Dan Chammas – A Few Reasons to Stay Active and Physically Fit

Dan Chammas is a successful and dedicated lawyer who has experience litigating and resolving nearly every employment dispute in the business. He regularly works with Fortune 500 companies, premier providers of goods and services, and even small businesses. In addition to his career, he is also interested in his own well-being. Here are some reasons to stay physically fit.

Dan Chammas

Staying physically fit improves your mood. After a hard day or week of work, going for a run or hitting the gym can be the perfect way to unwind. Not only are do you get a sense of satisfaction from improving yourself, your body, and your life in general, but exercise also releases a number of “feel good” chemicals in the brain that will help you want to stay active in the future as well.

It can greatly impact your ability to lose weight. This is a main reason for many people to start exercising, but it doesn’t work simply on its own. When combined with a healthy diet, exercise will help you lose weight fast, and keep it off as long as you stick to a regular regiment. When you start to see the results of your hard work, you’ll be able to stay motivated well into the future.

Staying fit and being active boosts your energy levels immensely. When you exercise regularly, your body is naturally more energized than it normally would be. Exercises strengthens your body, and boosts your endurance, which can have a major impact on your everyday life, especially at work.

Dan Chammas strives to stay active so he performs better at work, and his personal life.


Dan Chammas – The Details of the New California Sick Leave Law

Dan Chammas is a skilled litigator with extensive experience defending companies against class action lawsuits, particularly those having to do with wage, hour, and consumer class actions. He is dedicated to his career, and he has represented a number of Fortune 500 companies, premier providers of goods and services across the country, entertainment studios, and small businesses with varying levels of employees. He has extensive experience in corporate law, and has resolved nearly every type of employment dispute, which includes wrongful termination, sexual harassment, and unpaid wages. He has a clear understanding of corporate law in the state of California, and he helps his clients any way he can.

Dan Chammas

Recently in the state of California, a new law has been passed that will require nonprofit organizations to provide employees with paid sick leave. The California Healthy Workplaces, Healthy Families Act of 2014 will impose new paid sick leave requirements for the benefit of employees in the state, and all employers will have to comply. The new law is specific, and there are essential details that employers need to follow. Here are the important details of the new law in place.

The new law covers virtually all employers, which includes not for profit companies. It doesn’t matter the size of the company because the law doesn’t specifically exclude businesses or organizations under a certain number of employees. In fact, the number of exceptions to the law is very limited, and all employers need to review their sick leave policies in order to ensure they working in accordance with the new stipulations. The law also applies to nonprofit organizations that working outside the state, but have California employees.

Nonprofit organizations need to guarantee at least three paid sick days per year. Under the new law, all employees who have worked more than thirty days need to have one sick day per every thirty hours worked. Although sick leave needs to roll over for every new year, employers are allowed to limit the use of sick leave in a year to twenty-four hours, or three days of work. No carry over of sick leave is necessary if the employer provides three days at the start of each new year.

As the new law begins to have an impact, all employers have to provide written notice to their employees explaining the new regulations. Not only do they have to explain how the new law works, but they also have to explain how each employee has the right to use paid sick leave. This includes informing each employee that they also have the right to file a complaint if they feel their paid sick leave policies are in accordance with the new law.

Dan Chammas is well informed of the new law and its importance details. He makes sure that his corporate clients understand completely.


Dan Chammas – How to Conduct a Lawful Job Interview

Dan Chammas is an employment lawyer with considerable expertise in California employment law. He has been victorious in a number of class action suits, in which he defended many organizations against claims of discrimination, wrongful termination, unpaid wages, and much more. He has also published many articles on employment law, and frequently advises his clients on how to conduct their business lawfully. This starts with the hiring process, and adhering to legal requirements when conducting job searches and interviews.

Dan Chammas

When asking questions in an interview, it is important to consider discrimination laws and think about things from an interviewee’s perspective. There are many things that you are not allowed to take into consideration when making hiring decisions, including race, gender, religion, family status, and much more. If a topic is not relevant to the hiring process, stay away from any questions about it, or phrase the questions in a way that allows you to obtain the information that you need professionally. For example, ask if the applicant is over the age of 18 instead of directly asking how old they are to avoid being perceived as ageist.

Another extremely important thing to be aware of when discussing the job is any promises you are making. Do not make any promises unless you are absolutely sure that the company can keep them, otherwise, there may be basis for a lawsuit. It is especially important not to discuss the company’s financial future. Dan Chammas is an expert in employment law and discrimination policies in California.


Dan Chammas – What is an Independent Contractor?

As an employment lawyer, Dan Chammas frequently deals with cases regarding employee misclassification and other similar problems. One of the biggest causes of these conflicts is the misclassification of employees as independent contractors, and vice versa. Many employers are unaware or have been misinformed about the requirements for independent contractor status, which leads to these misclassifications. Although each state has different laws regarding independent contractors, in Chammas’ home state of California, it is very difficult to achieve independent contractor status.

Dan Chammas

The general definition of an independent contractor is a person who provides services to another person or business under the terms specified in a contract. They are not an employee, and only work on an as-needed basis. Therefore, independent contractors do not receive the same benefits that full employees do, which motivates many companies to wrongfully classify their employees as independent contractors to avoid having to provide these benefits.

For someone to be classified as an independent contractor, there are several requirements they must meet, although ultimately the classification is determined on a situational basis. If you instruct or supervise the worker, can fire them at any time, or work with them as a part of your regular business activities, they are likely an employee and not an independent contractor. If the worker has a separate business and is able to make their own business decisions regarding their work, they are likely an independent contractor. Independent contractors also generally do not require training, provide their own tools, and are paid an agreed amount upon completion of the project.


Attorney Dan Chammas Works With International Scope

In countries like Canada, Attorney Dan Chammas is especially cognizant of the use of terms, as Canadian ‘labor law’ refers to unionized work environments there, and the ‘employment law’ label is attached to non-unionized employees and their issues. Of such nuances are effective advocacy made, and Chammas is deeply informed in the employment laws and regulations of a variety of international countries where his clients have work relationships and where they do business. Chammas is also backed up by the depth of knowledge and experience at the law firm of Venable LLP, which brings its formidable team to bear on behalf of clients.

In China, the Law of the People’s Republic of China on Employment Contracts and the Labor Law of People’s Republic of China are the basic regulations of employer/employee relationships. The government controls the All China Federation of Trade Unions, the only labor union, and strikes are discouraged despite provision given for staging strikes and entering bargaining. In France, work weeks have come to be limited to 35 hours, and the minimum wage has also increased by 25%. French employers struggle within the strict limitations of labor laws there, and litigators like Dan Chammas find the challenges of dispute resolutions have an entirely different set of parameters in France. AT the other end of the spectrum, India’s labor regulations have been criticized for their unnecessary complexity, over the top flexibility and ancient origins. Iran’s employment practices do not comply with even basic conventions of the International Labor Organization regarding right to organize, collective bargaining or the abolition of child labor, and are still based in ancient precepts.

Mexican labor laws provide right to strike and organize in theory, but in practice independent unions find it impossible to organize in Mexico. Swedish workplace issues follow a unique model of self-regulation through labor market parties, setting working hours, minimum wage, right to overtime compensation and other regulations for workers. Civil standardization of labor laws in Switzerland basically renders all employees governed by one central set of regulations. The United Kingdom has expanded its employment law to suit the needs of its membership in the European Union and the demand for equality, and Statutes, Statutory Regulations and Case Law provide the main source of regulation of employer/employee relationships.

In the United States, experienced litigators like Dan Chammas must be familiar with the National Labor Relations Act, which guarantees the right to form unions and initiate collective bargaining and the Age Discrimination in Employment Act which prohibits employment discrimination based on age 40 or older. In addition, Title VII of the Civil Rights Act prohibits employment discrimination by both public and private employers, labor organizations, training programs and employment agencies on the basis of sex, age, or race.



Dan Chammas Attends 2nd Best Law School in U.S.

Stanford Law School is ranked second best law school in the United States by U.S. News & World Report, and has been ranked in the top three consistently since 1992.  Stanford enrolls over 500 students who are working toward their Doctor of Jurisprudence, and Stanford also offers four other advanced legal degrees: Master of Laws (LL. M), Master of Studies in Law (M.S.L.), Master of Science of Law (J.S.M.) and the Doctor of the Science of Law (J.S.D.).
Annual fall enrollment is around 180 students, which renders Stanford the smallest student body of any law school in the top fourteen of the United States.  Stanford Law School also offers eleven legal clinics including a nationally renowned Supreme Court litigation clinic.  1999 graduate Dan Chammas joined the finest law alumni in the nation upon attaining his Doctor of Jurisprudence, including late Supreme Court Chief Justice William Rehnquist, retired Chief Justice of California Ronald M. George and retired Supreme Court Justice Sandra Day O’Connor.

Dan Chammas

Dan Chammas

Stanford University’s Law department was established in 1893 with the hiring of two law professors, former United States President Benjamin Harrison and Nathan Abbott.  Over the next 7 years Abbott headed up the law program and acquired additional faculty members.  From its beginnings Stanford Law was unique in its admittance of women, Hispanics, Chinese and Japanese students.  The law department of Stanford relocated to an Inner Quadrangle location in 1900, where its first law library was established along with a three-year curriculum and a charter membership in the Association of American Law Schools.  The future Stanford Law School of Dan Chammas was initiated by Stanford’s Board of Trustees in 1908 who changed the name from a law department to a Law School.  Stanford Law School was accredited by the American Bar Association in 1923.

Stanford Law School would relocate twice more, to the outer quadrangle in the 1940’s and then to its current location in the Crown Quadrangle in the 1970’s.  The national reputation of Stanford Law was elevated by the first publication of the Stanford Law Review, and the decision to limit enrollment to keep Stanford an exclusive bastion of law academia was made.  Various student organizations emerged during this period, including the Women of Stanford Law, the Stanford Chicano Law Student Association, the Environmental Law Society, and the Stanford Public Interest Foundation.  Committed to diversity, Stanford University today includes racial minorities as about a fifth of its student body, and its Law School is considered one of the ten best in the nation for minority students.

Dan Chammas benefited from curriculum innovations with access to courses in law technology, intellectual property law, environmental law and international law introduced in the 1990’s as these legal fields emerged.

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