Von Esch Law Group Welcomes Newest Attorney David V. Luu

The Von Esch Law Group is proud to announce our newest attorney, David V. Luu. His extensive knowledge and experience will be a great asset to our law firm and our clients.

David has been the recipient of the California Rising Star Award for two consecutive years on top of other honors and awards such as the Litigation Clients’ Choice Award, AVVO Litigation Clients’ Choice, AAA rating from the Business Consumers Alliance, and A Rated from Better Business Bureau. It’s clear that David is someone who goes above and beyond for his clients in order to ensure the highest quality of service. Along with his incredible work ethic, David is also well-equipped with the knowledge and experience of handling areas of business law and real estate law. Clients can rest assured knowing they are in the most capable hands as David believes in working with each client to ensure they fully understand the result that they want and giving them a legal strategy to get there.

Among the dozens of his five-star reviews, David’s clients have expressed how pleased they’ve been with his services. “David was a blessing…He gives me hope for humanity.” “He is the most careful and client-oriented attorney I’ve ever seen.” “I could not be happier with David and his great service and I am forever grateful.”

The Von Esch Law Group understands that dealing with legal cases can be tough, especially when handling personal matters or high-stake cases. Hiring the right attorney can make or break the results of a case. Clients of the firm can be assured that every case with the Von Esch Law Group is entrusted in the hands of attorneys with reliable litigation experience. With the addition of David, we can continue to ensure the utmost respect and care for our clients.

Please join us in welcoming David Luu to the Von Esch Law Group! We are excited to have him as a part of our team.

What is a Child Custody Agreement?

Families that have everything planned out for them and are living the good life with their kids together under one roof feel that they may never need to learn about custody agreements and visitation schedules. But the issue is that these divorce is real and can happen to your family.

One thing spouses always need to know when getting into any commitment, especially marriage, is that anything can happen. Two partners will either stay together and happily, or things might go south and end in divorce. In most cases, children are involved.

When children are involved, one partner is going to have primary custody of them, and the other parent will have scheduled visitation rights or even have the children visit from time to time depending on the relationship of the partners after the separation.

In situations that involve mental health and or domestic violence, however, this status doesn’t apply. In general, if the spouse who doesn’t have custody over the children is reasonable, of sound mind, and is actively involved in their children’s lives, then the separated parties can come together and have a child custody agreement.

Reaching an agreement with the other partner can help you gain some form of control over the whole process. The best first step here is to prepare a visitation schedule. This will definitely help the two of you to build a healthy co-parenting relationship and allow your children to still be part of both of your lives without much stress from either of the separated spouses.

Most people usually think that having a judge decide your case is always the best option. But it isn’t. in fact, litigation needs to be your backup plan only if agreements between you and your separated partner isn’t possible. Courts can end up damaging any chance of having a good co-parenting relationship as revelations and tempers can end up flying back and forth.

Child Custody Agreement

There are three terms in a custody agreement: legal custody, visitation schedule, and physical custody. The agreement of any situation here needs to be in writing and filed by the court so as to ensure that the court order is enforced. In most situations, signatures are needed to make the agreements notarized.

Legal Custody

This has to do with the parent who will be making all of the parenting decisions on matters relating to the children’s health, welfare, and education. A joint legal custody can also be agreed upon which allows both parents to have equal rights to make such decisions about their children.

Physical Custody

This type of custody deals more with which household the children are going to primarily live in. Joint physical custody can also be agreed upon in situations where both parents will be having equal times with the kids in their homes. But in cases where the children only live with one parent and only visit the other occasionally, it is referred to as sole physical custody.

Visitation

In some situations, a visitation plan may need to be generated and agreed upon by both parents. Visitations can be every day, holidays, vacations, special days, etc. It is also important to note that each of these categories is considered separate even though they relate to one another.

Do you have a question child custody agreements? Click here to contact Von Esch Law today!

Basics of Wrongful Termination in California

When employers take it upon themselves to fire their employees in violation of the statute or policy of the business or state, it constitutes wrongful termination. You will always find that in almost every work situation, the employee always thinks that their continued employment in any business or company is under the sole discretion of their bosses and that they don’t have any protection from being fired whenever their boss/employer deems it necessary.

But, there are instances where the employer can be committing employment violation by terminating an employee’s contract. It is vital that you, as the employee, know all of your rights as a worker in any business, especially the ones that touch on your employment and termination of a contract. There are steps that you can take to protect yourself against any wrongful termination in your place of work. Sometimes, it is your ignorance that is what will end up getting you fired. Like not knowing the limits and situations with which your employer has the power to fire you.

Every business is different. Each business has a different set of rules and regulations which they need to abide by. And the employer also has his/her own set of rules and regulations which he/she must follow. Firing an employee may be among some of the powers that an employer is allowed and granted, but only under certain circumstances, and not at his/her own leisure and feelings.

That being said, here is some basic information that you need to know which might help protect you from wrongful termination of your contract at your place of work.

At-will employment

This is a type of employment where an employer and employee relationship at work is of an indefinite duration. This means that either of the parties has the power to terminate the relationship even for reasons that are not illegal. Maybe even for no reason at all. In most cases, you can find that some of the work relationships between the employer and the employee that start as at-will is usually transformed into an employment situation by the employer. From here, the employer can only fire the employee for a just cause, and either through oral statements or written material.

There are, however, some exceptions that count when referring to the at-will employment rule. In situations where an employer fires an  employee in violation of the stature and public policies of the business and of the state, it is referred to as wrongful termination. But the California prohibits employers from discriminating any employees based on employment decisions, wrongful termination inclusive, on the basis of factors such as, but not limited to the following:

  • Race
  • Gender
  • Marital status
  • Pregnancy
  • Medical conditions
  • Disability
  • Ancestry
  • Age
  • National origin
  • Religious creed
  • Sexual orientation

So, if an employer were to fire any of his/her employees based on any of these factors, then that would be considered wrongful termination. Wrongful termination can also occur if an employer fires his/her employee for refusing to break the law.

Do you think you have been wrongfully terminated? Click here to contact Von Esch Law today!