Dallas, Texas , usa, 11/30/2017 /SubmitPressRelease123/

As a condition of employment, many employees must sign an employment contract. It is common for such agreements to contain arbitration clauses. Arbitration clauses may also be embedded in handbooks that employees are directed to sign, acknowledging that they have read and agree to the terms. Often times employees sign arbitration agreements without looking them over and understanding exactly what they are agreeing to.

By signing any type of a contract with an arbitration clause, the employee is agreeing to resolve all work-related disputes through arbitration instead of through the court system. In addition to foregoing the right to sue their employer, some arbitration agreements contain class action waivers, meaning an employee promises not to be a part of any class action lawsuit brought against the employer.

So what is arbitration? Arbitration is an alternative way to resolve legal disputes outside of the court system. Both parties present their sides of the argument to an arbitrator or panel of arbitrators. An arbitrator is an individual (very often a retired judge) who is paid to serve as a neutral overseer of the dispute. The arbitrator listens to any witnesses, reviews the evidence and issues a decision and award (if any).

Employers include arbitration clauses in employment contracts to avoid time-consuming and costly litigation. These benefits can also be good for employees who wish to resolve any dispute in the most efficient manner possible. Because arbitration is much less formal than a court proceeding, it can also be a less intimidating process for employees who may not have any experience being in a courtroom before a judge.

Besides these advantages, arbitration also has its downsides. Juries in a court case often sympathize and side with employees over their employer companies, therefore, having a single individual decide the dispute rather than a group of jurors can be a disadvantage. Additionally, because the arbitration process is more streamlined, each side is only able to seek a limited amount of information and documents from the other. Compared to the liberal discovery process allowed during litigation, this puts employees at a disadvantage because much of the evidence related to their claim is typically in the employer’s possession. Lastly, the biggest downside to arbitration is that it is generally final and binding and cannot be appealed. Therefore, both sides are stuck with the outcome that the arbitrator decides and there is no option to have a second set of eyes review the arbitrator’s decision to ensure it is correct and fair.

The question then becomes, how do employees avoid being subject to mandatory arbitration if such agreements are so commonplace? Employees may attempt to negotiate with their employer prior to signing any agreement containing an arbitration clause, however, employers can refuse to hire an employee who does not sign the agreement. Another option is having an attorney review the agreement prior to signing to advise on the best decision. Because employees may often be pressured into signing these agreements by their employers, courts which deem an arbitration agreement to be unconscionable may refuse to enforce the agreement. Examples of unconscionable agreements are ones which are so one-sided, unfair, or deny employees certain guaranteed protections under the law. Overall, those employees who have already signed an arbitration agreement are best served by having an employment attorney review the agreement to advise on the best course of action to pursue when a dispute arises with their employer.

This article is presented by the Dallas employment lawyers at Clouse Dunn LLP. To speak to an employment law attorney about an arbitration or employment agreement matter send an email to debra@clousedunn.com or call (214) 239-2705.

About Keith Clouse / Dallas Employment Attorney Keith Clouse

Keith Clouse is an employment law specialist with over 25 years of experience representing senior executives, business owners, physicians, and corporations in complex employment litigation, arbitration, and negotiations. Senior executives, physicians, and other professionals consistently rely on Mr. Clouse for employment law expertise and advice on employment contracts, covenants not to compete, severance agreements, equity awards, trade secret disputes, and breach of fiduciary duty claims.  Source CDKLawyers.com

Author

Dallas Employment Lawyer – Attorney Keith Clouse

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Philadelphia, 11/29/2017 /SubmitPressRelease123/

Philadelphia personal injury lawyer, Rand Spear, has successfully handled many cases for victims of dog bites in Pennsylvania, and here he discusses why it’s important to make your claim as soon as possible following your injury.

Dog Bite Cases Have Time Limits for Filing

Claims that are filed for injuries suffered from dog bites fall under the personal injury umbrella, and there are time limits on how long an individual has to file that type of claim after the injury occurs. These limits are referred to as the statute of limitations. The limits are in place to keep potential claimants from threatening to file claims indefinitely, and to protect the integrity of evidence, especially if there is testimony from witnesses involved. Once the time limit expires, the injured party can no longer file a lawsuit for monetary damages.

What is the Statute of Limitations for Personal Injury Lawsuits in Pennsylvania?

The statute of limitations for personal injury claims – including dog bites, attacks, and maulings – in Pennsylvania is two years. That means that if a lawsuit is to be filed, it must be done within two years of the date the injury occurred. However, Pennsylvania does have a discovery rule. This rule can extend the length of time a person has to file suit in some cases. The discovery rule allows the two-year clock to start ticking at the time the plaintiff knows, or reasonably should have known, an injury occurred and that it was caused by someone else’s actions.

Don’t delay in obtaining legal representation for your dog bite case, as your time may be running out to file a claim. You are entitled to compensation for the financial and medical burdens that the injury caused. Because these types of cases require medical knowledge as well as legal, it is important that you find an experienced attorney who also has a good understanding of the medical issues that may arise from dog bites.

Seek Help from a Dog Bite Attorney in Pennsylvania  

If you or a loved one has suffered a dog bite injury in Pennsylvania, it’s important that you contact a knowledgeable dog bite attorney to get started with your case before you run out of time. Rand Spear can help you with your claim at 877-GET-RAND.

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Rand Spear

https://randspear.com/

Two Penn Center Plaza, Suite 200

1500 J.F.K. Blvd.

Philadelphia, PA 19102

Toll Free: 888-373-4LAW

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Dallas, Texas, 11/29/2017 /SubmitPressRelease123/

President Trump has recently spoken out regarding NFL players taking a knee during the national anthem, stating that NFL owners should fire the “sons of bitches” for “disrespecting the flag.” This statement has since sparked even more protests and further divided our nation’s culture war between those who protest the oppression of people of color and white supremacists who participate in rallies inciting violence, hate speech and racist attitudes. This division spawns questions regarding the rights of employers to terminate employees who participate in such public protests (whether it be supporting those who take a knee during the national anthem or attending a white supremacist rally). Dallas executive employment attorney Keith Clouse highlights some considerations under both state and federal laws for employers who are considering termination of such employees.

Most employees are traditional “at will” employees meaning they may be terminated at any time for almost any reason (so long as that reason is not unlawful – i.e. discriminatory). However, if employees have signed an employment contract, employers’ rights to terminate those employees are determined by the contractual terms in the agreement. Failure to terminate an employee per the terms of a contract can lead to breach by the employer, subjecting that employer to risk of litigation.

The First Amendment’s freedom of speech and association applies only to the government – meaning that government employees can not be terminated for participating in public protests. However, these protections do not apply to private employers. Therefore, under federal law, private sector employers may terminate at will employees for voicing political beliefs or participating in political activities that the employer deems offensive.

One other federal limitation is that employers may not discriminate against employees “on the basis of sex, race, color, national origin, or religion.” This law applies to both public and private sector employers. Accordingly, if an employee can show that his termination for participating in a public protest is connected with his or her race, that employee may have an argument that he or she is being subject to unlawful discrimination. This law is also important because employers have a duty to prevent and promptly correct harassment and discrimination in the workplace. Consequently, an employer who condones harassment or discrimination by allowing employees to voice racist remarks risks violating this federal law.

Although termination of many private-sector employees may be permitted under federal law, certain state laws could restrict private employers’ rights to fire such employees. For examples, some states have statutes prohibiting employers from discriminating against an employee for participating in “lawful off-duty conduct.” Additionally, some states, have adopted laws forbidding employers from terminating employees who exercise their First Amendment right to free speech. Employers may be able to circumvent these state laws if the employee’s off-duty conduct involves a violation of the employer’s workplace policies (i.e. non-harassment policy) or interferes with the employee’s ability to perform his or her job.

While the above are legal considerations for employers, there are also non-legal considerations employers must take into account prior to terminating an employee for participating in public protests. These include: potential reactions and repercussions of such action (i.e. how players, fans or other employees may respond), whether it could result in a potential strike by employees, the impact of firing (or not firing) someone based on their political views, what type of workplace attitudes the employer wants to promote, etc. Overall, an employer’s decision to terminate employees for participating in certain political activities should be done on a case-by-case basis after thoroughly evaluating the situation and all legal and non-legal considerations.

This article is presented by the Dallas employment lawyers at Clouse Dunn LLP. To speak to an employment attorney about a discrimination, harassment, or employment contract issue send an email to debra@clousedunn.com or call (214) 239-2705.

About Keith Clouse / Dallas Employment Attorney Keith Clouse

Keith Clouse is an employment law specialist with over 25 years of experience representing senior executives, business owners, physicians, and corporations in complex employment litigation, arbitration and negotiations. Senior executives, physicians and other professionals consistently rely on Mr. Clouse for employment law expertise and advice on employment contracts, covenants not to compete, severance agreements, equity awards, trade secret disputes, and breach of fiduciary duty claims.  Source CDKLawyers.com

Author

Dallas Employment Lawyer – Attorney Keith Clouse

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New Jersey, 11/29/2017 /SubmitPressRelease123/

Residential drug and alcohol treatment facility, Serenity at Summit, sees the difference that residential drug and alcohol treatment can make in the lives of their patients every day, and they want to share it.

When people are in active addiction, their lives are chaotic and full of negative consequences. Taking the steps to get sober and get out from under those negative consequences is a huge life change in itself. But Summit knows there is more to it than that. Attending rehab can provide patients with additional positive changes that may not have been considered.

They Make Friends that Last a Lifetime

It’s common to feel nervous and uneasy when beginning inpatient rehab. But the truth is, patients all have a shared experience – the experience of substance abuse or addiction and the desire and willingness to make changes in their lives.

Inpatient programs typically use group therapy as one of their hallmarks of recovery. Doing therapy in a group setting has been proven to be an effective tool in addiction recovery, but it also has a side benefit. It allows patients to form bonds of friendship quickly without the worry that they will be judged negatively by anyone. And fortunately, the friendships forged during the challenging weeks of addiction treatment often last a lifetime.

Co-Occurring Disorders May Be Discovered

It may seem like this is a negative life change, but residential addiction treatment centers are some of the best places to begin to work through and receive treatment for disorders that commonly co-occur with substance abuse.

At least half of people who suffer from drug or alcohol dependency or addiction also have a co-occurring mental health disorder. It can be difficult to diagnose these mental health conditions as long as the patient continues to use or drink. However, once the patient has been detoxed from substances and has begun recovery, diagnosing and treating the mental health disorders alongside their addiction becomes much easier and more effective.

Patients Remember What It Is Like to Live a Life Without Drugs

Patients in residential rehab will begin to remember what living without drugs or alcohol is like. If they have been abusing substances for a long time, it may be hard for them to even imagine or recall what it was like before they started using. This is a life-changing event because they will realize that though it isn’t always easy, recovery is possible, and they do have the ability to do it.

They Learn How to Live Life on Life’s Terms After Treatment

When they go back to their previous life, they will have the tools needed to cope with the issues that caused them to start using in the first place. They will be prepared to handle what life throws at them without turning to drugs or alcohol again. Instead of feeling like using or drinking is the only way to handle difficult situations, they will have a whole toolbox of other, healthier, options at their disposal.

About Serenity at Summit

Serenity at Summit offers holistic drug and alcohol detox and residential addiction treatment for patients in Massachusetts and New Jersey. Contact Serenity at Summit for more information about its programs at 1-908-481-4400 (NJ), 1-978-641-3001 (MA).

Media Contact:

Rebecca O’Mara

Executive Director Brand Management

rebeccaomara@summithelps.com

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Dallas, TX, USA, 11/22/2017 /SubmitPressRelease123/

1/01/2017 (press release: cdklawyers) // Dallas, Texas, United States // Keith Clouse

Although the spotlight right now seems to be on Hollywood with the Harvey Weinstein scandal, it is important for employers to remember that sexual harassment claims can occur in any workplace. Because sexual harassment is a type of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964, employers with fifteen or more employees have a legal responsibility to maintain a work environment that is sexual harassment free.

The two types of sexual harassment claims that may be brought against employers are: (i) quid pro quo harassment, and (ii) hostile work environment. Quid pro quo harassment occurs when some work benefit is conditioned upon an employee complying with a sexual request or favor. A typical example is where a boss tells an employee, “You have to sleep with me to get the promotion.” On the other hand, hostile work environment claims stem from many different types of behavior including: inappropriate jokes or gestures, unwelcome touching, offensive or intimidating comments or insults, etc.

Although the majority of sexual harassment claims are brought by women who are harassed by men, the law protects all forms of harassment, including men who are sexually harassed by women, men who are sexually harassed by other men, and women who are sexually harassed by other women. So long as the harassment is “because of…[the victim’s] sex” it is considered prohibited sex discrimination.

Under Title VII, employers may be liable for actions taken by individual employees if it can be shown that the employer knew or should have known that the harassment was occurring and did nothing to prevent or correct the employee’s behavior. Therefore, employers should implement the best practices listed below to prevent sexual harassment and discrimination in the workplace and reduce their risk of liability for such claims.

Anti-harassment Policies:

Clear policy: Employers should have a clear sexual harassment policy spelled out in an employee handbook which notes a zero-tolerance approach to such behavior, encourages victims or witnesses to submit complaints, and outlines a process for employees to complain. Additionally, the policy should include a provision explaining that those employees who do complain will not be retaliated against.

Distribution of the policy: The policy or handbook containing the policy should be distributed to all employees. Employees should be required to sign a form acknowledging that they have reviewed the policy and agree to comply with its terms.

Commitment to the policy: Employers need to demonstrate a commitment to enforcing the policies – no exceptions or special treatment should be made for employees who violate the policy.

Anti-harassment Training:

All staff: Training should define what sexual harassment is (including the many forms it can take), give a detailed explanation of the complaint procedure, encourage the use of such procedure, and demonstrate a commitment by management to investigate all complaints.

Supervisors and managers: Special training should be held specifically for supervisors and managers to explain how to recognize sexual harassment, how to know when a complaint is being made, how to respond to and investigate a complaint, etc.

Other Prevention Strategies:

Ongoing assessment: Employers should regularly update and modify their sexual harassment policies and training to keep on top of new advancements in the law. As policies are updated, these new policies should be communicated and distributed to employees.

Workplace culture: Employers should encourage open communication between employees and upper level managers and supervisors.

Reporting procedure with options: The procedure for employees to report sexual harassment complaints should have various people listed who an employee can complain to. An employee who is being harassed by a supervisor or manager needs to be able to report the behavior to someone other than the harasser. This also encourages more open reporting by providing different outlets in case employees feel more comfortable talking to a certain supervisor or HR manager over another.

Timely investigation: All complaints should be taken seriously and investigated in a timely manner, regardless of how small or insignificant the complaint may seem.

Proper discipline: Employers should have a clear disciplinary procedure outlined for violations of the anti-harassment policy which is consistently enforced among all employees.

By incorporating the above practices into the workplace, employers will work towards preventing discrimination and harassment, be better prepared to handle such behavior when it does occur, and reduce their risk of liability for sexual harassment claims brought by employees.

This article is presented by the Dallas employment lawyers at Clouse Dunn LLP. To speak to an employment law attorney about an employment harassment or discrimination matter send an email to debra@clousedunn.com or call (214) 239-2705.

About Keith Clouse / Dallas Employment Attorney Keith Clouse

Keith Clouse is an employment law specialist with over 25 years of experience representing senior executives, business owners, physicians, and corporations in complex employment litigation, arbitration and negotiations. Senior executives, physicians and other professionals consistently rely on Mr. Clouse for employment law expertise and advice on employment contracts, covenants not to compete, severance agreements, equity awards, trade secret disputes, and breach of fiduciary duty claims.  Source CDKLawyers.com
Author

Dallas Employment Lawyer – Attorney Keith Clouse

For more articles like this on employment law visit http://dallasemploymentlawyer.cdklawyers.com/

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Philadelphia, 11/27/2017 /SubmitPressRelease123/

The Philly personal injury law firm of Rand Spear, recently created a short video to educate Pennsylvanians about slip and fall accidents, what they are, and why you need an experienced slip and fall attorney in your corner when they happen to you.

With fall underway and winter around the corner, Pennsylvania residents are in for ice, snow, and lots of slippery conditions. While slip and fall accidents can occur anytime, the cold, wet conditions can make them much more frequent.

In the video, Philadelphia  injury lawyer Jeremy M. Weitz explains that slip and fall accidents are just that – an accident that happens when a person slips and falls, or trips and falls, and sustains an injury due to the fall. These accidents sometimes occur indoors, for example in someone else’s home, retail businesses, schools, casinos, hospitals, and many other places. They also may occur outdoors on someone else’s property, parking lots, sidewalks, stairs, or other outdoor areas.

In order to prove a slip and fall case and be able to receive compensation for damages, it must be shown that the property owner, tenant, or other party who is responsible for the property was negligent in some way, and that the accident and the injuries sustained were a result of that negligence.

When a slip and fall accident happens, Mr. Weitz goes on to explain, “simply because you fall on somebody’s property, doesn’t mean you are entitled to compensation. That’s why you need an experienced attorney in your corner – to prove that the reason you fell, the reason why you slipped, the reason why you tripped, and the reason why you sustained your injuries, was because of the negligence of the property owner, or of the person in control of the property.”

Seek Help from a Pennsylvania Slip and Fall Attorney  

If you or a loved one has suffered a slip and fall injury in Pennsylvania, it’s important that you contact an experienced slip and fall accident lawyer to help you with your case.

About Jeremy Weitz

Jeremy Weitz is a trial lawyer and partner with the firm admitted to practice in the state and federal courts in Pennsylvania and New Jersey. Mr. Weitz has generated millions of dollars in jury verdicts, arbitration awards and settlements for his clients since he joined the firm in 2009. His success stories are regularly published in “Verdict Search,” “Top Verdicts,” “The Legal Intelligencer” and “The New Jersey Law Journal”. He is an advocate member of the American Board of Trial Advocates, a prestigious national organization open only to the top trial lawyers in America. Mr. Weitz is also an active member within the New Jersey Association for Justice.

Contact attorney Rand Spear at 877-GET-RAND to get the right attorney in your corner.

Rand Spear

https://randspear.com/

Two Penn Center Plaza, Suite 200

1500 J.F.K. Blvd.

Philadelphia, PA 19102

Toll Free: 888-373-4LAW

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To view the entire slip and fall video, please see:

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Mason, OH, 11/27/2017 /SubmitPressRelease123/

Following another year of strong growth, Illumination Research, a global market research and consulting firm, hired Jodi Koehler as Director of Client Services and Insight Strategist.

Jodi started her career at Procter & Gamble in 1997 where she worked in R&D Products Research across 3 different categories: Hair Care, Feminine Care and Laundry Care. During that time she led a variety of both quantitative and qualitative research across the full range of projects (upstream, development, qualification, commercialization and current business). Jodi also worked at Luxottica as a project manager for LensCrafters Innovation projects. Her personal passion for consumer and market research led her to this new role at Illumination Research.

Jodi is trained in a broad range of both qualitative and quantitative research techniques which she leverages in her work – for example: fundamental/ethnographic learning, story telling, Learning Connect® (Consumer & Knowledge), product design, usage and qualification, concept development and qualification, claim support, segmentation, and product demo developing and screening.

In her new role at Illumination, Jodi will play a key role with the Insight Strategist team in the design and execution of high quality research for Illumination’s clients across both qualitative and quantitative research projects. Her breath of experience and natural strengths will enable her to integrate qualitative and quantitative data into meaningful and action insights. She will leverage her extensive facilitation mastery in the design and execution of ideation sessions. Additionally, Jodi will be a strong client service partner with R&D focused clients given her deep understanding of their unique needs and challenges. Jodi shares “I am thrilled to join the talented Illumination team and work closely with their fantastic clients. Illumination’s innovative research solutions and client-focused drive truly inspire me to uncover actionable insights to help light their clients’ path forward.“

According to Illumination COO Jeff Bass, “Please join me in welcoming Jodi Koehler to the Illumination team! She has a deep background in both qualitative and quantitative research and will be a wonderful resource for our team and our clients.”

Jodi graduated with distinction with a BS in Chemical Engineering from Purdue University and Summa Cum Laude with an MBA at Xavier University. Additionally, she is an  LC100, LC200, and LC300 Learning Connect® Facilitative Team Leadership Program graduate www.beideaconnect.com.

Illumination is a global consumer and shopper insights firm, offering a diverse portfolio of Qualitative and Quantitative research capabilities. The company’s clients include many of the world’s largest manufacturers and retailers, including Procter and Gamble, Nestle, Abbott, and Kroger. Illumination leverages its industry-leading agile research tools along with a full suite of established methods to help its clients uncover and apply rich insights to grow their business. The 10-year-old business continues on a strong path of growth, building on significant global expansion in recent years.

For more information about Illumination Research, please visit www.illumination-research.com. Contact us at 513.774.9531 or info@illumination-research.com

Illumination Research – Lighting Your Path to Growth™

 
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Boca Raton, FL, USA, 11/20/2017 /SubmitPressRelease123/

Boca slip and fall accident attorney, Joe Osborne, knows that when clients who have suffered slip and fall accidents often want to know what their claim might be worth should they pursue the claim. While every slip and fall case is different, and there is no way to determine an exact amount for a specific case beforehand, there are some common damages that are typically sought that may provide you with an idea of what you can expect.

Damages That Can Be Sought in a Slip and Fall Claim

Assuming that you have a valid claim for your slip and fall case, you can expect that the following damages will be sought:

Medical Bills – When you are calculating your injury damages for your slip and fall claim, you can generally count on your claim being worth at least the amount of your present and future medical expenses.

Pain and Suffering – You may also be entitled to pain and suffering for your slip and fall claim. Depending on the seriousness and permanency of your injuries, the attorneys and insurance adjusters will typically come up with some multiplier to use (with the amount of your medical expenses) when seeking damages for your physical and mental pain and suffering. Of course, that doesn’t necessarily mean that is what you will be awarded, as it is usually a jury who decides what you will get.

Lost Wages – If you missed work because of your injuries, you are entitled to recover the value of your lost wages.

Loss of Earning Capacity – If your injury is so serious that you will not be able to return to the profession that you had prior to your accident, then you may be entitled to compensation for your loss earning capacity.

Incidental Expenses – You may be able to seek damages for additional, incidental expenses that you incur due to your injury. For example, if you have to travel a long distance for medical care, your travel expenses (gas mileage, etc.) may be recoverable.

Get Help from a Florida Slip and Fall Accident Attorney

The best outcome for your financial recovery in a slip and fall accident case is possible when you have an experienced slip and fall accident lawyer to represent you. If you or a loved one has been in a slip and fall accident, contact slip and fall attorney Joe Osborne today at (561) 293-2600, for an evaluation of your case and advice on how to proceed.

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Boca Raton, FL, USA, 11/15/2017 /SubmitPressRelease123/

Boca car accident attorney, Joe Osborne, understands that getting into a car crash is difficult enough without having to deal with a driver who is uncooperative. However, there are things you can do if the other driver involved in your auto accident refuses to share his or her proof of insurance. But first, it’s important to understand why they may not want to provide the information.

Reasons for Not Providing Insurance Information

There are a number of reasons why a driver might refuse to provide insurance information after an accident including:

He or she doesn’t have insurance

He or she is driving a car belonging to someone else without permission

He or she is driving a stolen car

He or she is under the influence of drugs or alcohol

He or she has a suspended license

He or she has already had multiple accidents

He or she is trying to avoid higher insurance premiums

Failing to provide insurance information can cause significant repercussions if the driver refuses because he or she doesn’t have the required coverage. There are usually substantial fines and there may be a suspension of his or her driver’s license. Additionally, criminal charges will likely be imposed if the driver doesn’t want to provide information because he or she was driving while intoxicated.

What You Can Do If the Other Driver Won’t Exchange Information

There are some things that you can do when the other driver will not share insurance information. Demanding it, or becoming angry yourself, isn’t a good idea. If the other driver doesn’t want to provide it for some nefarious reason, it’s best to do what you can safely, and then let authorities, insurance companies, and an auto accident attorney handle the rest. Here are some options to consider:

Call the police – This is what you need to do anyway if the damages appear to be more extensive than $500 in Florida. It may also encourage the other driver to provide insurance information to you as well.

Record identification details – Take note of the make and model of the other driver’s car, license plate number, and distinguishing features of the car to provide to police.

Let your insurance company know – Insurance information is public, so your insurance company will be able to find the other driver’s records with just the license plate number.

Call an attorney – This is something that you should do for any car accident. An experienced car accident attorney will be able to help you track down the other driver, and help you proceed with your claim.

Get Help from a Florida Car Accident Attorney

If you or a loved one has been in a car accident, contact https://www.oa-lawfirm.com/  the leading car accident attorney in Florida, Joe Osborne today at (561) 293-2600, for help with your claim.

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Waco, TX, USA, 11/14/2017 /SubmitPressRelease123/

Friends for Life was selected by the Waco Scottish Rite Bodies to receive this award along with three other Waco charities including Caritas, Meals on Wheels and Mission Waco.

Waco Scottish Rite Bodies established the Stephen F. Austin Distinguished Service Award in 1999 to recognize individuals, Masonic and Non-Masonic, who have demonstrated a life of devotion and commitment to God, country and fellowman. This is the first time this prestigious award has been awarded to charities.

The award recognition ceremony and banquet was held Monday, November 6 at the Lee Lockwood Library and Museum in Waco TX with leadership from the four charities present to receive $10,000 donations and granite, engraved awards.

“This was such an honor for us, and it wasn’t until we were seated that I was informed we were also the recipients of a $10,000 donation,” said Inez Russell, Founder and Executive Director of Friends for Life. “I am so happy that all four charities had been selected. We each serve in different areas of our community, and I have a great appreciation for the work they do. I was humbled and honored that the work we do at Friends for Life was recognized in this way.”

The Award is named for Stephen Fuller Austin, the Father of Texas. He was a Master Mason, who, in fifteen years demonstrated unflagging leadership. The recipients of the award are selected in view of their humanitarian endeavors and for outstanding community leadership.

About Friends for Life

Friends for Life is a 501(c)(3) charity that was founded in Waco, Texas in September of 1989 to improve the quality of life for seniors and people with disabilities, particularly those who are without family to care for them. Friends for Life serves through their Independent Living/Quality of Life programs, the charity’s Adult Day Care Center in Waco, TX, Guardianship Program in over 80 counties in the state of Texas and Money Management program. Friends for Life is headquartered at 5000 Lakewood Drive in Waco, TX and has offices throughout Texas. For more information, visit http://www.friendsforlife.org

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