For abbreviations of legal journal titles, see also the list of legal journals indexed by the Encyclopedia of Law (which may contain several articles related to pension repatriation decisions) (choose the letter with which the title of the legal journal begins). See Index of legal abbreviations used in Australia Translation: Your private diaries may contain evidence in the case, and opposing parties have the legal right to copy and review it when submitting a request for submission of documents. Today`s #LEGAL term is: #Discovery Have you heard this term on a TV show? t.co/oklfYHj5th . #lawyer#TheMoreYouKnowpic.twitter.com/9S5RpcHrca The definition of « discovery » in law is the exchange of legal information and facts known to a case. Think of discovery as obtaining and disclosing the evidence and position of each party to a case so that all parties involved can decide what their best options are – going to court or negotiating an early resolution. RESPONSE: When a complaint is submitted to a defendant in litigation, the « response » is the written response that relates to each allegation and admits or denies the errors. Parties to a case must participate in the investigation process, which means that they must hand over information and evidence about a claim so that all parties involved can know what awaits them in the trial. WRITTEN DISCOVERY Under the umbrella of « written discovery, » we find, « We are in discovery right now, I hope we get what we need with this statement. » RPBA – CPPR – CPSR – CVPP – RPCX – RPDA – DPRD – RPDE – LDPR – PDP Translation: The investigative process is ongoing and we try to get all the evidence we need when we sit in person and question the defendant under oath. For these reasons, it is very rare during a trial for a lawyer to present surprising evidence, as many television characters seem to do with regularity. There is no answer to this question like « MISCELLANEOUS, SPORTS, GOVERNMENT » all categories for anything that does not fit into another category. It can represent anything from « leftover » items to hard-to-classify items.

Testing can be time-consuming, wasteful of energy and money. Discovery encourages the parties to choose a settlement and end the dispute before trial or before the end of the process. Like showing your cards to your opponent in a poker game, discovery reveals the strengths and weaknesses of each game`s hands. Now that they know the evidence, either party can continue the process or fold their hands depending on what has been revealed. DISCOVERABLE: This is potential evidence – notes, diaries, photos, videos, etc. – these « findable » elements must be made available to the opposing parties in the dispute. « They have to pass this log during the discovery if they emit RPD. » A testimony is an opportunity for a lawyer to ask for whatever is necessary to gather, clarify and « discover » evidence and facts. Knowing the facts, the parties can then decide what to do with the claim.

Lethal force, including the use of firearms, may be excusable if you have reason to believe that you are in imminent danger of being seriously injured or killed. In addition, the use of lethal force may be legally justified if you are threatened with significant bodily harm or death. One of the best self-defense weapons is pepper spray. This can be easily carried in your pocket or purse and can be used quickly when needed, even when hands are full to carry food or other items. These elements can be used for a variety of purposes, as long as they do not harm anyone except your attacker(s). Take a closer look at some of these self-defense weapons. Note that you have the legal right to use lethal force in self-defense if: PC (Criminal Code) 22610 states that it is legal in California to purchase, possess and carry a stun gun, taser and other similar items. Now that you know which self-defense weapons are legal in California, it`s important to understand how you can use them to protect yourself and your loved ones. Remember that using a weapon for self-defense is always the last resort – try to avoid conflict as much as possible. Note that a police officer who needs to enter your home as part of their job will legally enter your home.

This situation is not the same as an intruder who invades your home to steal your belongings or harm you and your family. Therefore, shooting the officer would not be considered self-defence. You`ll also need to undergo training before you can buy a Taser. In addition, it is illegal to carry a Taser without a license on you. Imperfect self-defence is a legal concept that applies when a person believes (1) that they are in imminent danger of bodily harm or death, or (2) that their use of force is necessary to protect themselves, but (3) that at least one of these beliefs is unreasonable. In other words, the defendant acted according to his honest feelings, but a reasonable person in a similar situation would not have perceived the danger or reacted in the same way. This situation is a bit tricky. It depends on the circumstances. A person who starts a fight can still invoke self-defense if: The defense must provide evidence to support its claim of self-defense. Fortunately, the burden of proof falls on the prosecution once evidence has been presented to support this claim. The prosecutor must then refute the right to self-defence beyond any doubt.

There are several crimes for which self-defense in California can be considered a legitimate legal defense. Some of the most serious crimes include murder, manslaughter, assault with a lethal weapon and aggravated assault. Others include domestic violence, domestic violence and common assault. We could stumble upon dangerous areas, come into contact with people who are trying to take advantage of travelers, or simply suffer regular crimes that can happen in any area. It is important that we travel safely, which means that we prepare with legal self-defense weapons. We`ll just start with the self-defense weapons you probably have in your home. When it comes to self-defense, we often think of knives, pepper spray, or even an old-fashioned punch. An alarm, on the other hand, can work just as well if you see a threat or are in imminent danger.

Keep in mind that there are restrictions on where you can carry a Taser, so be sure to check the laws in your area. Also, it`s important to know which self-defense weapons are legal in California so you can protect yourself if necessary. They should only be used in self-defense situations (in California, showing pepper spray as a threat is also considered a use). If someone abuses pepper spray, they may face legal action, a fine (up to $1,000) or even jail time, depending on the extent of harm they cause to others (16 months to three years). For the uninitiated, stun guns are non-lethal, unarmed weapons that deliver an electric shock to immobilize an attacker. Some states, including California, require you to have a license for this if it`s too powerful. Most stun guns don`t require a permit because they`re not that powerful. The use of stun guns is legal in most states. (Check the stun gun restrictions page to check the status of your target.) Make sure to put the device in your checked baggage and not in your carry-on baggage. However, you need to consider the size of the flashlight.

The use of a large flashlight, such as a baton, is treated differently by the legal system. Some self-defense weapons that are illegal under California law include: It is perfectly legal for anyone to carry a flashlight on them; Law enforcement agencies do not even consider a firearm. In addition to the other self-defense weapons mentioned above, the legality of each weapon is determined by the materials it is made of and its ability to be effective against another person. Ballistic knives, lipstick knives, air knives and the like are not legal in California. There are also a number of handy items that can serve as defensive weapons when approaching a potential threat. An aluminum water bottle works well when it is readily available. Thick chargers are also useful sticks when rolled up. If you use a firearm as a means of self-defense in the State of California, you cannot be convicted if your conduct is deemed « appropriate in the circumstances. » Under California self-defense laws, it is legal for you to assert yourself and act in self-defense if you: Self-defense is a legal strategy that claims that a defendant acted in a manner consistent with his or her protection, that of another person, or that of his or her property against an attempt to injure another. California jury instructions allow defendants to use self-defense to justify their actions when charged in a criminal case with certain violent offenses. If the evidence proves self-defence, a jury could acquit an accused on the basis that his or her actions were justified in the circumstances.

In general, most adults 21 years of age and older can purchase, possess and possess legal firearms (such as handguns and shotguns). In the end, you yourself are the best weapon of self-defense. The tools are extremely useful, but are not always readily available. The rules for carrying weapons in air traffic are stricter than ever. Fortunately, you are still allowed to bring different types of weapons, but only in checked baggage. Always check with your airline what their rules are. The castle doctrine is a set of laws that apply to the situation where people use self-defense in their own home (as opposed to outside or in a place of business). In any place where carrying a weapon is not permitted or legal, a flashlight may be carried without incident and used for self-defense if necessary.

This retrospective study analyzed blue code reports issued by our hospital between January 1 and June 1, 2012. A total of 89 « Code Blue » activations were recorded in 5 months. A « code blue » has been defined as any patient with unexpected cardiac or respiratory arrest that requires resuscitation and activation of a hospital alarm. According to this definition, each doctor classified their collected activation forms as true or false code. The patient data was then transferred to a database (Microsoft Excel 2007 software), which was combined for analysis. Data were analyzed using frequencies and the chi-square test for SPSSv16.0. A hospital`s response to a Code Blue call depends on the patient`s condition. Doctors usually take responsibility for a code blue situation. If a doctor or nurse made the call because the patient`s heart stopped or found no signs of breathing, they begin to perform CPR. Cardiac arrest in hospital areas is common and delayed treatment is associated with a lower survival rate. [2] In Turkey, hospitals have rapid response teams, or « code blue teams, » to reduce preventable deaths in hospital. Although all hospitals have offered training as part of the Code Blue team program, true « Code Blue » activations are rare. Due to the lack of Emergency Medical Teams (EMTs) in this country, it is believed that false Code Blue activations are given by medical staff in practice.

This study aimed to investigate the reasons for incorrect code blue activations and to ask if a team other than MET is needed to reduce the code blue team`s effort in hospitals. If a patient`s heartbeat is irregular, staff may decide to use an automated external defibrillator (AED) to restore a stable heartbeat. If that doesn`t help, doctors may administer medications such as adrenaline to start the patient`s heart or naloxone to make them breathe. Hospitals often have rules about which medications to use in a medical emergency. Fear of the bomb. If someone lights a bomb threat or personally issues one, employees can request a yellow code or other color-coded indicator. This puts everyone in the hospital on alert to look for suspicious objects that may have surfaced in the last few hours. In summary, the results of this study show that further studies are needed to determine the overall effectiveness and optimal implementation of Code Blue teams in Turkey. The need for an emergency response team can be interpreted and the team can be deployed to local hospitals. This study analyzed the « Code Blue » forms used in our hospital between January 1 and June 1, 2012. The hospital moved to a new facility in early 2011 and currently employs about 72,000 patients per month. The hospital has a rapid response team consisting of 2 experienced nurses and an emergency physician or intensive care physician to answer all calls in all areas of the hospital except the intensive care units and the emergency room.

A « code blue » is defined as any patient with unexpected cardiac or respiratory arrest that requires resuscitation and activation of a hospital-wide warning. Cardiac arrest has been defined as the cessation of cardiac mechanical activity confirmed by circulatory loss determined by the absence of a palpable central pulse, impermeability and respiratory arrest defined as apnea. Education about the Blue Code team`s program was provided through presentations to all hospital staff, including all doctors, nurses and other support staff. All nurses were strongly in favour of mandatory Code Blue training and believed it would improve both patient outcomes and their comfort in coping with Code Blue situations. The first stage of the « Blue Code Activation » course programme was completed at the end of 2011 (but repeated regularly in 2012). All educational programs have stated that code blue is only used for cases of (cardiac) arrest. In other situations, the person who was on site takes care of the patient. It was expected that all trained staff would only call in the event of cardiac arrest. The instructions state that if an arrest is detected, the resuscitation protocol begins immediately, as outlined in the 2010 Guidelines of the American Heart Association (AHA), until the Code Blue team arrives at the site. If a patient has a Do Not Resuscitate Order (NDR) on file, hospital staff must comply with legal limits. This usually excludes the release of a blue code.

Patients with DNR usually do not receive cardiopulmonary resuscitation (CPR) or any form of advanced cardiac resuscitation (ACLS). A doctor or nurse usually calls Code Blue and alerts the hospital staff team tasked with responding to that specific life-and-death emergency. Members of a code blue team may have experience with advanced cardiac life maintenance or in patient resuscitation. The team may also include specialists such as an anesthesiologist or an internal medicine doctor. In our hospital, every health care worker (doctor, nurse or support staff such as patient carriers, paramedics) places an order for the code blue by phone or directly to the security staff for announcement. After the announcement of the security personnel, the local Code Blue team responsible for this region goes to the scene. The maximum arrival time was 2 minutes and 5 seconds in the simulations. Our study has several limitations, as it is a single-center, retrospective, non-randomized observational study. The results of the study are unique to our hospital and healthcare system. This study did not report the results instead of the hospital diagnosis and mortality rates of patients assessed by BCT. The number of patients who were not called to the alarm system could not be reported. We were unable to assess the impact of Code Blue on issues such as hospital staff satisfaction, prevention of hospital complications and cost-effectiveness of the process.

The « code blue » is generally used to indicate a patient who needs resuscitation or who needs immediate medical attention, most often following a respiratory or cardiac arrest. Each hospital establishes a policy as part of an emergency plan to determine which units are providing staff for code coverage. Theoretically, any doctor can respond to a code, but in practice, the composition of the team is limited to those who have had advanced training in cardiac resuscitation or other equivalent training in resuscitation. Physicians from anesthesia, emergency medicine and internal medicine are often invited to join the team. A rapid response team leader or physician is responsible for leading resuscitation efforts and is expected to « execute the code. » [1] Fire or smoke. A hospital can identify situations where there is smoke, the smell of smoke or a fire observation as a code red. The code can also be used to indicate the sound of a fire or smoke detector. Between January 1 and June 1, 2012, the hospital`s Code Blue reports were subsequently searched and data was collected from the registered forms.

We noted only the results of the files that had been completed in their entirety. Forms of those that were incomplete or code blue alerts that had been cancelled were excluded from the study. In the data, there was demographic data about patients. The results of this study show that more research is needed to determine the overall effectiveness and optimal implementation of Code Blue teams. Cardiac arrests in hospital are common and delayed treatment is associated with a lower survival rate and poor neurological outcomes. However, early detection of « vulnerable » situations is important for patient safety. [6,7] But code blue alerts in response to abuse cases can demoralize the team, and the team was unable to respond to the alarm. Therefore, it is possible to set up an intermediate step called a « confirmation step » between an initial code blue call and the activation of a hospital-wide alert. For example, once a first Blue Code call is received, a qualified professional can quickly go to the site to confirm that the call is qualified for Blue Code activation before the emergency response team is activated and reaches the patient. A disadvantage of this intermediate step is to scarify some time for the emergency team response, but if this is convenient, it can help rule out most incorrect code blue activations. This emergency study in code blue shows that there are no significant activations in our hospital.

We found that although the optimal triggers for activating the Blue Code team have been strictly defined, they do not work in our hospital. The most common reasons for activations are concern about the clinical situation and pressure from patients` loved ones due to worsening of their condition and need for help. Another reason for the incorrect activation of the code blue may be the overcrowding of our hospital (72,000 patients per month). In addition, hospital staff do not have enough time for a detailed examination for each patient. When the Code Blue team arrives on the scene, clinic staff can take care of another patient. In addition, isolation of the wards of patients` relatives is not possible in our hospital or elsewhere in Turkey.

1/2 hour for employees who must work 6 consecutive hours or more. The lunch break should not be scheduled during or before the first hour of the scheduled work activity. Number of paid breaks an employee is entitled to in Nevada Later, you can approve timesheets and holidays, schedule shifts, run time card reports, and export everything for payroll (PDF, Excel, Link, or Send to QuickBooks). Another option that employees who are denied a lunch break have is to sue the employer for unpaid wages: if the employer lets the employee work during their unpaid half-hour lunch, the employee is entitled to wages for that half hour. The employee may even have the right to take legal action for overtime pay if they end up working more than 40 hours per week or 8 hours per day.7 Employees who are forced to work during their lunch break have three legal options: Filing a complaint is always a complicated procedure, That is why many try to resolve the problem privately or by filing a complaint with the labour commissioner. But prosecutions can be very effective and potentially very lucrative. An experienced employment lawyer can help the employee decide which legal path is best to take. Those discussed above were the largest and most common categories of relevant labor laws in the state of Nevada. Non-exempt employees who exceed this number are entitled to 1.5 times their regular rate. The ultimate guide to Nevada labor law: minimum wage, overtime, break, vacation, hiring, firing, and various labor laws. Example: Jeffrey employs one full-time and one part-time employee at his company. The full-time employee arrives at 8 a.m. and leaves at 5 p.m.

Part-time employee arrives at 8 a.m., but leaves until noon Since Jeffrey employs at least two employees in his store, Nevada`s meal break laws apply to him. The full-time employee is entitled to half an hour off for lunch under Nevada law because they work at least eight hours straight. However, since the part-time employee does not work more than four hours, he or she is not entitled to a 30-minute lunch break. Please note that this guide was written in the second quarter of 2022, so changes to labor laws that were incorporated later may not be included in this Nevada labor law guide. Similarly, federal law does not require employers to provide meal breaks to employees. Food breaks have become the norm in most industries, and most employees expect such meal breaks. The Human Resources 101 series is designed to provide useful tips and tricks for small businesses and self-directed employers. Today we will report on breaks and overtime.

Example: Mary is a part-time receptionist who works from 9 a.m. to 1 p.m. on weekdays and from 10 a.m. to 1 p.m. on Saturdays. Since she works four hours continuously during the week, she is entitled to a 10-minute break. But since she only works three hours on Saturdays, her employer doesn`t have to give her breaks that day. This type of break may or may not be paid, as outlined in company rules and policies. The Department of Payroll and Hours tries to ensure that the information on this page is accurate, but individuals should contact the relevant state employment office for official information. It is always recommended that employees contact an experienced employment lawyer to help them file a claim and speak on their behalf during the process. Legal representation helps to level the playing field.

Note that after non-payment of salary, there is a delay of two (2) years to make a wage claim. In Nevada, child labor laws enforce specific rules for different age groups. The 2 categories limit the maximum working hours and night work of minors. Nevada employers are required by law to offer all their employees 2 types of breaks: meal breaks and breaks. The employer cannot retaliate against employees if they take breaks to express their breast milk or if they take steps to compel the employer to enforce the maternity leave rules for breastfeeding. (a) Good faith meal times. Good faith meal times are not working time. Authentic meal times do not include coffee breaks or time for snacks. These are periods of rest.

The employee must be completely relieved of his duties in order to have regular meals. Usually, 30 minutes or more is enough for a real meal.