Law Archives | Beverly Hills Chamber of Commerce

Introducing Safety Host Unit’s Dedicated Guard Services

BHCC — Tue, 07 May 2024 22:23:34 +0000

In an era where safety and security are paramount concerns for businesses and individuals alike, having reliable and vigilant security measures in place is not just an option, but a necessity. This is where Safety Host Unit steps in. Committed to delivering top-notch security guard services, we take pride in our mission to safeguard our clients, their property, and their personnel.

Based in California, Safety Host Unit operates with a dedicated team of security professionals who are not only highly trained but also deeply passionate about what they do. Our enthusiastic personnel bring a wealth of experience and expertise to the table, ensuring that our clients receive nothing short of exceptional security solutions tailored to their unique needs.

At Safety Host Unit, we understand that every client has specific security requirements, which is why we offer a range of customizable services to meet diverse needs. Whether it’s protecting corporate offices, residential complexes, industrial facilities, or event venues, our team is equipped to handle it all with precision and professionalism.

What sets Safety Host Unit apart is our unwavering commitment to excellence. We prioritize proactive measures to mitigate risks and maintain a safe environment at all times. From routine patrols and access control to emergency response and crisis management, we leave no stone unturned in ensuring the safety and peace of mind of our clients.

But our dedication doesn’t end there. We believe in fostering strong partnerships with our clients, built on trust, transparency, and open communication. We listen to their concerns, understand their priorities, and work closely with them to develop comprehensive security strategies that deliver results.

In addition to our core security services, Safety Host Unit also offers ongoing training and development programs for our personnel to stay ahead of evolving security threats and industry best practices. This ensures that our team remains at the forefront of security innovation, ready to adapt and respond effectively to any situation.

So, whether you’re a business owner looking to safeguard your premises, a property manager seeking reliable security solutions, or an event organizer in need of professional security services, look no further than Safety Host Unit. Contact us today to learn more about how we can help protect what matters most to you.

Your safety is our priority, and with Safety Host Unit by your side, you can rest assured that you’re in good hands.

Please visit SafetyHostUnit.com to learn more.

SAFETY HOST UNIT
9171 WILSHIRE BOULEVARD #500
BEVERLY HILLS, CA, 90210, UNITED STATES
888-703-4004
INFO@SAFETYHOSTUNIT.COM
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Special Needs Trusts: An Overview

Administrator — Tue, 03 Sep 2019 23:51:12 +0000

A special needs trust is a trust that protects the assets of disabled individuals who are physically or mentally challenged. The disabled individual is named as the beneficiary of the trust and a trustee is appointed to ensure that the beneficiary enjoys the use of property and assets that is held in the trust for his or her benefit. The most common use of special needs trust funds include paying for personal care attendants, out-of-pocket medical and dental expenses, and education, among other things.

A special needs trust is particularly helpful when the disabled individual is receiving need-based government benefits. In California, a special needs trust allows for a disabled person to remain eligible for public assistance benefits even if the person has assets that would otherwise disqualify him or her from those benefits.

Special needs trusts are also helpful when the disabled individual is receiving a large inheritance, insurance proceeds, or a settlement stemming from litigation. Various methods of trust management are available to ensure that the beneficiary is enjoying his or her assets during his or her lifetime.

Do you or your loved one need a special needs trust? An analysis of the disabled individual’s circumstances and needs is required to determine how best to set up the special needs trust.

Rittu Kumar, Esq. is an estate planning attorney and Principal at Kumar Law. Ms. Kumar also practices in the areas of employment law, business litigation, and contract disputes and negotiations. The foregoing is meant for informational purposes only and does not constitute legal advice or an attorney-client relationship. Ms. Kumar can be reached at (323) 456-8657 or via email.

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What is the Difference between a Revocable and Irrevocable Trust?

Administrator — Tue, 11 Dec 2018 22:34:02 +0000

A trust is generally defined as an arrangement where a person, called a trustee, holds assets for the benefit of one or more beneficiaries. The grantor is the person who places assets in the trust. The advantage of a trust is that it generally avoids probate, i.e. proceedings to pay the estate’s debts and distribute property to heirs. When a grantor passes away, the trust directs the trustee how to manage and/or distribute the assets placed in the trust.

There are two main types of trusts, a Revocable Trust and an Irrevocable Trust.

A Revocable Trust allows the grantor to place assets in a trust and remove assets from a trust during his or her lifetime. The grantor has the power to revoke or terminate the trust at any time. To the contrary, an Irrevocable Trust does not allow a grantor to remove assets from a trust once the trust has come into existence. An Irrevocable Trust also generally cannot be revoked or changed unless there is consent by all the beneficiaries. In other words, the grantor normally gives up all rights to his or her assets placed in an Irrevocable Trust.

There may be a tax benefit of choosing one type of trust over another depending on your estate. Irrevocable Trusts can also be used to protect assets since the grantor gives up control of the assets to a third party trustee. The opposite is true for a Revocable Trust. A Revocable Trust gives the grantor full control and decision-making authority over his or her assets while avoiding probate. Protection of assets is not a key element of a Revocable Trust.

So which type of trust is the best for you? An analysis of your estate and your personal requirements is needed to determine the right trust for you. Specialty trusts also exist depending on your needs such as Charitable Trusts, Insurance Trusts, Special Needs Trusts, and Spendthrift Trusts to name a few.

Rittu Kumar, Esq. is an estate planning attorney and Principal at Kumar Law. The foregoing is meant for informational purposes only and does not constitute legal advice or an attorney-client relationship. Ms. Kumar can be reached at (323) 456-8657 or rkumar@kumarlaw.net.

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New Law Expands California’s Paid Family Leave and State Disability Insurance by Kelly O. Scott

Administrator — Thu, 18 Aug 2016 18:39:45 +0000

Approximately 15 years ago California became the first state to provide paid time off to workers to care for a new child or ailing family member.  The law, which is funded by required worker contributions, provides for up to 6 weeks of wage replacement in connection with certain qualifying events, which events include the temporary disability of an individual worker, caring for certain family members, bonding with a minor child within one year of birth, or the placement of a child in connection with foster care or adoption.  Governor Jerry Brown has now expanded that law by signing Assembly Bill 908. At the same time, Governor Brown authorized increases in California’s disability insurance program.

Specifically, AB 908 will revise the formulas used under the paid family leave and state disability law for determining benefits in a manner designed to increase the benefits commencing on January 1, 2018.  These increases are designed to raise the amount of wage replacement from the current of 55% of weekly wages to approximately 60% to 70% for most workers.  In addition, the bill will remove the 7-day waiting period to receive the benefits as of January 1, 2018.

AB 908 also includes a provision which requires the Employment Development Department to report to the Legislature and specified committees by March 1, 2021, on levels and trends regarding utilization, costs, and rates with respect to family leave and disability insurance.  Which may well mean further amendments to these laws in the near future.

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Guest contributor is Kelly O. Scott of Ervin Cohen & Jessup LLP.

Kelly O. Scott, Esq. is a partner in the Litigation Department and is head of the firm’s Employment Law Department. This publication is published by the law firm of Ervin Cohen & Jessup LLP. The publication is intended to present an overview of current legal trends; no article should be construed as representing advice on specific, individual legal matters, but rather as general commentary on the subject discussed. Your questions and comments are always welcome. Articles may be reprinted with permission. Copyright ©2016. All rights reserved. ECJ is a registered service mark of Ervin Cohen & Jessup LLP. For information concerning this or other publications of the firm, or to advise us of an address change, please send your request to hpadilla@ecjlaw.com or visit the firm’s website at ECJLaw.com.

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When is a tip not a tip? by Kelly O. Scott

Administrator — Tue, 02 Aug 2016 17:41:16 +0000

When it’s a service charge. Revenue Ruling 2012-34 was issued by the Internal Revenue Service to provide guidance to employers and employees on the difference between tips and service charges as well as on certain reporting requirements. The ruling states, among other things, that service charges paid to employees are taxable as regular wages and not as tips. Although the IRS initially delayed enforcement of Revenue Ruling 2012-34 to allow businesses time to make adjustments to comport with the new guidelines, the IRS now enforces the classification of service charges as taxable wages.

Accordingly, it is essential that every employer understand the difference between tips and service charges. The distinction is important as it impacts the employer as well as the employer’s customers and employees. Unlike a tip, a required service charge is subject to a sales tax which must be collected from the customer and remitted by the employer to the taxing authority. As service charges are considered wages, they are subject to all standard wage withholding and reporting requirements. Further, such charges must be included in determining each employee’s base rate of pay for calculating overtime.

Unlike a mandatory service charge, a tip is free from compulsion. More specifically, although suggestions are not prohibited, the customer must be able to determine the amount of the payment without restriction. Finally, the customer should have the right to decide who receives the payment. If the standards for a tip are not met, the payment will likely be considered a service charge. Service charges are typically defined as non-negotiable or “standard” fees charged by an employer in connection with such services as room service, large party service, delivery service and bottle service.

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Guest contributor is Kelly O. Scott of Ervin Cohen & Jessup LLP.

Kelly O. Scott, Esq. is a partner in the Litigation Department and is head of the firm’s Employment Law Department. This publication is published by the law firm of Ervin Cohen & Jessup LLP. The publication is intended to present an overview of current legal trends; no article should be construed as representing advice on specific, individual legal matters, but rather as general commentary on the subject discussed. Your questions and comments are always welcome. Articles may be reprinted with permission. Copyright ©2016. All rights reserved. ECJ is a registered service mark of Ervin Cohen & Jessup LLP. For information concerning this or other publications of the firm, or to advise us of an address change, please send your request to hpadilla@ecjlaw.com or visit the firm’s website at ECJLaw.com

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D’oh! Employment Law According to Homer Simpson by Kelly O. Scott

Administrator — Tue, 19 Jul 2016 20:03:50 +0000

We have all lived in a highly regulated, pro-employee environment for years. Moreover, there is no hiding it; employers are bombarded by news about the hazards of having employees which illustrate the various pitfalls, often in painful detail. Yet, I continue to hear from employers desperate to terminate a problem employee, an employee who has been unacceptable “forever”, but whose personnel file reads like he or she is a solid performer or is otherwise bereft of any negative history.

At the risk of stating the obvious, in order for an employer to avoid a wrongful termination lawsuit filed by a former employee, there are certain rules that management should follow. Although California is an at-will employment state, it is easier to defend a legally challenged termination when an employer has a good reason for its actions than when the employer had no reason or is attempting to justify its actions in court for the first time. Indeed, if an employee feels as though he or she was terminated from a position without reason, that employee is more likely to assume an illegal motive by the employer. However, if a company manager is clear about the rules of the workplace, it will be less likely for the individual to file a wrongful termination case.

One of the first practices a new manager should implement is to regularly review performance. Employees rarely become poor performers overnight, and a history of reviews consistent with a performance-based decision will provide a firm foundation for the termination. It should go without saying that these performance reviews as well as all warnings should be documented.

Management should develop forms for performance reviews and for oral and written warnings and use them regularly. The form should be easy to use and should include a section that asks the manager to describe the problem and what the employee was asked to do to improve it, plus any warning about what would happen if the problem resurfaced. There should be space to document what the employee said in response and for the employee’s signature.

Yes, it’s a pain to go to all this trouble, but it is less of a pain than the alternative; just remember that while dealing with an employee that is having issues might not be fun, it is a lot less enjoyable dealing with them in court.

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Guest contributor is Kelly O. Scott. Kelly O. Scott, Esq. is a partner in the Litigation Department and is head of the firm’s Employment Law Department.

This publication is published by the law firm of Ervin Cohen & Jessup LLP. The publication is intended to present an overview of current legal trends; no article should be construed as representing advice on specific, individual legal matters, but rather as general commentary on the subject discussed. Your questions and comments are always welcome. Articles may be reprinted with permission. Copyright ©2016. All rights reserved. ECJ is a registered service mark of Ervin Cohen & Jessup LLP. For information concerning this or other publications of the firm, or to advise us of an address change, please send your request to hpadilla@ecjlaw.com or visit the firm’s website at ECJLaw.com.

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