Call Today for a Free Consultation 317-843-2606
Should I Allow Vaping In My Rental Units?

Should I Allow Vaping In My Rental Units?

Most landlords and owners do not allow smoking in their rental units – and for good reason: the smell remains in the house long after the tenants move out; the tar and smoke buildup on walls, carpets, and ceiling; and it increases the risk of accidental fire to your rental home.

 

But what about vaping and e-cigarettes? Should you allow their use in your rental? Recent polls indicate 10% of U.S. adults and 15% of U.S. adults under the age of 40 use e-cigarettes. This equates to millions of users throughout the country, so allowing the use of e-cigarettes might spark more interest in your rental properties from that growing population.

Risks of Vaping and E-Cigarettes to Your Rentals

Before you sign up those vaping tenants, you should be aware of the risks of vaping and e-cigarettes to your rentals.

http://time.com/3915957/e-cigarettes-vaping-health-tobacco-addiction/ (hyperlink 10% of U.S. adults with this).

That Chain-Smoker Perfume

Just like traditional cigarettes, cigars, and pipes, e-cigarettes do produce emissions that leave behind a residue that can build up on walls, ceilings, and in vents over time. The vapors from e-cigarettes are significantly cleaner than those from traditional cigarettes, but it will still leave an oily residue with repeated and long-term use. While the stench and deep staining of nicotine are not as prevalent with e-cigarettes, it is likely there will be extra cleaning costs upon your vaping tenant’s move-out.

Fire Hazards

While e-cigarettes have a significantly smaller chance of burning down your unit than falling asleep on the couch with a lit cigarette, the danger is still real. In July 2017, FEMA issued a report that 195 separate incidents of explosion and fire were reported involving e-cigarettes in the preceding 8 years. Many of these explosions occurred when the e-cigarette was being charged. Often this charging is done when tenants are asleep and not in a position to realize the danger before significant damage is done to your unit.

https://www.usfa.fema.gov/downloads/pdf/publications/electronic_cigarettes.pdf (hyperlink FEMA with this).

What to Do?

Ultimately it will be up to each landlord to allow or exclude the use of e-cigarettes in its properties. However, whatever you decide, you need to be sure your lease is updated to address e-cigarettes and vaping, and to ensure your tenants are aware of the rules regarding vaping and smoking before you rent to them.

Age Discrimination in the Workplace: A Growing Trend for Baby Boomers

Age Discrimination in the Workplace: A Growing Trend for Baby Boomers

In the next five years, approximately 25% of our workforce will be 55 years or older. For some people like Bruce Arians, a former Colts NFL football coach, jobs are still opening up (see recent news article here). But how are things going for the rest of our older workers? Are you an older professional that was just fired or handed a severance package?

Demographics show a large portion of the Baby Boomer generation is still working. Whether its because they need to work or because they want to work, many 50+ year olds are not retiring. Theoretically, our federal law protects employment discrimination against workers 40 years of age and older. The law is known as the Age Discrimination in Employment Act, or the “ADEA”. But not all employers follow the law, and it’s much tougher for older workers to find new jobs – let alone financially recover from an unexpected severance.

In Indianapolis, our attorneys see this scenario commonly unfold in the medical industry. Goodin Abernathy LLP attorneys are experienced with pharmaceutical and medical device representatives suddenly facing a “forced retirement.” Typical scenarios show the experienced reps are asked to train new, younger sales people. The trainees tag along, meet the customers and learn the ropes. Then, if they aren’t fired, the older rep’s territory just gets split up. Part of the territory is assigned to the younger worker, while the older rep’s compensation package does not change. This means the experienced worker just trained themselves into a pay cut. You can imagine what happens after a little more time when the younger worker learns the ropes: they’re handed both territories and the older worker is shown the door.

Other times the older, experienced worker gets pushed out or “harassed out” of their position. Their younger managers start building flimsy records of statistical violations. They say the older worker isn’t making enough sales calls; is not attending enough meetings; fails to use the company’s technology correctly, etc.

Behind the scenes, the company’s strategy is simple: replace the higher paid, experienced worker with cheaper labor offered by young workers. The older workers – who devoted their careers to improving the company’s interests – get cut loose by new or younger managers trying to make their own numbers look better.

Another typical scheme involves luring away experienced, older workers from competitors. After the older worker shares her book of business and discloses other proprietary information, the new company abruptly lets them go. The new company just wanted the work intel for its younger reps and never really planned to keep the new, older hire on board.

When companies plug younger workers into jobs and push out 40+ year old workers, the experienced workers should contact our Goodin Abernathy LLP attorneys for an ADEA evaluation.

Contact Goodin Abernathy LLP, and we will tell you how to look for signs of illegal ageism or age discrimination. Consult us and we will explain the legal process for an ADEA or EEOC claim with an eye towards enforcing your legal rights.

Construction Accidents

Construction Accidents

CONSTRUCTION ACCIDENTS


If you or someone you know was injured while working at a construction site, there are typically two areas of law that we use to make your claim.

The FIRST is a worker’s compensation claim. This area of law is for employee claims against their own employers. The law requires the employer to offer these basic benefits:

1) Pay all medical treatment- including the ambulance, hospitals, doctors, physical therapy, medicine and x-rays.

2) Lost Income- if you miss more than 7 days of work in a row, the employer must pay you 66% of your average income. This is called TTD or Temporary Total Disability. These payments can extend if you return to restricted or less hours.

3) PPI- Permanent Partial Impairment- When the doctor says you are finished treating, she or he needs to write a report explaining if your injury caused a long term impairment that affects your ability to work.

The SECOND type of legal claim is for NEGLIGENCE against the general construction company. Unfortunately, a lot of times this legal claim is overlooked and the worker misses out on additional recovery.

So don’t let that happen to you. Share your information and we’ll investigate whether we can help you.

For instance, written construction contracts or legal relationships between the construction firms can require the general contractor to protect your safety.

A negligence claim against the general contractor can help you recover more than the limited benefits allowed by a work comp claim. This can be a VERY important part of your financial recovery.

Take a look at more information about these claims on our website OR just call me, Jim Browne at Goodin Abernathy.

For something really easy, just click the “Do I have a case” button and we’ll look at the specifics of your case.

Goodin Abernathy wants to help – and we’ll put our experience to work for you.

Video Surveillance & Indiana Worker’s Compensation Cases

Video Surveillance & Indiana Worker’s Compensation Cases

Video Surveillance & Indiana Worker’s Compensation Cases

What does the law say about video surveillance in Indiana Worker’s Compensation cases? Glad you asked – because the Goodin Abernathy LLP law firm handles those claims.

This video of a man, who seemingly fakes a fall and injury, is making the internet rounds. Click here to watch.

The video shows a man create his own water hazard and intentionally fall in it. When it comes to liability, Indiana’s worker’s compensation law favors workers – but this claim would probably “fall flat” in court.

So let’s look at two main points raised by the video:

1) How is liability handled in an Indiana Worker’s Compensation (“work comp”) claim?
2) Can the employer use video evidence?

A good part about Indiana’s work comp law is that an employer must accept a claim for accident and injury if an employee is hurt on the job. The employer cannot avoid responsibility and argue the employee is at fault for doing something wrong to cause the accident. This is a big difference from Indiana’s negligence law, where private individuals or businesses are suing each other. In a negligence case, a defendant can argue the plaintiff was more liable or “at fault” for causing the accident. If they prove it, the plaintiff can lose their whole case.

But not in an Indiana Worker’s Compensation case. As long as the accident occurred at work or in the scope of the employment, the employer must cover the claim.

There are a few exceptions. If the worker: intentionally caused the injury (watch that video again); was injured doing something criminal; or was under the influence of alcohol, drugs or intoxicants – then an employer can try to deny the claim.

On numerous occasions, we have represented injured clients against their employer’s intoxication defense. Usually these situations involve chemical test results showing traces of medicine, drugs or alcohol in the employee’s system. The employer must show, at the time of the accident, the intoxicants impaired the worker’s physical and mental abilities. That’s when you turn to the actual levels of intoxicants in the blood stream.

What if the worker consumed the substance days before the incident. While we do not condone it, what if the worker smoked marijuana the weekend before their accident? Calculations can be made to determine whether the substance actually affected the employee when the accident occurred. In some very serious injuries, that we won, we’ve proven our clients were not under the influence of drugs – even though traces showed up in their system.

Finally, YES, videos can be used in court. One reason could be for liability issues like the video that started this blog. Another reason could be to question our client’s credibility in a case where they claim permanent physical disability prevents them from working. An employer or its insurance company may have surveillance done, where a private investigator secretly follows the worker around, taking video of regular activities like driving, carrying groceries, fishing or cutting their lawn.

The Goodin Abernathy attorneys are very familiar with handling this evidence and give clients advice on how to conduct themselves, what to watch for and how to counter punch the private investigator’s assertions.

Indiana’s work comp law is well intentioned. It is designed with the thought an injured worker can represent herself in court without an attorney. But remember this: employers use sophisticated, trained insurance companies to defend the claims. Those insurance companies make money collecting premiums – not paying money towards injury claims. That’s why you should contact Goodin Abernathy LLP for advice on how to handle your Indiana Worker’s Compensation claim.

Dog Bites 101

Dog Bites 101

Dogs have long been known as natural animal companions, or best friends, to many of us. Their unconditional love and loyalty are one of the big reasons why so many people have them as pets. However, not everyone has had good experiences with dogs. In fact, in 2016, State Farm insurance paid $6.4 million in damages in Indiana from dog bite claims. This places Indiana as 8th highest state for dog bite claims for State Farm insurance (note this does not include other insurance companies). Seeing that a dog bite or dog-related injury could happen to you, here are some tips that could help you handle that type of situation.
Pet or Stray?

One of the first actions you will need to take is to try to find the owner or person in custody of the dog that bit you. By finding the person, you can then get their contact information and have them confirm the dog received a rabies shot. If the person in custody of the dog does not own it, it will be important to get contact information for that person and the dog’s owner. If you cannot find the owner or person in custody of the dog, then you should seek medical attention and let the doctor know you were bitten by a stray animal.
Photograph Everything!

A picture is worth a thousand words, so be sure to take more than one. Your insurance company will most likely ask for visual proof of the incident. Be sure to take pictures of the environment and of the physical wound.
Seek Medical Attention

Seek a medical professional to examine the wound. Especially if the dog is a stray, there is a chance the animal has rabies. If not treated quickly, rabies can be fatal to humans. Another reason to seek medical care is to make sure you receive documentation of the type of injuries that occurred.

Animal Control

  • It may also be beneficial for you to call your local animal control agency. It may be able to help you find the dog’s owner or vaccination information.
  • It also wouldn’t hurt to consider seeking legal advice. Those who are bitten by dogs may be entitled to damages such as medical expenses, lost income, cosmetic surgery for scarring, and money to compensation you for pain and suffering.

*Please Note: This article contains legal information but should NOT be considered legal advice. You should consult with an attorney before you rely on this information.*

Give this post a share if you found these social media tips helpful! For more legal related tips, opinions, and articles follow our Facebook Page or other social media pages (links below).

At Goodin Abernathy, LLP, we realize the law can be confusing and difficult to navigate. We have been serving Indiana since 1984, with a strong and reliable focus on Personal Injury, Worker’s Compensation and Employment Law. Our team of Indianapolis attorneys is dedicated to providing premiere civil trial services for individuals and small businesses.

If you need assistance with any of these matters, call us for a FREE consultation.

Goodin Abernathy also offers all of these services, in Spanish, to the Indiana Latino community. Haga clic aquí para obtener más información sobre los servicios que brindamos a la comunidad latina de Indiana – Legalmente Hablando Indy.