Posts Tagged ‘ Pleading Ignorance ’
What You Should Know About Drug Studies
November 19th, 2009. By Kristine B
In light of the recent release of the results from the ARBITER 6-HALTS trial regarding Zetia and Niaspan, there may be questions about what drug studies are and why they are important. This week, Pleading Ignorance examines drug studies: what they do, what they don’t do and what you should know about them.
Drug Studies: What They Do (Timing is Everything)
The names of the drug studies are impressive, aren’t they? Names like 
ARIBITER 6-HALTS, ENHANCE, RECORD and so on. The fancy thing is that all the letters in the names mean something (an acronym!)—but no one ever remembers what the heck they mean, save of course the folks conducting the test. So the catchy name is fine for the rest of us. (By the way, ARBITER 6 HALTS stands for “Arterial Biology for the Investigation of the Treatment Effects of Reducing Cholesterol 6–HDL and LDL Treatment Strategies“—say that fast 6 times). Once you’re beyond the name though, it’s important to know at what point in time the study is being done—after all, the studies are designed to show something. The timing in which the drug is tested will clue you in to what information the researchers are looking for.
Drug studies that are done before the drug is approved by the FDA (known as clinical trials), are done to prove…
- that a new drug is at least as effective as an older drug
- that the new drug is more effective than just standard therapy alone, or
- that the benefits of the new drug outweigh the risks (see, they’re watching out for you!)
If the studies are done after the drug is approved, they may be done to…
4 Fees To Spoil Your Christmas
November 11th, 2009. By Kristine B
aka, How the Financial Grinches Stole Christmas…
Christmas is just around the corner. How do I know? Because one of my oh-so-thoughtful Facebook friends has already started the Christmas countdown. And, like so many people out there, my concern is with affording Christmas, especially given all the traps and fees associated with bank accounts, credit cards, prepaid debit cards and payday loans. So, to help sort things out, Pleading Ignorance is looking at the top four fees that are likely to have an impact on you this holiday season.
Why are we so concerned about fees? Well, people have complained to us over and over again that they had no idea these various fees could be charged (they’re called “hidden fees” because you’re not necessarily aware of them—like it’s some sort of game). So, while you’re out buying that super-duper, fancy-schmancy toy-thing that your child has always wanted and just can’t live without, you may find that in addition to the $50 price on the toy, you may be paying some very steep fees. That’s how the financial grinches can steal your Christmas. Here’s what they’ve got in their bag of tricks this season, and what you need to look out for… 
1. Bank Overdraft Fees
I’ve already discussed this, but it bears repeating. Yes, some of the banks have agreed to change their overdraft fee policies. Yes, lawmakers are looking to rein banks in (although when we look at all the good it’s doing with credit cards, we have to wonder if it’s worth the effort).
The banks are being accused of automatically enrolling customers in overdraft protection, not telling them about that protection and then charging a fee for that protection (cue ominous laugh here). Even more terrible, they’re accused of reordering transactions to get the highest number of overdraft fees; processing debits before credits so that customers are forced into
Right To Work vs. Employment at Will: what’s the difference?
October 28th, 2009. By Kristine B
Lately, I’ve been researching state employment laws (for the record, I do have a life). And I’ve come across a lot of people who are confused “right to work” and “employment at will.” Can’t say I blame them. So, this week Pleading Ignorance is setting the record straight about…
The difference between ”right to work” and “employment at will”
Both “right to work” and “employment at will” are, obviously, employment terms. One has to do with hiring employees (hopefully you) the other has to do with firing employees (hopefully not you).
Right to Work 
“Right to work” laws govern hiring of employees. In a nutshell, “right to work” means that a person has the right to work for a company without being required to either join a union or financially support a union. Basically, if you live in a “right to work” state, joining a union, or paying union dues, can’t be a condition of your employment.
Even in “right to work” states, unions can still legally operate. In fact, they may even still represent all employees in grievances and negotiations. However, they can’t force a person to join the union or pay union dues if the person doesn’t want to.
Now, there are arguments both for and against “right to work” laws. The short version is that
Overtime Pay Part 2: Revenge of the Administrative Assistants
October 18th, 2009. By Kristine B
Okay, so it may sound like a really bad, B movie. But the truth of the matter is that a lot of people are not getting their overtime pay because they have the words “managerial,” “administrative,” or “executive” in their job title. But those titles alone don’t make a person exempt from overtime. So for Pleading Ignorance this week, we’re looking at the ins and outs of exemption from overtime pay.
To refresh your memory, last week we looked at the three questions that you must answer “Yes” to in order to be considered exempt from overtime pay—meaning if you answer ALL 3 questions with a “yes”, you are not entitled to overtime pay.
The first question is pretty straightforward…
1. Do you make at least $23,600 per year (or $455 per week)?
If “No,” then you are eligible for overtime pay and you needn’t go further. But, if you answer ”Yes,” then move on to the next question…
2. Are you paid salary? 
To be exempt from overtime pay, you MUST be on salary. Employees who are paid an hourly rate are eligible for overtime pay. Fair enough. However, just because you are paid salary doesn’t mean you don’t qualify to get the extra bucks if you work extra hours. Remember, you must have answered “Yes” to all three questions, not just the one about the salary.
The first two questions are pretty no-brainer—but the third question is where things get screwy because it can appear to have a lot of gray areas. But in reality, it’s pretty straightforward as well…
3. Are your main job duties administrative, professional or executive?
Overtime Pay: How do I Know if my Employer Owes me Money?
October 5th, 2009. By Kristine B
Yeah, it sounds like a bad Whitney Houston flashback…”How will I know if he…” Whoa there—back on topic. Overtime pay? Good question. So that’s the focus of this week’s Pleading Ignorance.
If you’ve opened a newspaper lately—or looked at virtually any news website including our own recent post on 61 companies with OT pay issues—you’ll know one of the major issues in US courts right now is Overtime Pay—or more aptly, missing overtime pay from a lot of folks’ paychecks. What you might not have known is that overtime laws in the US are not as clear-cut as many people think. In fact, if you’re not getting overtime pay there’s still a chance you should be. How’s that? Read on…
Overtime in a Nutshell
Basically, overtime occurs when a person works more than a set amount of time either daily (over 8 hours in a day), or weekly (over 40 hours in a week). Overtime is regulated by the Fair Labor Standards Act (FLSA) and by state laws. When both the state and the FLSA cover overtime, employers must go with whichever one holds the employer to the highest standards—essentially meaning whichever one provides the most pay to the employee (that’s good news for the employee).
When an employee works more than 8 hours in a day or 40 hours in a week—and let’s be honest, who hasn’t worked that much at some point—the employee is supposed to get 1.5 times her regular wage (that’s the “time and a half” everyone’s always talking about).
So, let’s say an employee makes $10 an hour and works 44 hours in a week. The employee should be paid $10 for the first 40 hours and $15 for the additional 4 hours.
Seems straightforward, no? But it’s not, because not everyone is eligible for overtime pay and that is where things can get kind of tricky, to put it mildly.
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