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Report
From Counsel - SPRING
2005 ISSUE:
REAL ESTATE
ROUNDUP
PREGNANCY
DISCRIMINATION AT WORK
MINIMIZE
YOUR RISK OF IDENTITY THEFT
MORE
BUSINESSES ELIGIBLE FOR C-EZ
BUSINESS
LIABLE FOR NOT INVESTIGATING CREDIT COMPLAINT
FDIC INSURANCE FOR REVOCABLE TRUSTS
- Winter,
2004/2005: Take the Time to Update
Your Will; Telecommuters
and the Home Office Tax Deduction; Email
Privacy in the Workplace; Oscar
Wilde and the Copyright Law;
New Banking
Rules Affect Checking Accounts
- Fall,
2004: Business
Alert: New Overtime Regulations; Real Estate Letters
of Intent; Technology and the Law; IRS Gets Tough on
Estate Tax Fraud; Withdrawal Rules for Inherited IRAs.
- Summer,
2004: Innocent
Spouse Tax-relief; Rough Day at the Golf Tournament;
Family and Medical Leave Act Update; Development Ditched;
Medicaid and Nursing Home Benefits; Reverse
Piercing of Corporate Veil.
- Spring,
2004: Buy-sell Agreements for Small Businesses;
Review Your Credit Report; When Noncompetition Agreements Cross
State Lines;
Commercial Landlord Must Mitigate Damages; New Identity Theft
Disclosure Law.
- Winter,
2003-2004: Federal
Privacy Rule Protects Health Information; Debtors and
Creditors; Highlights of the New Federal Tax Act; Telecommuting
and Unemployment; Estate Planning with Long-Term Care
Insurance; "Just Say No" to Unsolicited Credit-Card
Offers.
- Fall
2003: Homeowners'
Insurance: the Devil Resides in the Details; "Cybersmear" Lawsuits;
Age Discrimination in Employment; Be Careful What
You Fax; The Marital Deduction: A Valuable Estate
Planning Tool; Capped Commissions
- Summer,
2003: Federal
Advertising Guidelines for Business Courts; Case
by Case: Bait and Switch Credit Card Offer; Arbitration
Clauses in Employment Contracts; Employment
Law Guidebook; Life
Insurance Can be Part of Your Estate Plan
- Spring, 2003: Courts
Begin Putting the Brakes on "Takings"; Case
by Case: Long Arm Jurisdiction Falls Short ; ADA
and Small Business; Solo
401(K) Retirement Plans; Credit
Reporting Agency Held Accountable for Errors; Online
Banking
- Winter,
2003 Topics: Limited
liability Companies- The Best of Both Worlds?; No Privacy for
Home Computer; Beware of Predatory Home Loans; An Expensive Tee
Shot; IRS Makes It Easier to Settle Tax Debts; Is it Time for
an Estate Planning Check-Up?; They Said It
- Fall,
2002 Topics: When Military Duty Calls Employees; New Estate
Planning Technique; Cybersquatting; Tax Credits for Historic Preservation;
CASE BY CASE: Joint Bank Accounts; Lost Healthcare Coverage
-
Summer,
2002 Topics: Estate Planning with the Family limited Partnership;
Clickwrap Agreements; Fair Labor Standards Act; Starting a Business?
Get an EIN; Landlords and Credit Checks; Case by Case.
- Winter
2002 Topics: Small Businesses and Job Discrimination, Case
by Case: Baseball bat injury,saving for
college can be an estate planning tool, Less paperwork for employees,
Landlords, Tenants, and satellite dishes; Freelancers' articles
are not free.
- Fall
2001 Topics: Federal Tax Relief; Case by Case: On-call duty;
Guidance Counselor Liability; To Compete or Not to Compete;Beware
of Identity Theft;Towns vs. Towers; (Over)regulation of Wetlands
- Summer
2001 Topics: What is Intellectual Property?, Case by Case:
Homeowners are covered, Golf win!, Employee or Independent Contractor?;
Websites and Jurisdiction; Estate Planning: New Rules for IRA
Withdrawals; Tax Treatment of Vacation Homes.
- Spring
2001 Topics
- Winter
2001 Topics
- Fall
2000 Topics
- 1998-2000
Archives: Report from Counsel
- Spring
1999 Topics
- Wills & Trusts
Seminars
- Legal
News
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REAL
ESTATE ROUNDUP
Final
Rules on Capital Gains
The Internal
Revenue Service has issued its final rules on the capital gains
tax exclusion that is available on the sale of a taxpayer's principal
residence. A taxpayer may exclude up to $250,000 from the sale
of a principal residence, and the exclusion doubles to $500,000
for married taxpayers. However, the taxpayer must have owned
and used the property as a principal residence for a total of
at least two of the five years before the residence is sold.
The final rules
focus on the part of the Internal Revenue Code that allows a
taxpayer who fails to meet the above condition to still have
an exclusion in a reduced amount. There are three grounds for
claiming a reduced exclusion: change in employment, health, and
unforeseen circumstances. For each of these grounds, the regulations
provide a general definition and one or more "safe harbors"--specific
reasons for the sale of the residence. If the safe harbor for
a particular ground applies, a sale (or exchange) is deemed to
be "by reason of" that ground. If no safe harbor applies, the
taxpayer still can claim one of the grounds on the basis of all
of the surrounding facts and circumstances.
For example,
the safe harbor for claiming a reduced exclusion because of a
change in employment applies when the new place of employment
is at least 50 miles farther from the residence that was sold
than was the former place of employment. As for health, the safe
harbor that smooths the way for the reduced exclusion is a physician's
recommendation of a change of residence for reasons of health.
A sale or exchange of a residence due to unforeseen circumstances
refers to the occurrence of an event that the taxpayer could
not reasonably have anticipated before purchasing and occupying
the residence. Simply wanting to move to a preferred home or
moving due to improved financial circumstances does not qualify.
The specific events that make up the safe harbor for this ground
include, among other things, such circumstances as death, divorce,
natural or man-made disasters affecting the house, and even multiple
births from a single pregnancy.
Town Cannot
Zone Out Synagogues
Two small Jewish
congregations leased second-floor space in a bank building in
the business district of a small town. Under the town's zoning
ordinance, churches and synagogues were allowed in only one of
the town's eight zoning districts. Unfortunately for the congregations,
their location was not in that district. When the town tried
to direct the congregations out of the business district and
into the one district where synagogues were allowed, the worshipers
objected. They maintained that there was no suitable location
in that district and that such a move was not practical or convenient
for the many members who had to walk to services.
When the dispute
eventually reached federal court, the congregations ultimately
prevailed on a claim brought under the federal Religious Land
Use and Institutionalized Persons Act (RLUIPA). Essentially,
that law prohibits a governmental entity from implementing a
land-use regulation in a manner that treats a religious assembly
or institution less favorably than a nonreligious assembly or
institution. The town's ordinance ran afoul of the RLUIPA because
it permitted private clubs, social clubs, and lodges in the same
business district in which it banned churches and synagogues.
The town argued
that it was reasonable to keep houses of worship out of the business
district because they eroded the tax base and reduced the vitality
of the retail areas. The court agreed with the congregations'
response that the places of worship were no more of a drag on
business than the clubs and lodges that were allowed in the business
district. In fact, there was evidence that members of the congregations
regularly stimulated the local economy as they patronized shops
on the way to and from the synagogues. There was no comparable
stimulus from members of private clubs, who gathered less often
and sometimes during nonbusiness hours. All that was left to
explain the town's treatment of the congregations, as compared
to the town's treatment of the congregations' secular counterparts,
was the religious nature of their activities. It was just such
discrimination that Congress meant to prohibit when it enacted
the RLUIPA.
Handicapped-Accessible
Apartments
In its role
as enforcer of the Fair Housing Act (FHA), the U.S. Department
of Justice sued the developer of, and architects for, two apartment
complexes. The government won an injunction against any further
construction and occupancy of the apartment buildings.
Among the detailed
requirements in the FHA for accessibility for the disabled is
a requirement that "common areas" for multifamily dwellings be
readily accessible to and usable by handicapped persons. In the
case under consideration, the focus was on the landing area shared
by two ground-floor apartments in each complex. The front door
for each of the apartments was located there, but it was not
handicapped accessible because the landing could only be reached
by descending stairs. The apartments also had a rear entrance
from the apartments' patios that was handicapped accessible,
but it was located farther from the parking lot.
The defendants
argued that the FHA only requires that there be at least one
accessible route into and out of each apartment, and that the
patio entrance for each ground-floor unit met that requirement.
The federal court disagreed. All it took to make the landing
area a "common area" was that it was shared by at least two units,
and that was so in the case before the court. It was beside the
point that there was a separate, back-door access for the disabled.
The FHA clearly mandates that the common area, which in this
case was at the front-door entrance to the apartments, be handicapped
accessible.
The court indicated
that the public's strong interest in eradicating housing discrimination
against the disabled outweighed the developer's plea that the
injunction translated into substantial financial losses each
month. The government also pointed out that the developer chose
to proceed at its own peril with construction and leasing after
being warned that the design violated the FHA. This case offers
an object lesson in the importance of being in compliance with
FHA requirements before breaking ground on a construction
project.
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PREGNANCY
DISCRIMINATION AT WORK
In 1978, Congress
amended the Civil Rights Act of 1964 to include a more specific
prohibition on pregnancy-related discrimination. Ever since then,
it has been unlawful for employers having 15 or more employees
to discriminate on the basis of pregnancy, childbirth, and related
medical conditions.
The most clear-cut
forms of pregnancy discrimination occur when an employer refuses
to hire an applicant because she is pregnant or fires an existing
employee because she becomes pregnant. But there are more subtle,
but no less prohibited, forms of pregnancy discrimination, such
as in the areas of accrual and crediting of seniority, compensation,
leave from work, health insurance, and other fringe benefits.
Although pregnancy is in many ways a unique condition, a rule
of thumb for employers is that they may not treat pregnant employees
adversely as compared with employees having comparable temporary
medical conditions.
If, because
of her pregnancy, an employee is temporarily unable to work,
she must be treated like any other temporarily disabled employee.
This standard does not render an employer powerless to require
anything of the employee, but the approach must be even-handed.
For example, if the employer normally requires a doctor's statement
verifying an inability to work, the same can be required of a
pregnant employee.
If the employer
has a policy allowing temporarily disabled workers to ease back
into work with modified tasks or different assignments, similar
flexibility must be shown to the pregnant worker. If an employer
generally holds open a job for a certain period of time for someone
out on sick leave or disability leave, a pregnant employee is
entitled to such treatment, no more or less.
Ironclad rules
are more likely to expose companies to liability under the federal
discrimination law. A rule requiring a pregnant employee on leave
to stay on leave until the baby is born, regardless of whether
she may have recovered from the condition related to the pregnancy,
invites a lawsuit. Employers also cannot have a policy that prohibits
an employee from returning to work for a predetermined time period
after giving birth.
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MINIMIZE
YOUR RISK OF IDENTITY THEFT
Whether we
like it or not, identity thieves are resourceful. Their methods
are as varied as the ways in which consumers need to use some
form of identification to initiate and complete transactions.
It can all be confusing and intimidating, but consumers need
not feel helpless against the expanding threat of identity theft.
For most of the tactics used by the bad guys, there are countermeasures
for consumers. These measures cannot completely insure that a
consumer's identity is safe, but the odds of becoming a victim
decline with each protective step taken. What follows is a nonexhaustive
collection of safeguards you can put in place to lower the chances
that a stranger will do you harm, even as he adds the insult
of pretending to be you.
In the
Short Term
* Obtain, review,
and insure the accuracy of your credit report from each of the
three major credit bureaus. These reports have information on
where you work and live, your credit accounts, how you pay your
bills, and whether you have been sued or arrested or have filed
for bankruptcy.
* Use random
passwords on your credit card, bank, and telephone accounts rather
than birthdays, initials, or other obvious passwords.
* Make sure
that the personal information in your home is secure, especially
when you have roommates, employ outside workers, or have service
and repair work done in your home.
* Look into
security procedures for personal information at work. You should
be able to find out who can access your information, how your
records are kept secure, and what the employer's procedures are
for the disposal of records.
Good Habits
to Acquire
* Unless you
initiated the contact or you know to a certainty whom you are
communicating with, do not give out personal information over
the telephone, through the mail, or over the Internet. Before
sharing information with an organization, use a website or telephone
directory to check on its legitimacy.
* Remove your
regular mail as promptly as possible from your mailbox before
a would-be identity thief beats you to it. For outgoing mail,
put it into a collection box rather than leaving it to be picked
up from your mailbox. Let the Postal Service hold your mail if
you are going to be away.
* Yes, it may
sound like overkill at home, but it still makes sense to shred
or tear up all those discarded charge receipts and similar papers
with personal information. There are people out there more than
willing to go through your garbage if it means they get to use
your credit cards.
* Travel light,
financially speaking. Carry only such identifying information,
or credit and debit cards, as you will actually need.
* Stay on top
of the timing of your credit card bills. A late or missing bill
may be a sign that a thief already has taken over your account.
* Approach
promotional contacts with a healthy skepticism. Phony offers
are too often successful in getting personal information straight
from the victim himself.
* Secure your
Social Security number. Keep the card itself in a safe place,
not on your person. Ask questions and be satisfied by the answers
if any person or business asks for your number. There are some
legitimate reasons for giving out your number, but it is not
a good enough reason when a business simply wants your number
as part of its standard recordkeeping.
Cyber
Danger
Computers have
their own unique set of threats to the security of your identity,
but there is good advice for the wary here, too. Update virus
protection software regularly. Do not download files or click
on hyperlinks coming from strangers. Use a secure browser and
a firewall program, especially if you use a high-speed Internet
connection. Avoid storing financial information on a laptop but,
if you must, use a strong, random password, do not use an automatic
log-in feature, and always log off when you are finished.
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MORE
BUSINESSES ELIGIBLE FOR C-EZ
The Internal
Revenue Service introduced Schedule C-EZ, a simplified expense
form, for use by small businesses preparing Form 1040. The IRS
recently announced that it will expand the number of small businesses
eligible to use the form by 15%, or about 500,000 businesses,
beginning with tax year 2004.
The greater
availability of Schedule C-EZ will be accomplished by doubling
the business expense threshold for businesses that can use the
form from $2,500 to $5,000. This change could save as much as
five million hours of paperwork for small business taxpayers.
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BUSINESS
LIABLE FOR NOT INVESTIGATING CREDIT COMPLAINT
Four years
after Edward opened a credit card account with one of the major
credit card companies, he married Linda. Linda became an authorized
user of the card, but she was not, as the credit card company
would later claim, a co-applicant for the card. Some years later,
without telling Linda, Edward filed for bankruptcy. The credit
card company took Edward's name off of the account and notified
Linda that she was responsible for the balance on the account,
which amounted to many thousands of dollars. After she learned
about Edward's secretive bankruptcy, Linda left Edward. But when
she tried to buy a condominium on her own, she could not qualify
for a mortgage because of the big credit card debt that showed
up on her credit record.
Linda's efforts
to free herself from the effects of Edward's overspending began
by getting copies of her credit reports from all three major
credit reporting agencies. These reports confirmed her worst
fears, showing her as being legally responsible for the credit
card balance. Linda notified the reporting agencies that she
disputed the fact that she was obligated on the account, and
the agencies informed the credit card company of Linda's position.
In response
to learning that Linda was challenging her responsibility for
the debt, the credit card company was required by the federal
Fair Credit Reporting Act to conduct an "investigation" regarding
the disputed information. The nature and extent of that investigative
duty became the focus of Linda's lawsuit under the Act. She filed
suit when the company continued to maintain that Linda was responsible
for the debt, thereby leaving in place the black cloud over her
credit picture.
Linda won her
case, with an award of damages for good measure. The credit card
company had not satisfied its duty to investigate. After hearing
from the credit reporting agencies, the company simply confirmed
that the disputed information provided by the agencies matched
the account information in its computer system. This cursory
review was no "investigation." Federal law required the creditor
to look beyond the bare information in its customer information
system, such as by consulting underlying documents. In this case,
the most important document would have been the credit card application
submitted by Edward. As it happened, the company had lost the
application, but that did not get it off the hook. Had the company
done enough to discover that the key document was missing, it
at least could have informed the credit reporting agencies that
there was no conclusive proof that Linda was responsible for
the credit card debt
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FDIC
INSURANCE FOR REVOCABLE TRUSTS
In 2004, the
Federal Deposit Insurance Corporation (FDIC) put in place new
rules for insurance coverage of living trust accounts in FDIC-insured
institutions. A living trust, sometimes called a family trust,
is a formal revocable trust. Its owner specifies who will receive
the trust assets when the owner dies. During his or her lifetime,
the owner, also known as a grantor or settlor, maintains control
of the trust assets and has the power to make changes in the
trust.
The owner of
a living trust account is insured up to $100,000 per beneficiary
if each of the following three requirements is met:
(1) The beneficiary
must be the owner's spouse, child, grandchild, parent, or sibling.
Not every relative qualifies. For example, cousins, nieces, and
nephews do not qualify, but stepparents, stepchildren, and adopted
children do.
(2) The beneficiary
must become entitled to his or her interest in the trust when
the owner dies. FDIC insurance coverage would be based on the
beneficiaries who satisfy this requirement as of the time when
a bank fails.
(3) The title
of the account at the bank must indicate, with terms such as "living
trust" or "family trust," that the account is held by a trust.
While insurance
coverage is based on the actual interests of each beneficiary,
the FDIC will assume that the beneficiaries have equal interests
in the trust account unless the trust states otherwise. By way
of a simple example, if a father has a living trust leaving all
of the trust assets equally to his three children, the account
would be insured up to $300,000. The total coverage consists
of $100,000 for each of the three qualifying beneficiaries, who
would become owners of the trust when their father dies.
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