The post 3 Common Insurance Company Arguments in Personal Injury Cases appeared first on Hennick Law.

It’s important to note that in Ontario, there is a strict liability law when it comes to dog attacks. This means that the owner is automatically held responsible for any harm caused by their dog, regardless of whether they were negligent or not. This applies even if the dog has never shown aggression before and the owner had no reason to believe that the dog was dangerous.

As such, if you are injured in a dog attack, there are various options for recourse.

Homeowner’s Insurance

In most cases, the dog owner’s homeowner’s insurance policy will cover the costs associated with a dog attack. This type of insurance typically includes liability coverage, which can provide compensation for medical bills, lost wages, and other damages resulting from the attack. Homeowner’s insurance is mandatory in Ontario, so most dog owners have this type of coverage.

This would apply even if the dog attack occurred off the homeowner’s property.

Renter’s Insurance

If the dog owner is a tenant with Renters Insurance, this may apply in providing some coverage for personal liability, including damages. These policies may also cover damages for dog attacks off the property provided the tenant owned the dog.

Legal Action

If you are unable to recover sufficient compensation through homeowner’s insurance or other means, you may need to pursue legal action against the dog owner or other responsible parties.  This could involve filing a personal injury lawsuit to recover damages.

It’s essential to seek legal advice from a qualified personal injury lawyer if you are considering taking legal action. They can help you understand your legal rights and options for pursuing compensation and guide you through the legal process to ensure the best possible outcome for your case.

Conclusion

In Ontario, the law provides for strict liability when it comes to dog bites, meaning that dog owners are responsible for any harm caused by their dogs. Homeowner’s insurance is the most common source of funding for legal compensation following a dog attack, but other sources may be available, such as renter’s insurance.

If you or a loved one has been the victim of a dog attack in Ontario, don’t hesitate to reach out for a free consultation at Hennicklaw.com

The post Compensation After a Dog Attack: Finding the Money appeared first on Hennick Law.

Despite the health and environmental benefits of riding E-Bikes, there are some legal risks that come with these E-Bikes both for E-bike riders themselves and other users of the road who are injured by E-Bikes.

NO INSURANCE REQUIRED:

E-bikes are not considered motor vehicles under the Highway Traffic Act, which means that motor vehicle insurance is not required.

Because motor vehicle insurance is not required for E-Bikes, those injured by E-Bikes may be without recourse to insurance funded treatment.

For example, a pedestrian struck by an E-Bike would not be able to access insurance coverage for treatment they may require or for the income replacement they may require. Had the incident involved a vehicle for which insurance was mandated (i.e. a motorcycle or car), the injured pedestrian (or E-Bike Rider) would be able to claim accident benefits (no-fault insurance) through the appropriate insurer.

Similarly, should an injured pedestrian need to sue the E-Bike operator for negligence as a result of damages suffered, the E-Bike operator would likely be uninsured and without insurance coverage behind them to access for the purposes of the lawsuit. It could mean the injured party would be dealing with an impecunious party.  On the contrary, had the incident involved a vehicle for which insurance was mandated, insurance would be available to respond to the lawsuit. This would ensure that the injured claimant have a “pocket of money to access” without concerns about the defending party being impecunious.

E-BIKES CAN BE HAZARDOUS AND LEGALLY COMPLICATED:

Although not considered a “motor vehicle”, make no mistake that E-Bikes can cause serious injury to unsuspecting pedestrians, cyclists or other users of the road—even to riders of the E-Bikes themselves. They tend to be quiet and harder to hear coming. Yet, they can travel up to 32 km/h and with a typical E-Bike weighing at well over 200 pounds, this can be a recipe for disaster.

E-Bike riders themselves who lose control or other users of the road can become seriously injured in E-Bike accidents. Unfortunately, injuries caused through the use of E-Bikes pose legal challenges both for those injured by E-Bikes and those on E-Bikes who cause injury to others.

FOR THOSE INJURED THROUGH USE OF AN E-BIKE:

Where the accident only involves an E-Bike (without involvement of  another car, truck or motorcycle), injured parties will have limited recourse through insurance.

The involvement of another motor vehicle in the same accident (that requires mandatory insurance to be in place) may simplify the legal complexities in accessing insurance coverage for your injuries/losses. This would extend to accident benefits coverage (to obtain no-fault benefits) and to third party coverage (to claim against the at fault party).

Some E-Bikes may have optional insurance coverage in place which can be accessed. This means that if you were to be injured by an E-Bike, the operator of the E-Bike in some situations may have an insurance policy (although optional) that can provide some coverage in the event you were to claim against them.

If you are seriously injured through the use of an E-Bike, it is important that you speak with a personal injury lawyer to discuss your legal options.

FOR E-BIKE RIDERS WHO CAUSE HARM TO OTHERS:

As an E-Bike rider who has caused injury to another user of the road (i.e. pedestrian, cyclist or another driver), beware of personal liability exposure that you may face!

This is not something that owners and operators of insured vehicles need to worry about because they have insurance that would respond to any such claim.

The prudent thing to do would be to obtain insurance to cover yourself in the event of such a lawsuit.

CONCLUSION:

 The cost savings of an E-Bike and convenience of them must be weighed against the risks of being injured through their use.

The risks associated with negligence operation of an E-Bike causing harm must also be taken into account, especially where no optional insurance is taken out.

The post THE JOYS AND PERILS OF E-BIKES appeared first on Hennick Law.

Employment relationships will have their ups and downs.  As an employee, when things at work start to sour, it’s important to be mindful of your specific situation. Sometimes issues come up that are isolated one-time events. However, sometimes, issues may be more persistent and long term and start taking a toll on your mental and physical well-being. These can include incidents of workplace harassment, bullying, mistreatment, or reprimands that may seem unjustified. Significant changes to your duties, hours, pay or bonus structure may come up as well. These are only a few examples of countless situations an employee may face.

One of the biggest enemies faced by employees in a difficult employment situation may not actually be their work environment itself.  It turns out, in many cases the biggest culprit is employee silence.

As I often advise my clients, the law comes down to proof—not necessarily truth.

Different parties to a legal dispute may have their own “version” of the truth.  This is why it’s very important to anticipate where a difficult situation may end up months or years down the road.

One thing that will remain certain is that in the heat of an employment dispute, parties will conveniently deny or “fail to remember” certain conversations, or the sequence of key events in the lead up to the problem.

Conversations and meetings to discuss various issues can be a great way to sort out problems but proving those conversations later on is never easy.

When the going gets tough, the tough get going. The following are some tips to assist employees who are experiencing workplace difficulties to better prepare for future legal disputes that may arise.

1. Diarize Events: Keeping track of the dates, times and specific conversations that were had, is a great way to stay on top of key details which will be invaluable later on. Over the course of months or even years, having a notepad to go back to can be very helpful in providing key context that will assist you and your lawyer. Patterns may emerge that may become apparent over a longer period of time. Having these tracked is invaluable.

2. Confirm Concerns in Writing: Verbal conversations may seem like the natural solution to working out a problem. However, following up those conversations in writing is important to ensure that there is a record of what has transpired. Since key topics that might come up in conversations can be forgotten or denied later on, it’s very difficult for denials or memory lapses to be as persuasive when it’s confirmed in writing a short time after.  You will want to be as clear and specific as possible regarding your concerns. This can be invaluable later on. Your failure to express concerns in writing (even if discussed verbally) may still be interpreted by a court as if you had no concerns if it cannot be proven.

3. Don’t Silent Your Concerns for too long: Depending on the situation, the longer you wait before expressing your concerns, the more difficult it may be to correct the problem. For example, a significant change to an essential term of your employment that you waited too long to address may be seen as you having “accepted” the change.

4. Obtain Witness Support: If you are able to obtain previous or current employees or other staff involved to provide a letter to support your concern, that could assist with your burden of proof. For example, if a supervisor was allegedly mistreating you and another employee would be willing to provide a written statement to back up your claim, that could assist in making your case.

5. Print out E-mails: E-mails that you have sent or received can be helpful evidence to support your case. If you are able to forward key emails to yourself or print them out at work for your future reference, that could be very helpful, especially because you will lose access to your company e-mail at the end of your employment in case the dispute continues on past that point.

6. Respond to Written Reprimands: If you are provided with written warnings, or disciplinary letters that you don’t agree with, it will be very important to provide a written response as to why you do not agree with the characterization of the letter. Employers will often try and build a case up against employees to establish “just cause” for termination. Accusatory letters, sometimes unjustified may come along with that strategy. Having a thoughtful and clear response can help refute the employer’s attempt to build their case against you. In fact, it may actually help you build a case against them if need be.

Employment like anything else in life has its challenges. However, being equipped to deal with the challenges  properly when they arise is crucial.

At Hennick Law, we assist employees with navigating legal disputes.

The post 6 TIPS FOR EMPLOYEES ON HANDLING DIFFICULT WORKPLACE SITUATIONS appeared first on Hennick Law.

Losing a job is more than just about money. It’s also about self-worth and in many cases the loss of benefit continuance such as health insurance, life insurance and disability insurance.

On the one hand, terminated employees have understandable concerns about starting legal action against their former employers for fear of “burning bridges” in a “small world”. On the other hand, dismissed employees have to ensure that they get the fairest compensation package possible for the sake of them and their families.

While these concerns are very real, with many employment cases we handle, negotiating a termination package can be done in a way that would alleviate these concerns to prevent “burned bridges” and “hard feelings” from holding a terminated employee’s  future hostage.

Firstly, hiring a lawyer to handle the negotiation is always advisable. As the saying goes, when you represent yourself, you have a fool for a client. Hiring a lawyer enables the lawyer to deal directly with the company or its lawyer(s). This can reduce the emotional toll knowing you have someone in your corner who understands the process and who can advocate for you.

Secondly, as part of any deal, requesting a positive reference letter  and funding for outplacement employment services are some helpful ways to ensure that even after the legal process has concluded, a positive reference letter and access to career development services can be used to assist with career transition.

In addition, all full and final settlements often have confidentiality clauses inserted in them which would prevent either party from discussing or disclosing the details of the case with others (including future or prospective employers). This is a good way to ensure that once a matter is closed, employees can move on without having this “legal cloud” hanging over their head. For example, former employees would not need to worry about prior employers divulging the details of their legal battle to a future or prospective employer as doing so would be an invitation for legal action.

Remember, as a terminated employee, standing up for your legal rights and being on good terms with your former employer don’t always have to be at odds. However, sometimes, bridges will be burned.  When that happens, just ask yourself  whether the bridge was already burned anyway after you were terminated.

Regardless, if done properly, even a hotly contested employment dispute can be wrapped up in a way that ensures you get the compensation you deserve and land the future job you want without going down with the smouldering bridge.

The post THE FEAR OF“BURNING BRIDGES” WITH FORMER EMPLOYERS IS A BAD REASON TO GIVE UP WHAT YOU’RE OWED ON TERMINATION: appeared first on Hennick Law.

Terminated employees often feel the immediate pressure and anxiety of having to continue to support their family into an uncertain future. The responsibility of paying for mounting bills and expenses doesn’t stop just because you lost your job. Often times, the health and medical benefit plans dismissed employees had with their employers are discontinued soon after their termination leaving them and their families to fend for themselves financially.

These medical benefits may be relied upon quite heavily by family members including sick or disabled children or spouses who depend on this coverage for drugs, treatment and other non-OHIP covered therapies.

If you have been recently terminated, so many questions may be running through your mind. For example, what if you’re too old and out of practice to compete with younger more energetic people in a competitive job market? What if the economy is too slow for you to obtain that high-level role you just held for years? As an example, being terminated in the midst of the COVID-19 Global Pandemic can mean that you may be off work for a very long time.

To add insult to injury, employers will often do everything in their power to pay you a time limited severance offer that in actuality may be much less than what you would be entitled to at law. You of course may see this as an opportunity to take much needed money. However, accepting this offer quickly and signing off on the severance package without seeking legal advice can be one of your greatest mistakes.

Even worse, sometimes employers will offer nothing alleging that they had “just cause” to fire you. Don’t let them persuade you that you have no rights. Alleging “just cause” is a very difficult thing to prove in most cases.

The importance of obtaining legal advice cannot be understated. Once you sign off on any severance, you will surrender your legal rights to pursue a claim against your employer in the future once you realize that you may have been entitled to a lot more money.

For a reasonable charge, an employment lawyer can thoroughly review your employment agreement, as well as your severance offer and provide advice as to whether the severance package or termination is fair or not. In some cases, people are offered a small fraction of what they are actually entitled to and this legal review can be well worth it for that alone.

Working with an employment lawyer to review your severance package, negotiate a fair deal or pursue a legal claim on your behalf can be very helpful in getting the money you are owed.

The majority of terminated employees will sign off on a severance offer without seeking legal advice. They assume their former employers are being honest with them and telling them that what is offered is fair and legal. In most cases, it’s just not.

If you have any questions about your employment termination or severance package, contact us and we will be pleased to discuss your situation further

The post I WAS JUST FIRED FROM MY JOB…NOW WHAT? appeared first on Hennick Law.

Business Interruption Insurance Coverage post-COVID is no different. The problem is, so many business owners continue to assume they have no access to “buried treasure”. They assume that after being shut down for weeks or months due to COVID they simply have to eat their loses and rely on government emergency relief and prayers. Most people don’t even consider claiming Business Interruption Insurance for COVID forced closures because they simply don’t think there is coverage or know they may have it.

Maybe because they think the loss is not a “structural loss” or “tangible loss” such as a fire or a flood.

Let’s not make any assumptions without a proper legal review of the terms of your policies. Every insurance policy is different.

It’s important to understand what is in your business insurance policy. Don’t assume the treasure isn’t there.

Are there any exclusions for viruses, infectious diseases or something similar? If not, there could very well be insurance coverage available to compensate for the losses. Even if your insurer rejects the claim (which they most likely will), that is the time you should seek legal advice on what your options may be to “excavate what is yours”.

I finally got my much-needed COVID haircut. As I chatted with the salon staff, I was amazed and saddened to hear how much time, money and business opportunities have been lost because of this pandemic. Not just for the salon but for everyone.

Restaurants, Daycares, Dentists, Overnight Camps, you name it, this global viral pandemic has hit the businesses hard in the pocket book.

As you can imagine, most insurance companies will fight tooth and nail to find whatever reason to deny paying out on these claims, EVEN IF VIRUSES ARE NOT EXCLUDED in the policy.

As a hard-working business owner, you invest your blood, sweat, tears and money into your business for the peace of mind of having insurance to cover these business losses when they arise.

I would argue that this is the time insurance companies ought to step up the most, but inevitably, they do the opposite.

This is the very reason why Hennick Law has taken action to assist business owners in need of recovering the buried money in their own backyards.

If you have been denied business interruption insurance coverage by your insurer, let us guide you on a path that makes sense for your situation.

The post HOW TO ACCESS BURIED MONEY IN YOUR BACKYARD: IT STARTS WITH YOUR BUSINESS INTERRUPTION INSURANCE POLICY appeared first on Hennick Law.

WHY IS A COVID-19 HEALTH & SAFETY POLICY CRUCIAL FOR YOU BUSINESS?
In this unprecedented COVID-19 landscape, with worldwide infections surpassing over ONE MILLION and growing, does your business have the proper COVID-19 measures in place to defend against a third-party lawsuit or workplace health and safety prosecution?

Here are some key advantages to having a well-drafted and implemented COVID-19 Due Diligence Workplace Policy:

MINIMIZE INSURANCE PREMIUMS AND LIABILITY:
In the event your liability insurer is forced to pay out on a third-party lawsuit due to your company’s negligence with regard to a COVID-19 related illness or death connected to your premises, your insurance premiums will likely increase. Worse, if your liability insurer will not cover such a claim, your business will be fully exposed to defending such litigation and paying out potential lawsuits while incurring significant legal expenses.

Likewise, your employees who suffer workplace-related illnesses due to COVID-19 may have a claim through the Workplace Safety & Insurance Board (WSIB), which your business pays into. This can increase your WSIB premiums drastically.

Having a comprehensive and well implemented COVID-19 Health and Safety Policy in place will mitigate such risks and save you significant costs by being proactive.

AVOID HEFTY FINES:
Did you know that Corporations can be liable up to $1,500,000.00 for Occupational Health and Safety breaches? This can occur if your employees are harmed due to your company’s failure to ensure that the workplace was reasonably safe.

Accidents and injuries happen. In the event your business is facing scrutiny by the regulator, having a comprehensive and well implemented COVID-19 Health & Safety Policy is critical for a good defence which can save your company significant exposure.

RECEIVE A CUSTOM LEGAL CONSULT:
Whether your company is in retail, real estate, or any other industry, we understand that your business functions will require custom tailored solutions to suit your needs. We understand that there is no such thing as a “one size fits all approach”. That is why we will take the time to understand your needs and recommend COVID-19 policies, procedures and legal advice to ensure that you can focus on your craft while being equipped to successfully navigate the liabilities and challenges that COVID-19 presents.

Feel free to contact lhennick@hennicklaw.com to customize a Covid Policy that’s right for your business.

The post IS YOUR WORKPLACE COVID READY? appeared first on Hennick Law.

CATEGORIES OF FAMILY LAW DAMAGES

Section 61 of the Family Law Act provides for compensation to spouses, children, grandchildren, parents, grandparents, brothers and sisters of family members resulting from injuries or death to a family member caused by the fault or neglect of another.

These damages are known as a “Family Law Claim” which is often seen in situations where family members of injured or deceased victims (through the negligence of another) pursue claims for damages along with the claims brought by their injured or deceased family member (or their Estate).

(SIDE NOTE: It is interesting to note that nephews, cousins, aunts and uncles are not included on this list and it only seems to address blood relatives. This is quite short sighted as there may be a host of other family (and non-family) relationships worthy of compensation. However, this is a discussion for another day.)

Some of the compensation recoverable under section 61 includes funeral expenses, travel expenses in visiting the injured or deceased family members during their treatment or recovery, and reasonable allowances for income loss for housekeeping, nursing or other services provided by family members (or the value of those services).

However, one of the most notable damages provided for is the “loss of guidance, care and companionship”.

Of course, there is no way to ever truly “quantify” the value of a family member’s loss. However, the courts in Ontario have provided some clarity on quantifying such claims.

Every case will need to be decided on a case by case basis as there is not a one size fits all approach. The courts will look at the nature and circumstances of the family relationships that have been lost or altered as a result of negligence and try to put a value on the lost care guidance and/or companionship.

The courts must assess this in an “objective and unemotional way”, which was the approach endorsed by the Court of Appeal for Ontario in the 2001 decision of To v. Toronto Board of Education.

What exactly the loss of guidance care and companionship means has been discussed by the courts (and also summed up at paragraph 36 of the To v. Toronto Board of Education.

Decision).

It has been held that companionship (in the context of a child who was killed) consists of the deprivation of the society, comfort and protection which might reasonably be expected had the child lived.  It has also been described as the “the loss of the rewards of association which flow from the family relationship”.

With regard to the loss of care, this was referred to as including “feeding, clothing, cleaning, transporting, helping and protecting another person”.

The loss of guidance has been described as including such things as education, training, discipline and moral teaching.

Some cases may involve all or some of these.

CAPS ON FAMILY LAW DAMAGES

In To v. Toronto Board of Education, the deceased, a 14-year-old grade 9 student, was doing pull- ups on the steel crossbar of a handball net in his high school gymnasium when the net toppled over, crushing his head between the steel frame of the net and the gymnasium floor and killing him.

In assessing Family Law Damages, the court held:

The general or accepted range of damages in sibling claims for the loss of guidance, care and companionship in roughly comparable cases is very broad but the assessments are consistently lower than $50,000…In my opinion, a $50,000 guidance, care and companionship assessment exceeds the accepted range of damages to a degree that requires this court’s intervention. To put it another way, the assessment is inordinately high.

 The Court of Appeal reduced the lower court’s sibling Family Law Damages Award to $25,000.00. (or about $37,000.00 adjusted for inflation in 2020).

When assessing the parents of a deceased’s Family Law Damages Claim, the court stated:

The assessments of $100,000 for each of [the parents of the deceased] might be viewed as being at the high end of an accepted range of guidance, care and companionship damages. The question that must be considered is whether those assessments are outside the accepted range of damages. In my view, the $100,000 assessments for [each of the parents] are not outside the range.

The Court of Appeal went on to conclude:

In my opinion, there was evidence in this case that would support a conclusion that damages for guidance, care and companionship in respect of the mother, father and [sibling] were justifiably assessed at the high end of what one might describe as an accepted range of damages.

The takeaway from this Ontario Court of Appeal decision, is that Sibling Family Law Claimants would be likely awarded up to a maximum of around $25,000.00 (based on 2001 dollars or $37,000.00 adjusted for inflation). For parents who are Family Law Claimants, the award of damages at the high end would likely be around $100,000.00 (in 2001 dollars or $148,000.00 adjusted for inflation in 2020).

As of 2020, Motor Vehicle Accidents in Ontario impose a deductible of $19,778.27 on any Family Law Damages awards under $65,926.46. This is an unfortunate slap in the face to family members and the subject of a whole other article on the many victim challenges associated with motor vehicle accident litigation.

The post FAMILY LAW DAMAGES IN THE FACE OF TRAGEDY: THE ONTARIO COURT OF APPEAL’S APPROACH appeared first on Hennick Law.

Every Long-Term Care Home resident in Ontario is guaranteed rights  that every Long-Term Care Home must fully respect and promote.

Sadly, in reality these rights are often not protected.

Some of these rights include:

• the right to be treated with courtesy and respect and in a way that fully recognizes the resident’s individuality and respects the resident’s dignity.
• the right to be protected from abuse.
• the right not to be neglected by the licensee or staff.
• the right to be properly sheltered, fed, clothed, groomed and cared for in a manner consistent with his or her needs.
• the right to live in a safe and clean environment.
• the right to have his or her participation in decision-making respected.
• the right to keep and display personal possessions, pictures and furnishings in his or her room subject to safety requirements and the rights of other residents.
• the right to form friendships and relationships and to participate in the life of the long-term care home.
• the right to have his or her lifestyle and choices respected.
• the right to meet privately with his or her spouse or another person in a room that assures privacy.
• the right to share a room with another resident according to their mutual wishes, if appropriate accommodation is available.
• the right to pursue social, cultural, religious, spiritual and other interests, to develop his or her potential and to be given reasonable assistance by the licensee to pursue these interests and to develop his or her potential.
• the right to be informed in writing of any law, rule or policy affecting services provided to the resident and of the procedures for initiating complaints.
• the right to have any friend, family member, or other person of importance to the resident attend any meeting with the licensee or the staff of the home

Unfortunately, Long Term Care Homes in Ontario face unprecedented challenges today as the aging population continues to rise. Stricter eligibility requirements for admission into Long Term Care Homes also mean that the those admitted are older, weaker and more vulnerable.

58% of Long-Term Care Homes in Ontario are privately owned, and studies have shown that quality of care is inferior in most for-profit homes. This is hardly a surprise as many of these homes are operated by larger chains, and put investors before resident care needs.

According to the Ontario Long Term Care Association:

• 90% of Long-Term Care Homes residents have cognitive impairments
• 86% need assistance activities of daily living including getting in or out of bed as well as toileting; and
• 62% of Long-Term Care Home residents have musculoskeletal diseases such as arthritis and osteoporosis.

The Ontario Long Term Care Association 2019 Budget Submission states:

“Over the past decade, the profile of residents has changed to one of a population in need of more direct care. But funding has not kept pace. The investments that long-term care has been receiving have done little more than keep pace with inflation so that year-over-year increasing staffing costs have absorbed any annual funding increases.”

While the frontline workers may have the best of intentions, the reality is that most facilities are understaffed and the staff working are often overworked, over-scrutinized and overwhelmed  while the health demands of vulnerable residents only continue to climb. This is a recipe for disaster.

We have already seen first-hand how the Ontario Long Term Health Care System is strained, even allowing a Healthcare Serial Killer, Elizabeth Wetlaufer to go unnoticed within our healthcare system for years until her unexpected confession to the deaths of 8 victims (that we know of).

It is sad to see more and more vulnerable Long-Term Care Home residents and their families left with no answers after horrible things happen due to neglect and abuse which can include:

• Failure to give residents timely treatment
• Failure to prevent bed sores
• Malnutrition or dehydration
• Poor care plans and implementation resulting in falls
• Failing to protect residents from violence by other residents or staff
• Medication errors
• Failure to treat medical conditions such as wounds resulting in infection
• Inadequate security or supervision of residents.

The way in which we treat our society’s most vulnerable says a lot about our society as a whole. Hopefully your loved one is getting the highest quality of care that they deserve from their Long Term Care Home. If you suspect mistreatment, neglect or abuse, you should seek out the advice of a nursing home negligence lawyer to address the situation immediately before things get worse.

At Hennick Law, we’re here to help you and have experience handling negligent nursing homes to give voices back to vulnerable residents and their frustrated families who have been silenced for far too long. Feel free to reach us through our website, or e-mail us at lhennick@hennicklaw.com

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