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Commercial Law And Practice

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The interesting fact however is that out of the 20,000 plus practicing attorneys in New Jersey only just over 600 of them have a web presence. Could it be that this many (otherwise intelligent) attorneys are missing the boat?



Even if you are an attorney within a larger firm there are still plenty of opportunities to take advantage of web-based marketing for the legal profession. Offering your services on the Internet is not about how well developed your programming or web-design skills are.

It's about how you present and provide your services to your clients.

It's about your message.

It's about how you "Educate" your prospective client.

The potential is endless. You can provide your services to clients nationally, state wide or exclusively to residents of a particular county by "targeting" your client base. It doesn't matter which practice area you specialize in, you will experience tremendous benefits with a web presence.

Every lawyer has a unique view on his or her area of practice. And, odds are you are already promoting that view to your clients and deriving your income based on those principles. But have you ever thought about "educating" your clients about your views and generating even more clients by utilizing the powerful reach of the Internet?

In fact, promoting your law practice online, using Education-Based-Marketing is, arguably the most overlooked yet fertile opportunity on the Internet. Even though it requires minimal effort and costs very little to create a legal marketing website, most lawyers fail to do so.And what about the few lawyers who do attempt to take advantage of this medium?

Well, the effort leaves much to be desired. Either they put up a "me too" website that is little more than a billboard in the desert (that no one ever sees) OR they hire a so called "webmaster" who's legal marketing skills are non existent. The sad fact is, neither of these approaches is either effective or efficient.

In order to attract clients to your practice, (without word of mouth referrals) you must successfully educate and convince that client that you are:

1) Known to be the best lawyer in your particular area of practice.

2) Known to over deliver on your service.

3) Known to be competitively priced. (no matter how high your fees)

4) Known to provide the exact legal solution that he or she is seeking.

Bottom line? You gotta get KNOWN!

In order to succeed at attracting and retaining clients online, you need to establish a relationship with them. Designing a content-rich, "education based" website and newsletter that builds trust and is credible, is the only way to develop and solidify your relationship. Only after you establish a relationship will your prospective clients begin to respond.

Most lawyers assume that because the Web is a global medium, it's not a relevant advertising option for a locally based law practice. Nothing could be further from the truth. After all, if your practice is based here in New Jersey, it's unlikely anyone outside of a one-hour driving radius is going to hire you for legal services. Right? Wrong!

That's "stinkin thinkin" Why?... Because a web presence gives your law practice a distinct advantage over your local legal competitors. Particularly when you are trying to grow your current client base. The fact is today more and more prospective clients are relying on the Internet as their primary source of information about purchasing products and services, including your "legal services".

So now your Web presence allows your potential client to get to know you and your service better than a "also ran" Yellow Page ad ever could. You have the opportunity to give your client a confident and secure feeling about making the decision of which lawyer to hire.

Your Education Based legal website has given S/he a more open-to-hire frame of mind. Since we already know that MOST of your competitors (only 600 out of 20,000 in NJ) don't offer this option, you have a serious edge on getting that follow-up contact about your legal services. After all, who do you think prospective clients are going to retain -- a friend or a stranger?

Add to that, the benefit of links and referrals, pointing to your site, from some highly trafficked legal websites like this one and you have the formula for a successful legal website.

But there are a million options when it comes to creating the right website. Where do you turn? Let's cut through all the noise and hype surrounding legal website design and marketing of legal services on the web.

Do It Yourself. That's right. DIY No body knows more about you and your legal services than you do. You are the expert on you. Think you can't do this by yourself? Think again. Here is the solution to creating the perfect legal website designed to attract your "perfect clients". Clients that you have systematically educated, informed and built a solid trusting relationship with even before you ever talked to them.

This is for those lawyers with a vision. It's The Most Overlooked Opportunity on the Net. Start building an ever-growing client base until you can say "I'm sorry I'm not taking new clients at this time"

An SBI (built by you) Education-Based-Legal Marketing Site is perfect because every law practice revolves around a theme.
Commercial Law And Practice
Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In Wyoming cafeteria plans are not taxable for unemployment insurance purposes. 401(k) plan deferrals are taxable unemployment purposes.

Wyoming doesn't have income tax.

The Wyoming State Unemployment Insurance Agency is:

Department of Employment

Unemployment Resources Division

P.O. Box 2760

Casper, WY 82602

(307) 235-3253

http://wydoe.state.wy.us/

The State of Wyoming taxable wage base for unemployment purposes is wages up to $15,900.00.

Wyoming has optional reporting of quarterly wages on magnetic media.

Unemployment records must be retained in Wyoming for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.

The Wyoming State Agency charged with enforcing the state wage and hour laws is:

Department of Employment

Labor Standards/Fair Employment Program

6101 Yellowstone Rd.

Room 259C, N. Bldg.

Cheyenne, WY 82002

(307) 777-7261

http://wydoe.state.wy.us/doe.asp'ID=246

The minimum wage in Wyoming is $5.15 per hour.

There is no general provision in Wyoming State Law covering paying overtime in a non-FLSA covered employer.

Wyoming State new hire reporting requirements are that every employer must report every new hire and rehire. The employer must report the federally required elements of:

  • Employee's name


  • Employee's address


  • Employee's social security number


  • Employer's name


  • Employers address


  • Employer's Federal Employer Identification Number (EIN)


This information must be reported within 20 days of the hiring or rehiring.

The information can be sent as a W4 or equivalent by mail, fax or electronically.

There is no penalty for a late report in Wyoming.

The Wyoming new hire-reporting agency can be reached at 800-970-9258 or 307-638-1675 or on the web at www.wy-newhire.com

Wyoming does not allow compulsory direct deposit.

Wyoming requires the following information on an employee's pay stub:

  • itemized deductions


  • Wyoming requires that employee be paid no less often than on regular paydays; semimonthly for railroads, mines, refineries, oil and gas production, factories, mills.

    Wyoming requires that the lag time between the end of the pay period and the payment of wages earned from 1st-15th, pay by 1st of next month; from 16th-end of month, pay by 15th of next month; state employees on direct deposit-wages earned during month pay on last working day of month, for hourly and state university employees, wages earned from 16th of previous month-15th of current month pay on last working day of month; state employees not on direct deposit-paychecks mailed by last working day of month.

    Wyoming payroll law requires that involuntarily terminated employees must be paid their final pay with in 5 working days; next regular payday if suspended due to labor dispute or temporarily laid off. Voluntarily terminated employees must be paid their final pay within 5 working days.

    There is no provision in Wyoming law concerning paying deceased employees.

    Escheat laws in Wyoming require that unclaimed wages be paid over to the state after one year.

    The employer is further required in Wyoming to keep a record of the wages abandoned and turned over to the state for a period of 5 years.

    Wyoming payroll law mandates no more than $3.02 may be used as a tip credit.

    In the Wyoming payroll law there is no provision covering required rest or meal periods.

    Wyoming statute requires that wage and hour records be kept for a period of not less than two years. These records will normally consist of at least the information required under FLSA.

    The Wyoming agency charged with enforcing Child Support Orders and laws is:

    Child Support Enforcement Program

    State Department of Family Services

    2300 Capitol Ave.

    Hathaway Bldg., 3rd Fl.

    Cheyenne, WY 82002-0490

    (307) 777-6948

    http://dfsweb.state.wy.us/csehome/cs.htm

    Wyoming has the following provisions for child support deductions:

    • When to start Withholding? First pay period after service.


    • When to send Payment? Within 7 days of Payday.


    • When to send Termination Notice? Within 30 days of termination.


    • Maximum Administrative Fee? $5 per payment.


    • Withholding Limits? Federal Rules under CCPA.




    Please note that this article is not updated for changes that can and will happen from time to time.
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