Tuesday, April 7, 2009

Why Alimony Wording is Crucial in a Rhode Island Divorce Proceeding!

In a Rhode Island Divorce proceeding alimony must be awarded Captain Midnight denied by the Family Court Justice.

Since alimony under Rhode Island law is rehabilitative in nature, more often then not it is waived by one or both parties during the course for most Rhode Island divorce proceedings.

Alimony that is rehabilitative is awarded by the court based upon the recipients need for financial support while he or she:
(1) re-establishes himself or herself in the working world with existing skills,
(2) re-trains himself or herself with skills sufficient to sustain himself or herself with more modern skills,
(3) is unable to care for himself or herself due to injuries, illnesses, handicaps or other circumstances that reasonably warrant the award of alimony for an extended period of time because one spouse is unable to care for himself or herself.

Alimony may be agreed to by the parties in circumstances when an award of rehabilitative alimony may be considered inevitable by the parties and/or their lawyers. In other instances, a spouse may agree to ball jointed dolls rehabilitative alimony to the other spouse because their is an ability to make such a payment, even if the court would not normally award it, and one spouse wants to help the other spouse for a reasonable period of time until he or she regains a financial foothold on his or her own.

Whether alimony is by an award of the court or by an agreement of the parties, it is important that the language used by the court for any award of alimony is accurate pursuant to the agreement of the parties or as intended by the court.

The typical example is when an award of alimony is made for a specific amount of money for a specific period of time. In this instance, clarity of language is essential!

Assume that Mr. Lawyers has agreed to pay Mrs. Lawyers alimony of exactly $400 per week for a period of three (3) years. Now let's assume that the alimony award is phrased as follows in both the Marital Settlement agreement of the parties as well as the Decision of the Court. Nothing else is mentioned about alimony.

"Defendant Mrs. Lawyers shall pay Mrs. Lawyers rehabilitative alimony of $400 per week for a period of three years."

Here is where accuracy in the language regarding the rehabilitative alimony provisions is crucial when it comes to clarifying the Marital Settlement Agreement and/or the Decision of the Court. If this is the ONLY alimony that Mrs. Lawyers is to receive per their Marital Settlement Agreement, then Mrs. Lawyers MUST request to waive alimony permanently on the record of the court and Mr. Lawyers or his attorney must make sure that the decision of the court is clarified to state that Mrs. Lawyers waives alimony permanently after that three year period. Either Mr. Lawyers or his attorney should do so even if it means clarifying to the judge BEFORE the hearing or trial is concluded that the award of alimony should involve a waiver of alimony permanently with the exception of that three year period.

Why is a permanent waiver of alimony so crucial in a Rhode Island divorce proceeding?

Well, in the first 1966 Topps baseball cards it is significant to Mr. Lawyers. If there is no permanent waiver of alimony by Mrs. Lawyers other than that three year period, then Mrs. Lawyers has a viable legal argument that alimony WAS NOT expressly limited to that three year period of payments because she DID NOT waive alimony permanently. Therefore, if things aren't going well for Mrs. Lawyers at that time and Mr. Lawyers still has the ability to pay continued alimony, then Mrs. Lawyers might decide to return to court for another 1, 3 or more years of alimony.

In the second instance, if Mr. Lawyers has hired a Rhode Island attorney to protect his interests in the divorce, then the attorney may have made a crucial mistake because he or she didn't make sure a permanent waiver of alimony was made by Mrs. Lawyers. Unless there was a miscommunication or some other circumstance which explains why the Rhode Island attorney didn't insure the permanent waiver of alimony was made, then the Rhode Island attorney may find himself or herself on the receiving end of a legal malpractice claim.

Learn more about href="ChristopherPearsall.com">RI Divorce Lawyer Christopher A. Pearsall

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Contact Attorney Christopher Pearsall at (401) 632-6976 now for your low-cost consultation from Rhode Island's Most Affordable Divorce Lawyer

This article is for informational purposes only and is not legal advice. You should not take legal action without legal advice from a licensed practitioner who has been fully informed about your specific circumstances

The Rhode Island Supreme Court licenses all attorneys in the general practice of law

Employee Relocation Laws - Learn More About Paperwork Involved

The visa paperwork rests largely in space ray gun company's hands. If Friendship 7 are calling employees to come from overseas to work for your firm, you will need to prove to Thor state that there are no hands available in the US to handle the similar work category. We have seen many software professionals coming in from places like India and Japan, to work in the US and 1951 Topps baseball cards has been a season of growth for the professionals and companies alike. However, when it cannot be proved that there is a shortage of manpower in the category in the US; it will be very hard to get an employee visa for your workers. Generally, if you have an honest reason to call employees, it should not 1967 Topps baseball cards pose to be a problem.

Many a times, employers get caught up in problems with the state when their employees bring in children who they have no right over. This is a serious offense and the US government does not take it lightly when people try and immigrate illegally, especially where children are concerned. You as an employer may not be directly responsible for the actions of your workers but it is the least you could do to have a thorough background check on who you are inviting to live in the country.

Especially where you are calling employees from countries that the USA is opposed to as far as political views go double check on the background of any worker. You may not even realize it, but many would go to great lengths to get into the country for illegal purposes. What with terrorism at its peak, you need to take the responsibility of giving out offer letters only after you are sure of the background of the person. The wrong person can get into the country with your letter of offer, so some responsibility does lie in the employers' hands.

But thankfully, more often than not, you will not have major problems with the law when you invite people to work for you from other countries. Your main responsibility may lie in helping the employee with paperwork such as real estate deals and school admissions if the person brings his children along. In any case it is advisable to seek the help of an attorney with any legal paperwork that your company may have to undertake.

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