I was arrested September 27th, 2012 for Criminal Posession in the 7th with 2 others that received same charge. It was then lowered and I was then given a plea deal for 12 months probation. I took the plea deal, and then I ended up missing a stupid...
Assuming you could make a timely appeal, which seems unlikely, you should be aware that reversal of a conviction is rare - exceedingly so when the conviction is based on a plea of guilty. As to your question whether an appeal could result in the charges being dropped - the best outcome would more likely be simply that the plea is vacated, in which case the DA could still have an opportunity to try your case. Again - such an outcome, based on the info you've provided, seems very unlikely.See question
In the deposition does the defendants attorney have to be present if witnesses are being deposed
Generally, a deposition should not commence until all parties are present. Even in cases where there are multiple defendants, third-party defendants, etc., each party should be represented unless, as stated above, there is an express waiver.See question
What are they required to go over? What must be said, or how much needs to be explained?
I join in the answers of the attorneys above, and add the following: An appellate court will only consider preserved arguments and the record on appeal. What does that mean? At the trial level, parties can parties can also raise all kinds of objections and arguments. For example, a party can object to the adversary's attempt to offer a certain document into evidence, or to certain testimony of a witness. Also, parties at the trial level can offer all kinds of evidence and arguments to prove their cases or disprove their adversaries' cases. At the appellate level, however, you cannot raise any arguments that were not raise (i.e., preserved) below. If, for instance, you did not object to your adversary's introducing a certain document into evidence at trial, you cannot raise the argument on appeal that the document was erroneously admitted at trial. In addition to considering only preserved issues, the appellate court will only consider evidence that was presented at trial. This typically includes trial transcripts, pleadings, motions, etc. that were part of the trial. So even if you discovered some very compelling "smoking gun" document that was not introduced at trial, you generally cannot refer to it on appeal.See question
Paid a nanny in cash for 3 years and just wanted to know.
Your question requires elaboration in order to fully understand your needs. If, for example, your nanny is looking for another job and wants to show her employment history to prospective employers, you might consider simply writing a letter for her stating the dates of her employment with you, as well as her duties, compensation, etc.See question
I am in the stage of writing an opening brief. I have all the rules and litterature I need to start writing. Please let me know if you have any good advise as to what I should know before starting.
I join the answers of the other attorneys here, and add the following: outline your brief. Organization is key to clarity and persuasiveness. Organize your facts section logically - this may mean chronologically, but not necessarily. For example, you might organize your facts section according to witness testimony in the proceedings below. Another important thing about your facts section - resist the temptation to argue and avoid hyperbole. For example, don't state: "smith negligently slammed into the rear of my car." Instead, state: "smith struck the rear of my car." Later, in your argument section, you can state that smith was "negligent" and that, given the force of the impact, he "slammed" into your car. As for the argument section - outline each point in the following order: first, state the ISSUE (i.e., what legal issue did the court below get wrong); second, state the RULE (i.e., what laws - statutes and case law - govern the issue); third, state your ANALYSIS (i.e., apply the facts of your case to the rules); and fourth, state your CONCLUSION (i.e., the results of your analysis).See question
If a person worked in a healthcare setting for 5 years at the same desk job position and was recently terminated for alleged findings of a HIPAA violation, how can that person continue to use that institution as a reference on a resume (while appl...
The employer is not obligated to provide you with any kind of endorsement or proof of what a good worker you were. However, that doesn't necessarily mean they'll bad-mouth you if a prospective employer calls for a reference. Many employers have a policy of only verifying the dates of employment and refuse to comment on the quality of a former employee's work - whether the former employee left on good or bad terms. Since you still have plenty of good contacts there, however, you might try indluding their names and direct contact info when asked for references.See question
i was arrested last month on an unrelated charge, which has been dismissed. i had two warrants in orange county for failure to attend batterers treatment classes. i was released on my own recognizance with a promise to appear next week. i have alr...
Not sure how things work in CA: But you seem to have very good grounds to have the judge modify whatever order you are subject to.See question
I have had this job since I turned 18 and was under the impression that they did a background check on me before I was hired. Now I'm about to receive a promotion and am concerned that it might come up again because they will be doing another chec...
Although I can appreciate your anxiety, I don't understand why you think your employer might terminate you now if they already knew of your adjudication from the first background check. I'm not sure how things work in AZ, but if you were adjudicated as a juvenile offender, that should mean that your record is not discoverable. In any case, the key question here is whether you are an "at will" employee (more common) or a contract employee (less common). If you are at will, like most of us, then the simple fact is this: your employer can terminate you at any time for any legal reason. Reasons that are not legal include, for example, race-based discrimination. But firing someone because of a criminal history is probably legal. Hopefully your employer either forgot about your history from the previous check (if they did one). Alternatively, if your employer discovers your history for the first time before your promotion, hopefully they'll understand that it was a youthful indiscretion committed a long time ago and that you have already proven your value to them.See question
I worked for the State of Maryland through a temp agency. I was sexually harassed at this job by a man with a history of sexual harassment. After the 3rd complaint he was suspended without pay. However, he then started walking by my desk and fa...
As stated above, you should hire a lawyer and make claims against both the State and the temp agency. The agency could care less about your complaints, as their only concern is not making trouble for their lucrative client - the State. It's hard to say whether the State's attempt to modify your hours constitutes retaliation. But one thing seems clear - the State knew your co-worker was creating a hostile work environment for your (hence his suspension), and the State did nothing about it.See question
My criminal lawyer put a motion in to the appellate court to reverse my conviction of assault in the 2nd degree due to a 6 the amendment was not given. They granted the writ and vacated the conviction and reopened the appeal. Can a motion be put i...
Not sure what you mean by "reopened the appeal." But, I gather your conviction was vacated. Although the district attorney could re-try you, chances are they won't bother - especially if the conviction was from a long time ago. If that conviction was the basis for deportation, you should consult an immigration attorney to have the removal proceedings stopped.See question