportunities for minority workers, but these provisions can be reconciled. Executive Order 13950 does not mandate treatment of workers regardless of race or sex, which would of course preclude affirmative action. Rather, it requires neutrality in training, which cannot assign any particular characteristics, including fault for the necessity of affirmative action laws, to any race or gender. Ultimately, both as a matter of compliance with Executive Order 13950 and avoiding workplace conflict, construction contractors should discuss race and sex discrimination and affirmative action only in terms of the employer’s obligation without offering any opinions on whether—or why—such measures are proper or necessary. Noncompliance, whether with Executive Order 13950, Executive Order 11246, the Rehabilitation Act, or VEVRAA, carries a series of penalties. Under all of these laws, a construction contract may be cancelled, suspended, or terminated in the event of a violation, and the contractor may be debarred from being awarded federal contracts.[xxvii] Other potential penalties include backpay to employees with interest and injunctions against further violations,[xxviii] as well as the withholding of progress payments.[xxix] Earlier this year, the Department of Labor’s Office of Federal Contract Compliance Programs, which enforces the affirmative action laws, resolved a complaint against federal construction subcontractor EnviroVantage Inc. for failing to hire 12 eligible female workers, resulting in the contractor paying $100,000 in back wages and interest and agreeing to hire 12 eligible female workers as positions became open.[xxx] The resolution of a complaint for Fort Myer Construction Corp.’s violations, including violating the affirmative action laws by failing to hire qualified female and African American applicants, involved a payment of $900,000 and a commitment to offer positions to 7 qualified women and 30 qualified African Americans as positions become available.[xxxi] Under the threat of the foregoing sanctions, construction contractors must walk a proverbial tightrope to comply with affirmative action requirements. Although the introduction of Executive Order 13950 does not outright contradict those requirements, it suggests the idea of a departure from affirmative action that may or may not take off. Ultimately, this field of law continues to evolve, and navigating it successfully will continue to require extraordinary tact on the part of construction contractors and their attorneys John Caravella, Esq. is a construction attorney and formerly practicing project architect at The Law Office of John Caravella, P.C., representing architects, engineers, contractors, subcontractors, and owners in all phases of contract preparation, litigation, and arbitration across New York and Florida. He also serves as an arbitrator to the American Arbitration Association Construction Industry Panel. Mr. Caravella can be reached by email at [email protected] or by telephone at (516) 462-7051. [i] Exec. Order No. 11,246, 30 Fed. Reg. 12319 (Sep. 24, 1965); as amended by Exec. Order No. 11,375, 32 Fed. Reg. 14303 (Oct. 13, 1967); Exec. Order No. 12068, 43 Fed. Reg. 46501 (Oct. 5, 1978); Exec. Order No. 13,665, 79 Fed. Reg. 20749 (Apr. 8, 2014); and Exec. Order No. 13,672, 79 Fed. Reg. 42971 (Jul. 21, 2014). [ii] 29 U.S.C. § 793(a). [iii] 38 U.S.C. § 4212(1). [iv] 41 C.F.R. § 60-1.5(a)(1); 41 C.F.R. § 60-4.1. [v] 41 C.F.R. § 60-1.5(a)(3) and (7). [vi] 41 C.F.R. § 60-1.12(a). The time period is one year from the date of making the record or the personnel action involved if the contractor has fewer than 150 employees or its contract sum is less than $150,000. [vii] 41 C.F.R. § 60-1.12(c). [viii] 41 C.F.R. § 60-2.1(b). [ix] 41 C.F.R. § 60-4.3(a). [x] 29 U.S.C. § 793(a). [xi] 41 CFR § 60-741.4. [xii] 41 CFR § 60-741.40. [xiii] 41 CFR § 60-741.80. [xiv] 41 CFR § 60-741.42. [xv] 41 CFR § 60-741.44. [xvi] 38 U.S.C. § 4212. The figure of $150,000 is adjusted from $100,000 in the original VEVRAA to account for inflation per 48 CFR § 1.109. [xvii] 41 CFR § 60-300.4. [xviii] 41 CFR § 60-300.40(a). The regulations specify that the affirmative action plan requirement also applies only where the contractor has a contract in excess of $100,000, but this is presently redundant, given the current threshold dollar amount for VEVRAA to apply at all. [xix] 41 CFR § 60-300.80(a). [xx] 41 CFR § 60-300.42. [xxi] 41 CFR § 60-300.44. [xxii] 38 U.S.C. § 4212. [xxiii] 41 CFR § 60-300.45. [xxiv] Exec. Order No. 13950, 85 Fed. Reg. 60683 (Sep. 22, 2020). [xxv] Id. [xxvi] Id. [xxvii] Id.; Executive Order 11246 Secs. 207(7), 209; 41 CFR § 60-1-27(b); 41 CFR § 60-300.66; 41 CFR § 60-741.66(a). [xxviii] 41 CFR § 60-1-26(2); 41 CFR § 60-300.65 (a)(1). [xxix] 41 CFR § 60-300.66. [xxx] U.S. Department of Labor. New Hampshire Federal Construction Subcontractor Enters Agreement to Settle Hiring Discrimination Found by U.S. Department of Labor. https://bit.ly/3oujX1E. [xxxi] U.S. Department of Labor. Fort Myer Construction Will Pay $900K to Settle Discrimination and Harassment Case Involving 371 Women and Minorities, https://bit.ly/3oIlYaJ.

    The Nassau Lawyer will publish an article written by Mr. Caravella, in regard to protected classes and anti discrimination laws within New York State.
    www.liconstructionlaw.com
  • Sadat Montgomery
    Montgomery Law

    01/13/2021

    Commercial trucks generally have insurance policies worth over $1 million—and for good reason. Unfortunately, this means that the insurance company and their adjusters are far more aggressive in defending their insured and fighting your claim.

  • Kera Reed
    Burner Law Group, P.C.

    01/13/2021

    It is important to be mindful of New York’s steep estate tax cliff and plan accordingly with an experienced estate planning attorney. Don’t fall off the cliff!

    New York State has an estate tax “cliff”, which means that if an estate exceeds 105% of the New York estate tax exemption then the estate will receive absolutely no exemption from New York estate taxes and the entire value of the estate is subject to New York’s estate tax.…
    burnerlaw.com
  • Steven Harris
    Harris Firm LLC

    01/10/2021

    If you need a divorce in Dora, Alabama or anywhere else in Walker County then give us a call today for more information. #harrisfirm

    We can help you get a cheap and affordable divorce in Dora. Call our Dora divorce lawyer now for a cheap and inexpensive divorce in Dora, AL.
    www.theharrisfirmllc.com
  • Steven Harris
    Harris Firm LLC

    01/10/2021

    If you have a potential medical malpractice case then you should give us a call today to discuss your case further. Take a look at our website for more information.

    If you need to speak with a medical malpractice attorney in Alabama today then give us a call. Call our local lawyer now for more information.
    www.theharrisfirmllc.com
  • John Caravella
    The Law Office of John Caravella, P.C.

    01/11/2021

    US construction spending increases solid 0.9% in November Spending on U.S. construction projects increased 0.9% in November as strength in home building offset weakness in other parts of the construction industry. The November gain followed a bigger 1.6% rise in October and left construction spending up 4.4% through the first 11 months of 2020 compared to the same period in 2019, according to the Commerce Department. For November, spending on residential construction rose 2.7% with single-family construction surging 5.1 percent while apartment construction was flat, according to the new data released Monday. Record low mortgage rates have spurred strong demand for housing even as a global pandemic resulted in widespread lock downs for other parts of the economy. Spending on non-residential projects fell 0.8% with spending for office buildings dropping a sharp 8.1%. Spending on government projects dipped 0.2% in November. Many state and local governments are facing severe budget constraints as a sharp recession has cut into tax revenues. Construction employment on Long Island still lags behind last year. The number of construction jobs in Nassau and Suffolk counties fell 6 percent year over year, dropping from 84,400 in Nov. 2019 to 79,600 in Nov. 2020, according to the Associated General Contractors of America. Regionally, construction employment in New York City decreased by 11 percent from Nov. 2019 to Nov. 2020, losing 16,700 construction jobs year over year. Construction employment in the Orange-Rockland-Westchester area fell by 3,500 jobs from Nov. 2019 to Nov. 2020, for an 8 percent drop. Nationwide, construction employment declined in 203 out of 358 metro areas, between Nov. 2019 to Nov. 2020, the AGCA reports. Construction employment still behind last year Construction employment on Long Island still lags behind last year. The number of construction jobs in Nassau and Suffolk counties fell 6 percent year over year, dropping from 84,400 in Nov. 2019 to 79,600 in Nov. 2020, according to the Associated General Contractors of America. Regionally, construction employment in New York City decreased by 11 percent from Nov. 2019 to Nov. 2020, losing 16,700 construction jobs year over year. Construction employment in the Orange-Rockland-Westchester area fell by 3,500 jobs from Nov. 2019 to Nov. 2020, for an 8 percent drop. Nationwide, construction employment declined in 203 out of 358 metro areas, between Nov. 2019 to Nov. 2020, the AGCA reports. Besides New York City, the metro areas seeing the largest year-over-year drops in construction employment in November include the Houston area, which lost 22,500 jobs for a 9 percent drop; the Midland, Texas area, which lost 9,800 jobs for a 25 percent decline; and the Montgomery/Bucks/Chester counties area in Pennsylvania, which lost 8,800 construction jobs for a 16 percent drop. Long Island Construction Law does not own this content. This content was created by David Winzelberg and The Associated Press and was published to the Long Island Business New.

    The November gain followed a bigger 1.6% rise in October and left construction spending up 4.4% through the first 11 months of 2020.
    www.liconstructionlaw.com
  • Mark Underwood
    Underwood Law Office, Inc.

    01/11/2021

    Get your ERISA Disability Attorney involved earlier rather than later in your administrative review process, chances are greater for a successful outcome.
    www.underwoodlawoffice.com
  • Mark Underwood
    Underwood Law Office, Inc.

    01/11/2021

    Motorcycle accident victims not responsible for their accidents may be eligible to receive economic and non-economic damages for their losses. This compensation can cover medical expenses, mental suffering, and more. Here at Underwood Law Office, our McKinney motorcycle accident lawyers will fight to help protect your right to compensation after these injustices. You deserve to get your life back. For more information, contact a representative today for your free consultation.
    www.underwoodlawoffice.com
  • Mark Underwood
    Underwood Law Office, Inc.

    01/11/2021

    McKinney Slip and Fall Accident Lawyer. Accidents often occur in improperly maintained grocery stores. Call the Underwood Law Office today at 972-535-6377.
    www.underwoodlawoffice.com
  • Mark Underwood
    Underwood Law Office, Inc.

    01/11/2021

    According to data gathered by the Federal Motor Carrier Safety Administration (FMCSA), in 2017 alone there were 649 deaths in Texas related to large truck
    www.underwoodlawoffice.com
  • Mark Underwood
    Underwood Law Office, Inc.

    01/11/2021

    Posted on: January 9, 2021. Category: Blog, Social Security Disability
    www.underwoodlawoffice.com
  • Mark Underwood
    Underwood Law Office, Inc.

    01/11/2021

    Located in McKinney, Texas, and Huntington, West Virginia, Underwood Law Office helps clients with their legal needs. 469-573-4558.
    www.underwoodlawoffice.com
  • Mark Underwood
    Underwood Law Office, Inc.

    01/11/2021

    College-bound students can now apply for The Underwood Law Office Community Leadership Scholarship. The winning applicant will receive $1,000 to apply toward their higher education. Applications are due June 15, 2021.
    www.underwoodlawoffice.com
  • Sofia Wadler
    Pallas Enterprise LLC

    01/08/2021

    Best agency for targeted Facebook Ads for lawyers. We run and optimize paid campaigns for lawyers to bring more clients at very low cost per click. Transform your practice with more leads with our professional social media experts.

    We help Lawyers run efficient and profitable businesses through Social Media / Facebook Ads in San Diego. We work with attorneys and law firms who want a better marketing experience in Adwords/ PPC, SEO & Web Design. Fully-Integrated Marketing Agency Dedicated To Law Firms in California.
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  • Steven Harris
    Harris Firm LLC

    01/07/2021

    Our personal injury lawyer in Birmingham handles all types of injury claims, including injuries caused by large trucking accidents. In these cases the injuries can be very substantial and the insurance companies are more prone to fight a bit harder. This is why it is especially important when you are injured by a large commercial truck to have an experienced injury attorney fighting on your behalf.

    Our Alabama truck accident attorneys can fight for you if you were injured as a result of the negligence of large truck. Call us now for help.
    www.theharrisfirmllc.com
  • Steven Harris
    Harris Firm LLC

    01/07/2021

    If you are injured in a motor vehicle accident then there are a few things to always remember. First, always stay and fill out a police report. Second, if you are injured or feel that you might be hurt and just not feeling it due to the adrenaline rush, then go immediately to the hospital. Third, make sure you have an experienced attorney dealing with the insurance company for the negligent driver so that you don't have to deal with their frustrating negotiations and red tape. Let our car accident attorneys handle it all for you and fight for what you deserve.

    Our Alabama car accident attorney can fight for you if you were injured as a result of the negligence of another motor vehicle. Call us today.
    www.theharrisfirmllc.com
  • Kimberly Trueman
    Burner Law Group, P.C.

    01/07/2021

    Whether a bank account must go through probate depends on how the account was held – jointly or in the decedent’s sole name. Like real property, bank accounts can be owned in many ways. If a bank account is held jointly between two or more parties, there is usually a right of survivorship. This means that if two people are co-owners of an account, and one owner dies, the surviving owner inherits the account, without the need for probate.

    Whether a bank account must go through probate depends on how the account was held – jointly or in the decedent’s sole name. Like real property, bank accounts can be owned in many ways. If a bank account is held jointly between two or more parties, there is usually a…
    burnerlaw.com
  • Michal Lipshitz
    Burner Law Group, P.C.

    01/07/2021

    There is a new simplified power of attorney coming to New York State. A power of attorney is a legal document which appoints an Agent to act on behalf of the Principal with regards to the Principal’s financial and legal matters. On December 15, 2020, Governor Cuomo signed Assembly Bill A5630A to help simplify the power of attorney document and the execution process. The new law, which is set to go into effect in approximately 6 months, provides for several changes.

    There is a new simplified power of attorney coming to New York State. A power of attorney is a legal document which appoints an Agent to act on behalf of the Principal with regards to the Principal’s financial and legal matters. On December 15, 2020, Governor Cuomo signed Assembly Bill…
    burnerlaw.com
  • John Caravella
    The Law Office of John Caravella, P.C.

    01/08/2021

    Law has an impact on almost all aspects of life, from personal injury, family disputes, and real estate. Construction Law in particular has a far-reaching effect on many people’s lives without them even realizing. To begin with, Construction Law is made up of a broad subset of legal fields, including areas such as contract law, real estate law, administrative law, environmental law, regulatory, and insurance. Construction Law is a segment of law that works with specific industries such as construction, architecture, engineering, and more. Under the construction law umbrella, many construction issues consist of contract creation and negotiation, sureties and bonds, construction claims and defects, employment laws, and even business tune-ups. Within this article, we will specify the areas that are most common in the construction law segment, along with special areas you might not have thought of. Common Issues Construction Law comes in many different shapes and sizes. Between construction professionals, design professionals and homeowners, the list of disputes and complaints that may arise among them are never shocking to our firm, and are typical for this type of law. Some common issues that arise in this area are disputes involving breach of contract, scope of work, and permit issues. The Law Offices of John Caravella, P.C., practices primarily in Construction Litigation, Supplier Disputes, Construction Contract Claims, Construction Defects, Construction Disputes, Labor Laws, House Lifting Cases, Real Estate Services, Construction Arbitration, and Construction Contract Advising. Contact our firm today to find out how best to protect yourself in one or more of these situations. Special Issues Depending on the size of your project or dispute, you could be faced with environmental and irrigation issues, fire codes and regulations, insurance issues, OSHA compliance issues[1], county inspections, embezzlement and fraud, state and local building codes, and safety violations[2]. These issues can lead to licensure loss, property loss, and major monetary loss, and could be avoidable if the right preemptive steps are taken. References to Browse Wikipedia | American Bar Association | American Arbitration Association | Occupational Safety and Health Administration | Find Law Who is John Caravella? Based in Long Island, our firm has three offices in Uniondale, Melville, and Ft Lauderdale, FL. We have a singular focus on construction law and place an emphasis on communication with our clients to better understand their needs. Clients can expect honesty and trust from every member of our team. It is this trust and confidence from clients that is always our first priority. This serves as a foundational principle for the firm, acting as a driving force for growth since our establishment in 2008. The Law Offices of John Caravella, P.C. offers a free initial consultation with a Long Island construction attorney to discuss your legal concerns with no obligation. [1] Occupational Safety and Health Administration’s (“OSHA”) laws and regulations can be found here: https://www.osha.gov/laws-regs. [2] Additional information on NYS mandatory statewide Uniform Fire Prevention and Building Code (Uniform Code) and State Energy Conservation Construction Code (Energy Code) can be found here: https://www.dos.ny.gov/DCEA/.

    Law has an impact on almost all aspects of life, from personal injury, family disputes, and real estate.  Construction Law in particular has a far-reaching effect.
    www.liconstructionlaw.com
  • Steven Harris
    Harris Firm LLC

    07/13/2019

    Adoptions in Alabama are filed in Probate Court. The Harris Firm handles adoptions in just about every county across Central and Northern Alabama. We are currently offering low flat fees to handle uncontested adoptions by step-parents or other family members.

  • David Bauernfeind
    Bauernfeind Divorce Law

    01/07/2021

    Are you looking for the best divorce lawyer in Raleigh, North Carolina
    www.bfdivorcelaw.com
  • Sadat Montgomery
    Montgomery Law

    01/07/2021

    As great as public transportation is, there's always a risk of being in an accident. Around 25,000 people are injured and 300 killed every year in bus accidents alone.

    February 25, 2020, 9:35 pm 1.7k Views
    www.lawfuel.com
  • Leandro Fialho
    Consultório Jurídico Leandro Fialho

    01/05/2021

    Você sabe o que é a Usucapião Imobiliária? O requisito principal da Usucapião é a posse qualificada, ou seja, a posse mansa, pacífica e contínua do bem pelo tempo determinado em lei. Além disso, o interessado deverá cumprir todos os outros requisitos legais. Para saber mais, acesse o artigo que preparamos para você em nosso site:

    Usucapião é o mecanismo legal que possibilita a aquisição da propriedade de um bem pela posse prolongada do mesmo. Para isso, é preciso que a referida posse
    consultoriojuridico.com.br
  • Leandro Fialho
    Consultório Jurídico Leandro Fialho

    01/05/2021

    Reunimos neste artigo as principais questões práticas que levarão à conclusão de que a opção pelo Inventário Extrajudicial, feito em cartório, poderá ser a escolha mais vantajosa para o cumprimento deste dever legal. Confira!

    O Inventário pode ser feito em via judicial ou extrajudicial (em cartório). Confira, passo a passo, como o Inventário Extrajudicial agilizar a sua vida
    consultoriojuridico.com.br
  • John Caravella
    The Law Office of John Caravella, P.C.

    01/06/2021

    Long Island Construction Law did not create this content. This content was created by David Winzelberg, and was published to the Long Island Business News on December 16, 2020. Long Island business and labor groups are praising Gov. Andrew Cuomo’s put the kibosh on a bill that would have essentially outlawed sand mining. Industry leaders say the New York Anti-Sand Mining Bill would have severely restricted mining, halted construction and put union jobs on hold, damaging an already ailing economy and hurting the construction industry. Instead of authorizing the bill, Cuomo is creating a two-year study to analyze the scientific effects of sand mining. “By calling for a scientific study to be performed by the professionals within the Departments of Environmental Conservation and Health, Governor Cuomo rightly is removing politics from a decision that has serious effects for real people,” Marc Herbst, executive director of the Long Island Contractors Association, said in a written statement. “Right now, the need for infrastructure improvement is greater than ever, in these times we need a way to streamline the process, not hurt the industry.” Sand, one of Long Island’s most valuable resources, is big business here. Perfect for making cement, concrete and asphalt, sand mined on Long Island and shipped by barge helped build Manhattan’s skyscrapers, roads, bridges and tunnels, including landmarks like the Empire State Building and the World Trade Center. Once the most prolific sand mine in the country, the Port Washington pits on the banks of Hempstead Harbor yielded nearly 200 million tons of sand before it dried up in the early 1990s. Eventually sand mining moved east, where land is cheaper and underground sand deposits are plentiful. Every day, hundreds of trucks roll down the Long Island Expressway carrying thousands of tons of sand to construction sites and asphalt plants in and around New York City. And because sand supplies are dwindling, prices have skyrocketed in recent years. Sold for about $10 a cubic foot just a decade ago, Long Island sand now sells for more than double that. “The governor took another step towards protecting small businesses during these uncertain times,” said James Barker, president of Roanoke Sand & Gravel Corp., one of the few remaining legal sand mining operations on Long Island. “For that, we thank him. To survive today, businesses need the flexibility to work openly, not be stifled.” Over the years, the growing demand for Long Island sand has prompted several illegal mining operations, which local towns and the state Department of Environmental Conservation have acted to shut down. Local developers have also used sand sales from project excavations to offset their construction costs. Gary LaBarbera, president of the New York State Building and Construction Trades Council and Building and Construction Trades Council of Greater New York said Cuomo was right to put working people and union jobs front and center in his decision making. “Now is not the time to halt construction and put people out of work,” LaBarbera said in the statement. “Long Island will be stronger, safer, and better because of this compromise.” Matthew Aracich, president of the Building and Construction Trades Council of Nassau and Suffolk Counties, also praised the action. “Putting power in the hands of towns and villages to control the direction of sand mining based on political pressure versus science can decimate a region,” Aracich told LIBN.

    Long Island business and labor groups are praising Gov. Andrew Cuomo’s put the kibosh on a bill that would have essentially outlawed sand mining.
    www.liconstructionlaw.com

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