Law Office Marsha Baucom

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Law Office Marsha Baucom

Child Custody, Collaborative Law, Child Support, Alimony & Spousal Support

  • Fax: 714-953-0683
  • Firm Year: 1991
  • Language: English Spanish

714-953-0686

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Marsha Raye Baucom

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Child Custody, Divorce & Family Law
affordable attorney fees and no frills approach

Marsha Raye Baucom is an experienced Lawyer practicing in California since 1987.

Law Office Marsha Baucom
940 W. 17th St Suite C
Santa Ana, CA 92706
33.7594915,-117.8769336

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940 W. 17th St Suite C
Santa Ana, CA 92706

Recent Legal Articles

Sufficient Consideration for At-Will Employees
home Funding Group, LLC v. Kochmann, 2007 U.S. Dist. LEXIS 41376
Court Finds 50-Mile Radius Prohibition Valid in a Connecticut Non-Compete Agreement
united Rentals, Inc. v. Frey, 2011 U.S. Dist. LEXIS 16375
Sexual Harassment in the Workplace
what may or may not constitute sexual harassment in the workplace can be a tricky subject.  The Connecticut Superior Court ruled on a specific provision of Connecticut’s sexual harassment law, specifically, the provision defining sexual harassment as “any conduct of a sexual nature” when “submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.”
I Was Injured at Work and Cannot Complete my Usual Job Requirements. Will I Need Legal Assistance in Connecticut?
i Was Injured at Work and Cannot Complete my Usual Job Requirements. Will I Need Legal Assistance in Connecticut?
Is it Illegal to Decline to Hire a Qualified Candidate Because of Age in Connecticut?
is it Illegal to Decline to Hire a Qualified Candidate Because of Age in Connecticut?
Is it Illegal for an Employer to Bully an Employee in Connecticut?
is it Illegal for an Employer to Bully an Employee in Connecticut?
Retaliation Claim Under Title VII Denied, Employer Had Legitimate Reasons for Pay Decrease
in a U.S. District Court case, a female employee’s claim of retaliation under Title VII of the Civil Rights Act was dismissed because the employer provided legitimate, nondiscriminatory justification for its adverse employment action.[1] The female employee brought action against her employer, alleging unlawful discrimination in violation of Title VII of the Civil Rights Act of 1964[2] and the equivalent state discrimination law[3]. Specifically, plaintiff alleges she suffered unlawful discrimination, based upon her sex, alleging she was subjected to a hostile work environment and suffered retaliation for complaining about the same.[4]
Use of Word “Bitch” Does Not Automatically Imply Gender-Based Hostility
a work environment is considered “hostile” if a reasonable person would have found it so and if the plaintiff subjectively so perceived it.  Outrageous conduct and egregious acts that are severe or pervasive automatically command an inference of gender-based hostility.  In the workplace of today, crude or degrading epithets, while hardly the rule, are certainly not the exception.  One such word—“bitch”—has seemingly found a place of its own in some people’s daily vocabulary.  The question arises as to whether constant use of that word in relation to a female employee is sex-based and reflects hostility toward women.  The short answer is it can, but doesn’t necessarily have to.
Constructive Discharge Does Not Invalidate Connecticut Non-Compete Agreements
drummond American LLC v. Share Corporation, 2009 U.S. Dist. LEXIS 105965
Five Things that Make a Connecticut Non-Compete Enforceable
the Fairfield County employment lawyers here at Maya Murphy, P.C., have advised numerous residents of Greenwich, New Canaan, Stamford, Darien, and Westport about the enforceability of non-competition provisions contained in Employment Agreements or Separation Agreements.  While every case, and the wording of every agreement, is different, there are five “constants” that Connecticut courts look to in deciding whether or not to enforce a non-competition clause.  They are the starting point for any discussion or individual analysis of whether a particular non-compete may be enforceable as to you. Again, every case turns upon its own peculiar facts. The key concepts are:
Labor & Employment Law – What to Consider After Losing Your Job
so you’ve lost your job.  Now what?  Depending on the circumstances, there are several legal issues to explore before moving on with your career.  Here is a basic summary of five issues to consider:
St. Louis Work Comp Lawyer
for over 30 years work comp lawyer James M. Hoffmann, has been helping St. Louis injured workers get the medical benefits and income they need to move forward.
Mediating a Sexual Harassment Claim
statistically, the overwhelming majority of sexual harassment cases are resolved prior to trial by “alternate dispute resolution” in the form of mediation or arbitration.  These proceedings (mediation in particular) are more informal than a courtroom trial, but you still need a zealous and experienced advocate on your side.
Do I Need an Attorney if I am Harassed at Work in Connecticut?
do I Need an Attorney if I am Harassed at Work in Connecticut?
Can an Employer Require an Employee to Remain on Disability Leave Due to Pregnancy in Connecticut?
can an Employer Require an Employee to Remain on Disability Leave Due to Pregnancy in Connecticut?
What Must an Employer Do to Accommodate an Employee or Job Applicant Who Has a Disability in Connecticut?
what Must an Employer Do to Accommodate an Employee or Job Applicant Who Has a Disability in Connecticut?
Hostile Work Environment vs. Quid Pro Quo Sexual Harassment
as an employment law attorney I can get too accustomed to the legal jargon.  One question frequently asked by prospective clients is “what is the difference between hostile work environment and quid pro quo sexual harassment?”  While both types of employment discrimination are illegal and actionable, they can take very different forms.
Mere Inclusion of a Restrictive Covenant Does Not Invalidate Entire Contract
wes-Garde Components Group, Inc. v. Carling Technologies, Inc., 2012 Conn. Super. LEXIS 899
Court Enforces Non-Compete Agreements Connected to Franchise Agreements
carvel Corporation v. DePaola, 2001 Conn. Super. LEXIS 1190