A. Yes, but you have a limited amount of time to decide if you agree with the QME's report or if you need more information. When you receive the report, read it right away and decide if you think it is accurate. If not, and you have an attorney, you should talk to him or her about your options.
EE’s best SIM only deals just got even better…for a limited amount of time
Download Zip: https://shurll.com/2vJLVv
I enjoy the no worry of unlimited. I can easily read articles like this and get lost following all the branch off topics and then have no time left.I would really be in a pinch if I used up all my data without concern, reading about duck wing feather mites in birds of the pine forested area of Kanuckistan or somewhere, and have no time left to read a bus schedule the next day. The extra cost is worth it to me. Hell, I used 2gb just trying to read the comparison chart for 2gb.
There has been a great broadening in variety of SIM-only deals, with lots of new networks entering the market and the introduction of 5G SIMs, as well as plenty of competition that drives costs down. No longer is it just the usual names of EE, O2, Three and Vodafone - there's a wide range of options to choose from.
Three SIM: 24 months 100GB data Unlimited calls and texts 16/month (8/month first 6 months) (opens in new tab)Three remains the undefeated king of the SIM-only deal and this fantastic offer is the pinnacle. Sign up for 24 months and you get 100GB of data each month for only 8 for the first 6 months and for 16 for the rest of the time.
Smarty SIM: 1 month 30GB 50GB data unlimited calls and texts 10/pm (opens in new tab)50GB is a generous whack of data for video streaming and social media scrolling. And for a mere tenner a month, this is a fantastic SIM-only deal from Smarty. And remember, you can leave at any time thanks to its flexible rolling monthly contracts.
Vodafone SIM: 12 months 100GB data Unlimited texts and calls 8 per month (after cashback) (opens in new tab)Vodafone is a popular network and right now, this is one of the best SIM plans on the network. It only costs 15 a month while getting you 100GB of data. That alone is a strong offering but it gets even better with the addition of 96 in cashback hat you claim in five chunks across the year. That effectively brings your prices down to only 8 a month instead!
4 Lines: Limited time offer; subject to change. Qualifying credit & minimum 4 lines required. Canceling any lines requires you to move to the regular rate Essentials plan; contact us. $5 more per line without AutoPay. Limit 1 offer per account. May not be combined with some offers or discounts; existing customers who switch may lose certain benefits and monthly device credits. General Terms: $35 device connection charge due at sale. Credit approval & deposit may be required.] Monthly Regulatory Programs (RPF) & Telco Recovery Fee (TRF) totaling $3.49 per voice line ($0.50 for RPF & $2.99 for TRF) and $1.40 per data only line ($0.12 for RPF & $1.28 for TRF) applies; taxes/fees approx. 4-38% of bill. Capable device required for some features. Not combinable with certain offers. Switching plans may cause you to lose current plan/feature benefits; ask a rep for details. Max 6 lines. Plan not available for hotspots and some other data-first devices. Unlimited talk & text features for direct communications between 2 people; others (e.g., conference & chat lines, etc.) may cost extra. Some messages, including those over 1MB, use data and may be unavailable internationally. Roaming: U.S. roaming and on-network data allotments differ: includes 200MB roaming. High-speed data is US only; in Canada/Mexico, unlimited at up to 128kbps; additional purchase required for data elsewhere. Calls from Simple Global countries, including over Wi-Fi, are $.25/min. (no charge for Wi-Fi calls to US, Mexico and Canada). Service may be terminated or restricted for excessive roaming. Not for extended international use; you must reside in the U.S. and primary usage must occur on our U.S. network. Device must register on our U.S. network before international use. Video streams at up to 2.5Mbps (SD). Optimization may affect speed of video downloads; does not apply to video uploads. For best performance, leave any video streaming applications at their default automatic resolution setting. Tethering at max 3G speeds. For customers using >50GB/mo., primary data usage must be on smartphone or tablet. Smartphone/tablet usage is prioritized over Mobile Hotspot (tethering) usage, which may result in higher speeds for data used on smartphones and tablets. AutoPay Pricing for lines 1-6. Without AutoPay, $5 more/line/mo. May not be reflected on 1st bill.
In most cases, when a former employee files an unemployment claim with a government agency, a representative will contact the business to verify the eligibility of the request. Employers must respond within a certain amount of time or their ability to appeal wrongful claims may be limited.
Anyone who tackles projects as readily as most DIYers can access great deals and sales associates who are motivated to help you. The pro desk does offer some services that are only useful to commercial organizations, but anyone who buys in bulk will benefit as well. Enjoy bulk pricing and even have your shopping done for you, leaving you free to simply pick up and pay.
It's vital that the manager keeps the team moving in the same direction while keeping a pulse on the context in which their employees are living and working. Imagine if you were in the hospital for a month, and the nurse only came in once to check your vitals. Is it nice that they came in to see how you were doing? Well, yeah, but they're not really doing their job. Wouldn't it have been nicer if they came in daily, maybe even multiple times a day? Of course.
Traveling to the UK and planning your trip? Don't waste money on high roaming costs or slow overseas data roaming plans. The UK already has prepaid sim card deals with unlimited data for about $30 USD! In this guide you will read everything you need to know about buying a prepaid sim card in the UK: which provider has the best 5G network, where to buy a local sim card for the UK, up to date prices as per October 2022, EU roaming information, e-sim cards for the UK and much more.
Another big plus is that EE has the best 5G network in the UK, so may be that could play a roll when looking for the best pay as you go UK tourist sim card as well. But let first see the sim only deals EE UK offers in 2022:
In the above we can clearly see that also EE offers competitive data packages. An EE prepaid sim card is free and for 20 GBP you get 30 GB data + unlimited calls/text in the UK. Data roaming is not included anymore. For the latest EE sim only deals have a look at their website in the link.
The law is less clear, however, when an employer wishes to track employees who use their personal vehicles for company business. For example, a New York state court held that installing a GPS device on a vehicle personally owned by a state employee suspected of falsifying time records was an unreasonable search. Cunningham v. New York State Dept. of Labor, 21 N.Y.3d 515 (NY Ct. App., 2013). The court found that if the state had monitored the employee only during business hours, the search would have likely been lawful, but because the state monitored the employee during and after work hours, the entire search was unreasonable and unconstitutional. On the other hand, other courts have found that taxi drivers in New York City did not have an expectation of privacy in GPS data gathered from a tracking system that state regulatory authorities required to be installed in all cabs, even though the taxi drivers personally owned their vehicles. See, e.g., El-Nahal v. Yassky, 993 F.Supp.2d 460, 466 (S.D.N.Y., 2014).
Last week, we talked about 20 things an employer should ask itself before terminating an employee. In the interests of fairness, here are 10 things that an employee should ask before suing an employer. You should know that I generally don't believe that lawsuits are the best way to resolve problems. (I realize that there are exceptions.)BEFORE YOU GO ON, PLEASE READ THIS!!!! I represent employers only, not employees or applicants. This blog never contains legal advice, and especially not today. Reading this blog is no substitute for consulting with your own lawyer who is (1) on your side and (2) understands your situation.You still care what I think? Great! Here we go. (Click on picture to enlarge and laugh.)1) Are you pretty confident that your employer didn't just treat you inconsiderately, or unfairly, or stupidly, but actually violated the law? It's not against the law to be an unfair employer, as unfair (heh) as that may seem. Even though I rail on a regular basis against employer favoritism, unfairness, poor communication, and the like, it's not because these things are illegal -- it's because (a) they encourage employees to file lawsuits, and even a baseless lawsuit is an expense and hassle that most employers don't need, and (b) being fair and even-handed with employees is the right thing to do. If your employer is a garden-variety jerk, then your best bet may be to find another job.2) If you think you were discriminated against because of your race, sex, ethnic background, etc., have you compared how co-workers of different backgrounds were treated? Do you know the specifics of their situations? Probably not, because you're the employee and don't have access to all of that information. It's possible that they had some extenuating circumstances that did not apply to you. It's also possible that they were treated exactly the same way as you but you don't know it because personnel information about your co-workers is confidential.3) Do you have any back-up? Are there employees or former employees who agree that you were treated unlawfully? Will a manager or supervisor say that? Or is everybody either actively siding with your employer or staying far away from you?4) Do you still work for the employer you want to sue? Have you really thought about how miserable this is going to make you in your job? I'm not talking about retaliation - I'm talking about your own feelings that co-workers are looking at you funny (whether they are or not) and that your bosses are picking on you (whether they are or not) because they know (whether they do or not). If you can't stand that constant stress, then quit and get a job somewhere else before you sue. If you can't afford to quit, or don't think you can get a job elsewhere, then give serious consideration to trying to handle your problem in some other way. "They're all talking about my lawsuit - I just know it!"5) Speaking of handling your problem in some other way, have you tried to do that? If you feel that you've been harassed, or discriminated against, or retaliated against, or denied a reasonable accommodation that you deserve, or not paid properly, have you talked to someone in your company about it? If you have an HR department, have you tried to get their help? Even if you don't have an HR department, is there a trustworthy person in a management role you can talk to? A union representative? A lot of employment issues can be resolved internally. The benefit of getting them resolved internally (if possible) is that you can usually continue working in peace, and - if you have a true "legal" issue - get it resolved before you suffer too much harm. Even if it turns out to be a non-legal "fairness" issue, most employers want to hear about those and resolve them, too. One more benefit - if you did your best to resolve it internally, you will be in a stronger legal position if you do eventually have to sue. (NOT LEGAL ADVICE)6) Have you consulted with a trustworthy person who has expertise in employment law, and I don't mean me or this blog. Have you consulted with an honest-to-goodness live, non-virtual employment lawyer, or someone with a government agency that handles your type of claim, such as the Equal Employment Opportunity Commission or your state Wage and Hour Division? Do you have a friend who is an employment lawyer or HR professional who might be able to give you some free (and sound) advice? If so, have you given them all of the facts, both good and bad? What do they think you should do? If they're encouraging you to "build a bridge and get over it" or "quit," then maybe suing isn't such a good idea. "Inquiring minds want to know!"7) If you're planning to sue for emotional distress, are you ready to have your entire life exposed? If you claim emotional distress in a lawsuit, the employer is usually entitled to find out all about any trauma you may have suffered, including physical and sexual abuse, psychological conditions, psychiatric conditions, diseases, divorces, plastic surgeries, accidents, crimes, arrests, and deaths. The employer can also get your medical and psychiatric records, at least within limits. If the employer finds out that you had any of these other things going on in your life, then it can argue to a judge or a jury that whatever it did to you ("all of which the Defendant denies") was not that big a deal.8) Do you have any other skeletons, and are you ok with having them come out of the closet? How many jobs were you fired from before you got fired by this employer? Were you accused of embezzlement on your last job? Sexual harassment? The employer will be able to subpoena your personnel files from your past employers. And are you ok with sitting across a table from your former co-workers and supervisors while they testify under oath that you were a lousy employee? "Put those Oreos down and get back in the closet NOW!"9) Have you thought about what you really want out of your lawsuit? Do you need a quick $5,000 so you can make a down payment on a Honda Civic? Do you want a zillion dollars so you can buy that oceanfront mansion in Palm Beach, preferably with an infinity pool? Do you want nothing more than your just compensation for the wrong that has been done to you? Do you want to vindicate not only yourself, but all of your co-workers? Do you want blood, and you don't care what you have to do to get it? Depending on your goal, the litigation will be more or less of a living hell for you.10) Have you considered the fact that you might go through all of this hardship, hassle, and trauma for a couple of years, and wind up with nothing? It's called "failure to state a claim" or "summary judgment." It happens. Sometimes even a jury will stiff you.Are you absolutely sure you don't want to just quit and go to work someplace better?Comments from employers, employees, and plaintiffs' lawyers are welcome!. . . AND ALSO OF INTEREST . . .Now that's persistence. The United Auto Workers union is going to get another election at Volkswagen-Chattanooga, but now it's focused on a "micro-unit" of skilled tradesmen. David Phippen has the story on why "small is beautiful" for the UAW.Image credits: From flickr, Creative Commons license: "Lawsuit" demotivational poster by thinboyfatter; paranoid by Aaron Tait; National Enquirer cover by torbakhopper; skeleton at the supermarket by Mike Mozart.Tags: Ariel Castro, Christmas, Collective Actions, David Phippen, Discrimination, Eleventh Circuit, Ellen Pao, Human Resources, Jim Turner, Joe Philbin, Kent Hirozawa, Kleiner Perkins, Lawsuits, Lawyers, Medical Examinations, Nice Guys Finish Last, No-Fault Attendance, Non-Competes, Palm Beach, Pornographic Email, Retaliation, Skeletons, UAW, VolkswagenRobin E. SheaPartnerEmail 336.721.6854Robin has more than 30 years' experience counseling employers and representing them before government agencies and in employment litigation involving Title VII and the Age Discrimination in Employment Act, the Americans with ... 2ff7e9595c
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