As a consumer we all wish that we purchase goods and services that are up to the mark and honest and that is why consumer laws have been made both for the sellers and buyers so that no dishonest ways are used to deceit the buyers. These laws include protection of consumer̢۪s information, prohibition of false advertising, abolishing debt collection practices and many more. If you also feel that you have been treated unfairly or are facing things that consumer laws strongly condemns, then it is important for you to hire aconsumer protection lawyer. A consumer protection attorney is the person who can help you seek justice. He provides guidance whether you as consumer should directly take an action against the guilty or you should file a complaint against the concerned agency.Debt collector calls lawyerwould make you understand the laws that have been made in order to protect your rights and interests as a buyer and would also help you out with the procedure that is important for you to know as a consumer who has been betrayed in any manner. He would also ensure that you suffer no further from consumer frauds such as debt collection harassment, debt harassment for credit cards or auto frauds and help in preventing them. If you are in need of a consumer protection lawyer, then you must visit Rights Protection Law Group, PLLC. Rights Protection Law Group, PLLC is one amongst the best law firms of Boston, founded and managed by attorney Kevin Crick. The team of Mr. Crick and himself at Rights Protection Group, PLLC focus on helping their clients in each and every step of the matters of their concern, right from where their case commences until the process when their claims get resolved. They provide their clients with legal representation services at quite affordable prices. About Rights Protection Law Group, PLLC: Rights Protection Group, PLLC is a renowned team ofcredit card calls lawyerswho practice in areas concerned with consumer protection, unpaid wages, bankruptcy, real estate and many more. For more information, please visitRightsprotect.com ...read more

If you’ve been given a performance improvement plan (also known as a PIP) at work, you know you’ve reached a critical point in your employment. What Are Performance Improvement Plans? Performance improvement plans typically document and identify what your manager believes is poor performance.  If you’ve received one, it likely states areas where your manager thinks you are not performing as expected.  It may say that you haven’t mastered certain skills, or you need to change certain behaviors at work.  You may receive a PIP if you’ve been having a conflict at work with a co-worker or a supervisor.  Performance improvement plans usually give a certain timetable, often within 30-90 days, for improvement.   The PIP may give you goals that you need to meet on a certain timetable.  It may provide that you need to complete certain projects or deliverables.  You may be required to have weekly meetings with your manager or with human resources to review your progress. Why Do Managers Use Performance Improvement Plans? Managers use performance improvement plans to document areas where the employee isn’t meeting performance standards.  It is a tool companies may use to address and resolve employee performance issues. In some instances, the company truly wants the employee to make changes and sincerely wants the employee to succeed. The PIP may be a step in a progressive discipline process.  If you’ve previously been counseled on a similar issue or received a written warning, this is likely the case.  A failure to meet the goals and standards in the PIP may be the last step before termination. In many cases, performance improvement plans are intended to document an employee’s continued poor performance as a risk management tool.   A history of an employee’s documented performance issues can provide a defense to a company in the event of an employee’s discrimination or wrongful termination claim.  The company’s managers may not expect that the employee will actually meet the goals and succeed.  Of course many employees who receive a PIP believe that the goals and the deadlines are unrealistic.  The PIP in that case is the last documented corrective action before termination. How to Respond to Performance Improvement Plans Whether you’ve been at the company for six months or 30 years, recognize that this is a critical moment in your employment relationship.  It is important to think strategically.  Many employees who receive a PIP act impulsively and/or defensively by quitting their job or threatening the company with legal action.   The steps an employee may need to take relate in large part to the employee’s history with the company, any record of prior disciplinary action, whether the employee has an legal claims and the employee’s goals.  We counsel employees who receive performance improvement plans on their next steps, including how to deal with the request to sign the plan and the deadlines that have been set.   It is important to talk to an attorney about your legal rights and how best to manage your particular situation.  Your response can affect whether you receive unemployment benefits, severance pay or even your continued salary. Call us, we’re friendly!  We can be reached at 617-936-1580 or maura@mauragreenelaw.com. Maura Greene has been included on the list of Super Lawyers for 2015, 2014 and 2013.  She has been named by The Boston Globe as one of Boston’s top-rated employment attorneys for the past three years. She is AV-rated, which is the highest rating an individual attorney may receive.   ...read more

Employees with proposed severance agreements often wonder if they can review and negotiate the agreement themselves.  Severance agreements are typically written to protect the company.  Severance agreements are contracts.   The terms can affect you for months or years after you’ve left the company. Nine Things to Know about Severance Agreements 2. Should you consider any of these requests to be deal-breakers?1. Are there any potential benefits you are leaving on the table? 3. Have you thought about how to protect your professional reputation going forward? 4. Is it possible to increase the severance pay or other benefits you are being offered? 5. Should the language in the agreement be revised to make it more mutual? And if so, what provisions are the most important? 6. How will this agreement affect your unemployment benefits? 7. Is this really “boilerplate” or is the company going too far? 8. Will signing the agreement limit your job opportunities in the future? 9. How will this agreement affect your health insurance coverage and can that be changed? This is Just Standard Language in Severance Agreements, Right? In my experience, many employees think the wording in severance agreements is just boilerplate.  On the contrary, most agreements have been carefully crafted to protect the company.  Once in a while an employee will be alarmed by a provision that is actually standard and typical in severance agreements.  If you don’t see these agreements every day, how could you possibly know the difference? Many employees benefit from considering how their separation might be re-structured in order to benefit them. This is particularly true for employees who are still with the company at the time they receive the proposed agreement. It is important to know what rights you are giving up by signing.  Some employees may be waiving potential legal claims.  Virtually all severance agreements include a release of legal claims.  Before signing an agreement, know what rights you are waiving. Call us, We’re Friendly! If you have a severance agreement, please call us.  We’re friendly. Please call us at 617-936-1580 or email at maura@mauragreenelaw.com. Maura Greene is a Boston lawyer with over 28 years of experience.  She was named a Super Lawyer in employment in 2014 and 2013.  She has been named a top-rated attorney by the Boston Globe.  We are located at One International Place, 8th floor, Boston, MA 02110. ...read more

Employees with proposed severance agreements often wonder if they can review and negotiate the agreement themselves.  Severance agreements are typically written to protect the company.  Severance agreements are contracts.   The terms can affect you for months or years after you've left the company. Nine Things to Know about Severance Agreements severance agreements1. Are there any potential benefits you are leaving on the table?2. Should you consider any of these requests to be deal-breakers?3. Have you thought about how to protect your professional reputation going forward?4. Is it possible to increase the severance pay or other benefits you are being offered?5. Should the language in the agreement be revised to make it more mutual? And if so, what provisions are the most important?6. How will this agreement affect your unemployment benefits?7. Is this really “boilerplate” or is the company going too far?8. Will signing the agreement limit your job opportunities in the future?9. How will this agreement affect your health insurance coverage and can that be changed?This is Just Standard Language in Severance Agreements, Right?In my experience, many employees think the wording in severance agreements is just boilerplate.  On the contrary, most agreements have been carefully crafted to protect the company.  Once in a while an employee will be alarmed by a provision that is actually standard and typical in severance agreements.  If you don’t see these agreements every day, how could you possibly know the difference?Many employees benefit from considering how their separation might be re-structured in order to benefit them. This is particularly true for employees who are still with the company at the time they receive the proposed agreement.It is important to know what rights you are giving up by signing.  Some employees may be waiving potential legal claims.  Virtually all severance agreements include a release of legal claims.  Before signing an agreement, know what rights you are waiving.Call us, We’re Friendly!If you have a severance agreement, please call us.  We’re friendly. Please call us at 617-936-1580 or email at maura@mauragreenelaw.com. Maura Greene is a Boston lawyer with over 28 years of experience.  She was named a Super Lawyer in employment in 2014 and 2013.  She has been named a top-rated attorney by the Boston Globe.  We are located at One International Place, 8th floor, Boston, MA 02110. ...read more