You can sue the avvo 'find a lawyer' tab or call yoru state or county bar association and see if they have a lawyer referral service.
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Documents required: The documents to be served, along with one photocopy of the documents, a completed Plaintiff/Petitioner Information Form and the appropriate deposit to: Yavapai County Sheriff’s Office. Attn: Civil Unit. 255 E Gurley Street. Prescott, AZ 86301.
Filing a lawsuit in a Yavapai County, Arizona court is a bit more intricate than the basic outline laid out above. If you have suffered a legal wrong in and decide to sue the person who you believed wronged you, you should speak with a qualified Yavapai County, Arizona attorney. Find a Lawyer that specializes in your area of need
The court system in Yavapai County, Arizona is a government institution of Arizona to settle disputes involving residents of, or events that occurred in, Yavapai County. If you are engaged in a lawsuit, or any legal dispute, in Yavapai County, Arizona, it's quite likely that you will have some contact with the court system.
Litigation Lawyers in Yavapai County. In Yavapai County, Arizona "civil litigation" refers to the process through which a court determines legal disputes that are not criminal in nature. They can involve private and public entities. In Yavapai County, Arizona, the purpose of civil litigation is not punishment or retribution for the offender, or ...
| Arizona Statute of Limitations | |
|---|---|
| Type of Case | Time Limit to File Suit |
| Personal injury | 2 years |
| Product liability | 2 years; or within 12 years of when the product was initially sold in some cases |
| Claims against the city, county, or state | 1 year (claim must be filed within 180 days) |
If you live in , Arizona, and believe that you have suffered some type of legal wrong, you may wish to file a lawsuit against the person who allegedly wronged you.
Consultation with your attorney: Before you proceed with any legal action in Yavapai County, Arizona, you should seek the advice and counsel of a knowledgeable Yavapai County, Arizona attorney. He or she will be indispensable in helping you succeed in your lawsuit.
Filing a lawsuit in a Yavapai County, Arizona court is a bit more intricate than the basic outline laid out above.
The court system in Yavapai County, Arizona is a government institution of Arizona to settle disputes involving residents of, or events that occurred in, Yavapai County.
Jury Duty: Under the law of Yavapai County, Arizona, all adult citizens of the United States who live in Yavapai County are required to make themselves available for jury duty, if they are needed.
If you find yourself in a situation in which you're likely to deal with the courts in Yavapai County, Arizona, chances are good that some intricate legal issues are involved.
In Yavapai County, Arizona "civil litigation" refers to the process through which a court determines legal disputes that are not criminal in nature. They can involve private and public entities.
Many different cases that might lead to civil litigation in Yavapai County, Arizona. Remember, a legal wrong can be committed in almost any instance. Of course, there are some situations that give rise to civil litigation in Yavapai County, Arizona more often than others.
Yavapai County, Arizona civil litigation can be pretty intricate, and often emotionally charged. Civil litigation issues can also arise when you least expect them.
First - We need your help - our personnel have been distracted from their duties responding to rumors and information seen on social media. The ONLY information sent from our official accounts and through CodeREd - YCSO's Emergency Notification System is verified. We will be posting updates.
Ready, Set, Go flyer found here - https://www.ycsoaz.gov/forms. Please printout and share with family, neighbors and friends
The Yavapai County Sheriff's Office is hiring! We have many positions available, including Deputy Sheriff, Detention Officer, Cook, Dispatcher, and more. Please check out our Facebook page, or the brand new Recruitment website - http://www.ycsojobs.com/ .
Use this link to view all published offenders within a specified radius of your home, business, school or other desired address. You may also register to receive an email alert whenever a published offender registers within the selected area of your desired addresses. http://www.icrimewatch.net/index.php?AgencyID=54056
The Internet Safety Guide is provided by the Arizona Attorney General's Office -- Parents and Guardians - THIS IS A MUST READ!... Brochure
Sue them for what? There's nothing in your post that law enforcement did anything that would subject them to a lawsuit.
You can sue the avvo 'find a lawyer' tab or call yoru state or county bar association and see if they have a lawyer referral service.
You'll have to search for a lawyer, and you may get responses here from lawyers who handle such cases. However, after reading your post, the question is what is your claim (other than obvious claims against the person who committed the crime)? Conditions for bond are set by the Court, not law enforcement.
citizens, U.S. nationals, refugees, asylees, and recent lawful permanent residents) in its recruitment and hiring practices, in violation of 8 U.S.C. § 1324b (a) (1). The lawsuit alleges that Facebook routinely refused to recruit, consider, or hire U.S. workers for positions that it reserved for temporary visa holders in connection with the permanent labor certification process (“PERM”). The complaint alleges that beginning no later than January 1, 2018 and lasting until at least September 18, 2019, Facebook used recruiting methods designed to deter U.S. workers from applying to positions reserved for temporary visa holders, refused to consider U.S. workers who applied to the positions, and hired only temporary visa holders for the positions.
On May 30, 2012, the Department of Justice settled a lawsuit against Whiz International LLC (Whiz), an information technology staffing company, resolving allegations that the company discriminated against one of its employees when it terminated her in retaliation for expressing opposition to its alleged preference for foreign nationals with temporary work visas. Under the terms of the settlement, Whiz agreed to pay $21,870 in back pay/front pay to the terminated worker, $1,000 in civil penalties to the United States Treasury, and three years of monitoring and reporting requirements. Whiz will also undergo training by the Department of Justice and has agreed not to discriminate against any employee on the basis of national origin or citizenship status.
(Adaequare) to resolve an independent investigation into whether the company engaged in citizenship or immigration status discrimination in violation of 8 U.S.C. § 1324b (a) (1) (B). IER’s investigation concluded that the company, which recruits workers for other entities, engaged in discrimination in the hiring or recruitment/referral for a fee processes by considering only applicants who were U.S. citizens and lawful permanent residents when filling a job for a client. Under the settlement agreement, the company will pay a civil penalty to the United States, train its employees on anti-discrimination obligations, and be subject to departmental reporting requirements.
On March 31, 2021, the Division signed a settlement agreement with Spike Inc., a construction company headquartered in Spark s, MD. The Division’s investigation determined that from at least Feb. 1, 2019, to March 11, 2019, Spike discriminated against four U.S. workers by failing to consider them for temporary mover positions. Despite receiving applications from these available U.S. workers, Spike filled the positions with H-2B visa workers, claiming that it could not find qualified and available U.S. workers. Under the settlement agreement, Spike will pay a civil penalty of $ 12,000 to the United States, pay up to $70,000 in back pay to affected U.S. workers, and conduct enhanced U.S. worker recruitment and advertising for future positions. The settlement also requires Spike to train employees on the requirements of the INA’s anti-discrimination provision and be subject to departmental monitoring and reporting requirements.
On January 14, 2021, the Division signed a settlement agreement with National Systems America, LP (NSA) to resolve claims based on its independent investigation into whether the company engaged in discrimination based on citizenship status in the hiring and employment eligibility verification processes in violation of 8 U.S.C. § 1324b (a) (1) (B) and (a) (6). The company recruits employees using a foreign company as its agent, and directly hires them to perform IT work for NSA clients. IER’s investigation concluded that the company (1) engaged in a pattern or practice of recruiting and hiring only U.S. citizens or U.S. citizens and lawful permanent residents for certain positions without legal justification, in violation of 8 U.S.C. § 1324b (a) (1) (B); and (2) on numerous occasions, requested copies of Permanent Resident Cards to confirm the citizenship status and work authorization of candidates who identified themselves as lawful permanent residents during the applicant screening process, in violation of 8 U.S.C. § 1324b (a) (6). Under the settlement agreement, the company will pay a civil penalty of $34,200 to the United States and train its employees on the requirements of the INA’s anti-discrimination provision, and be subject to departmental reporting requirements.
On November 24, 2020, IER signed a settlement agreement with Security USA, LLC (Security) resolving claims by a Charging Party (“CP”) that the company made unnecessary and excessive document demands in violation of 8 U.S.C. § 1324b and engaged in retaliation when the Permanent Resident refused to present the requested document in violation of 8 U.S.C. § 1324b (a) (5). IER’s investigation concluded that from at least January 1, 2018 through June 27, 2019, Security had routinely: (1) requested specific documents during the onboarding process from the Lawful Permanent Residents, (2) requested more or different documentation from such Lawful Permanent Residents despite their having already provided sufficient documentation to prove their employment eligibility, and (3) requested new Permanent Resident Cards from Lawful Permanent Residents upon the expiration dates of their previous Permanent Resident Cards. The settlement agreement requires Security to agree to train relevant employees about the anti-discrimination requirements of 8 U.S.C. § 1324b and undergo departmental monitoring for 3 years.
On October 6, 2020, IER signed a settlement agreement with Security Management of South Carolina, LLC (SMSC), a private security company that provides security services throughout South Carolina and Georgia. IER’s investigation determined that SMSC discriminated against a worker by withdrawing a conditional offer of employment based on the worker’s citizenship status as a naturalized U.S. citizen. The settlement also resolves claims that SMSC discriminated against non-U.S. citizens by restricting security officer positions in Georgia to U.S. citizens without a legal basis. Under the settlement, SMSC will pay a $60,000 civil penalty to the United States, establish a $75,000 back pay fund for affected workers, train their staff on the requirements of 8 U.S.C. § 1324b, and be subject to departmental monitoring. SMSC will also pay the worker whose discrimination complaint prompted the investigation $7,907.81 in back pay.