Privacy Policy

We recognize that you may be concerned about our use and disclosure of your personal information. Your privacy is very important to us, and the following will inform you of the information that we, Brandon J. Broderick, Attorney at Law, may collect from you, and how it is used. By using our website, www.201injury.com, you are accepting the practices described in this policy.

Information Collection

We may collect non-personal information, such as a domain name and IP Address. The domain name and IP address reveals nothing personal about you other than the IP address from which you have accessed our site. We may also collect information about the type of Internet browser you are using, operating system, what brought you to our Website, as well as which of our Web pages you have accessed.

Additionally, if you communicate with us regarding our Website or our services, we will collect any information that you provide to us in any such communication.

We may contact you via email in the future to tell you about specials, new products or services, or changes to this privacy policy.

Information Use

We use the collected information primarily for our own internal purposes, such as providing, maintaining, evaluating, and improving our services and Website, fulfilling requests for information, and providing customer support.

Security

We follow generally accepted industry standards to protect the information submitted to us, both during transmission and once we receive it.

If we collect sensitive information (such as credit card data), that information is encrypted and transmitted to us in a secure way. You can verify this by looking for a closed lock icon at the bottom of your web browser, or looking for "https" at the beginning of the address of the web page.

While we use encryption to protect sensitive information transmitted online, we also protect your information offline. Only employees who need the information to perform a specific job (for example, billing or customer service) are granted access to personally identifiable information. The computers/servers in which we store personally identifiable information are kept in a secure environment.

Cookies

We use "cookies" on this site. A cookie is a piece of data stored on a site visitor's hard drive to help us improve your access to our site and identify repeat visitors to our site. For instance, when we use a cookie to identify you, you would not have to log in a password more than once, thereby saving time while on our site. Cookies can also enable us to track and target the interests of our users to enhance the experience on our site. Usage of a cookie is in no way linked to any personally identifiable information on our site.

Sharing

We will not sell or otherwise provide the information we collect to outside third parties for the purpose of direct or indirect mass email marketing.

We will disclose personal information and/or an IP address, when required by law or in the good-faith belief that such action is necessary to:

  • Cooperate with the investigations of purported unlawful activities and conform to the edicts of the law or comply with legal process served on our company
  • Protect and defend the rights or property of our Website and related properties
  • Identify persons who may be violating the law, the rights of third parties, or otherwise misusing our Website or its related properties

Please keep in mind that whenever you voluntarily disclose personal information online - for example through e-mail, discussion boards, or elsewhere - that information can be collected and used by others. In short, if you post personal information online that is accessible to the public, you may receive unsolicited messages from other parties in return.

Ultimately, you are solely responsible for maintaining the secrecy of your personal information. Please be careful and responsible whenever you are online.

Links

This Website may contain links to other sites. Please be aware that we are not responsible for the content or privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of any other site that collects personally identifiable information.

Surveys & Contests

From time-to-time our site may request information via surveys or contests. Participation in these surveys or contests is completely voluntary and you may choose whether or not to participate and therefore disclose this information. Information requested may include contact information (such as name and shipping address), and demographic information (such as zip code, age). Contact information will be used to notify the winners and award prizes. Survey information will be used for purposes of monitoring or improving the use and satisfaction of this site.

Consent

By using this Website, you consent to the collection and use of information as specified above. If we make changes to our Privacy Policy, we will post those changes on this page. Please review this page frequently to remain up-to-date with the information we collect, how we use it, and under what circumstances we disclose it. You must review the new Privacy Policy carefully to make sure you understand our practices and procedures.

If you feel that we are not abiding by this privacy policy, you should contact us immediately via telephone at (201) 870-1909 or via mail Attn: Privacy Policy, 90 Main Street, Suite 201, Hackensack, NJ 07601.

Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).

Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where enduring the offensive conduct becomes a condition of continued employment, or the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.

Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following: The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee; The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct; Unlawful harassment may occur without economic injury to, or discharge of, the victim.

Prevention is the best tool to eliminate harassment in the workplace. Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment. They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated. They can do this by establishing an effective complaint or grievance process, providing anti-harassment training to their managers and employees, and taking immediate and appropriate action when an employee complains. Employers should strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed.

Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop. Employees should also report harassment to management at an early stage to prevent its escalation.

The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages. If the supervisor's harassment results in a hostile work environment, the employer can avoid liability only if it can prove that: It reasonably tried to prevent and promptly correct the harassing behavior and the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer.

The employer will be liable for harassment by non-supervisory employees or non-employees over whom it has control (e.g., independent contractors or customers on the premises), if it knew, or should have known about the harassment and failed to take prompt and appropriate corrective action.

The insurance for the at-fault party won't pay for your lost wages in the prompt repercussions of the mishap. You can utilize PIP inclusion on the off chance that you were harmed in a fender bender or another engine vehicle mishap, or you might have the option to get present moment or long haul incapacity benefits through your manager. These safety net providers generally should be repaid when and on the off chance that you get a settlement.

Since the insurance for the defendant won't take care of tabs until obligation is set up, you should cover these costs at first. You might have the option to utilize Personal Injury Protection (PIP) inclusion after an engine vehicle mishap. Clinical Payments inclusion or medical coverage inclusion can apply after a mishap. On the off chance that you were harmed at work, you can utilize your laborers' remuneration benefits. Any back up plans likely reserve a privilege to be repaid from the returns of any possible settlement that you get.

A release is a document that you sign in return for accepting the repayment cash. Fundamentally, it gives that you discharge the entirety of your legitimate cases against any litigant and their guarantor dependent on this mishap. You ought to know that a discharge generally covers claims not just against any respondent whom you sued or who paid a settlement yet additionally some other potential litigant, including a gathering that was not associated with the suit. On the off chance that you are hitched, your life partner may need to sign the discharge as well.

The damages that you can recoup in the event that you weren't completely to blame rely upon the state where you live. Just a couple of states utilize a contributory carelessness rule, which gives that a casualty can't recuperate any harms in the event that they were whatsoever to blame. In certain states, you will have the option to recuperate harms as long as you were not 50 percent or more (or here and there 51 percent or more) to blame. In different states, you will have the option to recoup harms as long as you were not totally to blame.

You can in any case get damages from another person who was to blame for the mishap. The harms might be diminished to represent the previous condition, however you can consider someone else or element responsible for exasperating the condition. Somebody who cooperates with you accepts you as they discover you, so the subject of whether somebody without your condition would have been harmed is unessential. All things considered, these cases will in general be progressively perplexing and may require the help of specialists, so recruiting a lawyer might be particularly significant.

You shouldn't talk with a insurance adjuster for another person associated with the case. They may appear to be neighborly and thoughtful, yet they are more likely than doing whatever it takes not to cajole articulations from you that would decrease or wipe out the obligation of their safeguarded. Advise the protection agent to contact your lawyer, on the off chance that you have held a lawyer, or contact your insurance agency, in the event that you don't have a lawyer. Similar focuses apply if a lawyer for another person gets in touch with you.

You may in any case have a case regardless of whether you don't feel hurt at the scene. The natural reaction to a horrendous circumstance like a mishap sends a surge of adrenaline through the body, which can incidentally lessen vibes of agony. You may begin feeling huge agony or creating different indications later. It is insightful to counsel a specialist regardless of whether you don't feel prompt, horrendous agony, since probably the most genuine conditions develop after some time.

You don't have to settle on this determination alone. Contact a lawyer and set up a free interview to go over your circumstance in detail. The lawyer will have the option to reveal to you whom you can sue and what you can hope to recuperate, in light of the realities of the mishap and the laws in your state. Basically, much of the time, you will have a case in the event that somebody acted indiscreetly in light of the current situation and caused your wounds. Applying this standard is surprisingly entangled, in any case, which is the reason it is critical to counsel a lawyer.