When you are dealing with collection agencies the first thing to understand is that not all of them are like the ones you see in the debt counseling commercials. Some are respectful of your rights under the law. Others however are the polar opposite and they will use illegal tactics to get you to pay. Basically, these tactics are the use of threats and harassment.

Collectors have to study and pass tests with their companies in many cases before they become collectors. They know the laws that they legally must adhere to as collectors and they can actually be fined for breaking the law. But they don't always follow it. Some companies and individual collectors obey the law and some don't.

By law they are required to supply you with all information in regards to your original debt.

When the collector calls you an excessive amount of time per day that is one form of harassment. This harassment can be stopped. You have protection under the law against certain abusive tactics that some collection agencies employ.

In the state of Texas, business solicitation calls can not be placed before 8 am or after 8 pm your time. That means that if a collection agency calls you before or after those hours, its harassment.

Regulations are now in abundance concerned with fire safety and efficient training procedures to ensure the wellbeing of staff members in the event of fire. The Regulatory Reform (Fire Safety) Order 2005 came into effect around two years ago and ensures that those who own and run a business must put in place efficient fire safety procedures and make provisions for effective training schemes for members of staff.

Hotels present unique fire safety issues due to their cross section of occupants and wide variety of building types. Research by the Fire Protection Association (FPA) has revealed many problems with hotel fire safety, particularly in alerting occupants in the event of a fire and in the provision of adequate escape routes. Many of these problems are associated with small and medium sized hotels rather than those forming part of large chains.

Most workers in the building trade will happily claim themselves competent in all manner of fields. Years of experience working in the industry tends to make many individuals consider themselves experts when in fact their expertise are not recognised by any official body.

In terms of scaffold training, the issue of competency become vitally important as in most countries it is now the case that when using a scaffold, a competent person must be on site to overview the work and working conditions.

Under the Regulatory Reform (Fire Safety) Order 2005, it is a legal requirement that all businesses provide 'adequate fire safety training' to all staff. Precisely what 'adequate' means depends on the nature of each business and the fire hazards contained in its buildings. Importantly, the training provided must take account of the findings of the fire risk assessment and the fire safety consultant.

Fire poses a major threat to all businesses and should be of prime importance to any managing director or boss. The consequences of a fire can be far reaching and can even leave a business in the same state as the burnt out premises; ruined. If operating in a single premises the effects can be even more devastating, hence the importance of fire risk assessment procedures are an essential component of any health and safety protocol.

On February 22, 2008, Attorney General Michael B. Mukasey announced higher civil fines against employers who violate federal immigration laws. The new rule will become effective as of March 27, 2008.

Under the Immigration and Nationality Act, employers may be fined for knowingly employing unauthorized aliens, for failing to comply with the requirements relating to employment eligibility verification forms, for wrongful discrimination on the basis of nationality or citizenship, and for immigration-related document fraud.

Attention California Employers: On January 1, 2008, the Minimum Wage rises to $8 per hour from $7.50. So, you will need to make appropriate adjustments to your payroll systems. Further, many employers also are raising their employee's wages that are above the minimum wage in order to retain them.

Other big changes effecting California Employers in 2008 are:

New I-9 Forms, employment verification forms will be required effective December 26, 2007, for all new hires.