Monthly Archives: March 2024

Top Questions Concerning Child Support and Military Personnel
California Divorce, Child Custody, Child Support

Top Questions Concerning Child Support and Military Personnel

Child support is a critical aspect of Family Law. Thousands of military personnel and their families reside in California, so it is essential to understand how child support orders affect service members and their families in the state. Certified Family Law Specialist Judy L. Burger addresses some of the most common questions concerning child support and military personnel.

Child Support and the Military FAQ

Every situation is different, so you need to consult with Family Law Attorney Judy Burger when questions or issues arise about child support and service members. Here are some basics to know about child support and military personnel.

  1. How is child support calculated for military personnel?

In California, child support is calculated based on several factors, including each parent’s income, time spent with the child, and other expenses. However, there are additional considerations for service members, including allowances and special pay, like Basic Allowance for Housing (BAH), hazardous duty pay, sea pay, and more. Although some of these forms of pay are non-taxable, California law includes them all when calculating child support.

  1. Can military personnel be ordered to pay child support even if they are stationed overseas?

Yes. The Servicemembers Civil Relief Act (SCRA) protects active-duty military personnel from legal action, including child support proceedings, while on active duty. However, this protection does not apply to service members who are not on active duty or who are in arrears in their child support payments.

  1. Can military personnel be held in contempt of court for failure to pay child support?

Yes. Failure to pay child support can result in serious consequences, including fines, imprisonment, and loss of security clearance. It is essential to keep up with child support payments, even if stationed overseas or on active duty.

  1. Can military personnel modify child support orders?

Yes, military personnel can modify support orders based on a change in circumstances, such as a change in income or a change in the custody arrangement. However, it is essential to follow the proper legal procedures for modifying support orders to avoid potential legal consequences. The Family Court generally grants expedited hearings for service members who receive deployment orders and need to address child support or custody order modifications.

  1. What happens to child support payments if service members are deployed or transferred?

If soldiers, sailors, airmen, or marines are deployed or transferred, child support payments must continue to be made. However, there are legal provisions that allow for modifications to child support orders in these circumstances. It is crucial to contact experienced Family Law Attorney Judy Burger to help you navigate the legal process.

Get Help from a California Child Support Lawyer

Child support can be a complicated issue, especially for military families. It is essential to understand the legal requirements and protections afforded to military personnel. California Family Code §3047 provides guidance for many issues that can arise when a military service member faces mobilization, deployment, or a temporary assignment that takes them outside the state or country and causes complications with following court-ordered support or custody agreements.

Attorney Judy Burger can provide guidance and support to ensure that child support obligations are met and that the best interests of the child are protected. Child custody and support issues are already challenging, and the pressure of unexpected changes due to military service adds even more complexity. Get the help you need in California from The Law Offices of Judy L. Burger. We have eight offices to serve you.

Penalties for False Child Abuse Allegations
Child Custody, Domestic Violence

Penalties for False Child Abuse Allegations

When child abuse allegations are made, it is crucial to take them seriously and investigate them thoroughly. The welfare of the child is paramount, and if the allegations are true, the offender should be held accountable. However, when false allegations are made, the consequences can be severe for everyone involved.

Certified Family Law Specialist Judy L. Burger explains more about the potential penalties for false child abuse allegations in California to prevent false accusations and protect the rights of all parties involved.

False Allegations of Child Abuse in California

False allegations of child abuse are taken seriously in California. It is considered a form of child abuse and can result in serious consequences for the accuser. False allegations can be made intentionally or unintentionally, and they can be made for many reasons, including:

  • To gain an advantage in a child custody battle
  • To get revenge on a spouse or partner
  • To deflect attention away from the accuser’s own misconduct
  • To seek attention or sympathy from others

None of these reasons are sufficient grounds for these actions.

California Family Code Division 8, Chapter 1, Section 3027.5. Sexual abuse of child; report or treatment; limitations on custody or visitation, paragraph b states:

“The court may order supervised visitation or limit a parent’s custody or visitation if the court finds substantial evidence that the parent, with the intent to interfere with the other parent’s lawful contact with the child, made a report of child sexual abuse, during a child custody proceeding or at any other time, that the reporting parent knew was false at the time it was made. A limitation of custody or visitation, including an order for supervised visitation, pursuant to this subdivision, or a statute regarding the making of a false child abuse report, shall be imposed only after the court has determined that the limitation is necessary to protect the health, safety, and welfare of the child. The court has considered the state’s policy of ensuring that children have frequent and continuing contact with both parents as declared in subdivision (b) of Section 3020.”

Penalties for False Child Abuse Allegations in California

False allegations of child abuse can result in severe legal consequences for the accuser. The penalties in California include:

  1. Criminal Charges: Making false accusations of child abuse is a crime in California under State Penal Code § 11172. If found guilty, the accuser can be charged with a misdemeanor or a felony, depending on the severity. The penalties can include jail time and fines.
  2. Civil Penalties: False allegations of child abuse can also result in civil penalties. The accused can file a civil lawsuit against the accuser for defamation, emotional distress, and other damages. If found guilty, the accuser may have to pay substantial damages.
  3. Loss of Custody: False allegations of child abuse can also result in the loss of custody of the child. If the court determines that the allegations were made with the intent to harm or deceive, the accuser can lose custody of the child and may even have their parental rights terminated.
  4. Criminal Record: If the accuser is convicted of making false allegations of child abuse, they will have a criminal record. This can make it challenging to find employment and housing and can also impact their ability to obtain custody of their children in the future.

Protecting the Welfare of Children

It is crucial to protect the welfare of the child in all cases of child abuse, whether the allegations are true or false. False allegations can harm everyone involved, including the accused, the accuser, and the child. Investigating all allegations thoroughly and taking appropriate legal action, if necessary, is essential.

If you or someone you know is facing false allegations of child abuse, it is crucial to seek legal guidance from a Certified Family Law Specialist to protect your rights and your child’s welfare. Attorney Judy Burger can provide the guidance and support you need to navigate this challenging situation and protect your family’s best interests. Contact us today to schedule a consultation.

Can a Restraining Order in California Prevent Me From Getting a Job?
Domestic Violence, Restraining Order, Restraining Order

Can a Restraining Order in California Prevent Me From Getting a Job?

A restraining order is a legal order that prohibits a person from contacting or coming close to another person. In California, restraining orders can be obtained by individuals who have experienced domestic violence, harassment, stalking, or other forms of abuse. While a restraining order can provide much-needed protection, it can also have significant consequences.

Can a restraining order in California prevent me from getting a job? Certified Family Law Specialist Judy L. Burger addresses this important question.

Restraining Orders and Employment Background Checks

Under the California Fair Chance Act of 2018 (recently modified), employers are prohibited from inquiring about criminal history information or disseminating it in any form or manner before making a conditional job offer, including through background checks, internet searches, or other means.

However, the California Fair Chance Act Overview FAQ states:

“After offering you a job, employers are allowed to conduct a criminal history check, but the law requires an individualized assessment about your conviction history. That means that an employer can’t take back the job offer without considering the nature and gravity of the criminal history, the time that has passed since the conviction, and the nature of the job you are seeking. If the employer decides to take back the job offer based on your criminal history, they must tell you so in writing, provide a copy of any conviction history report they relied on, and give you at least five business days to respond.”

When an employer conducts a background check and discovers that you have a restraining order against you, it can impact your ability to get a job. Potential employers may view these orders as a red flag, indicating that you may have a history of violence or harassment. As a result, the employer may choose not to hire you, even if you are otherwise qualified for the job.

It is worth noting that under California law, employers cannot discriminate against employees or job applicants based on their status as victims of domestic violence, sexual assault, or stalking. This means that an employer cannot refuse to hire you simply because you have an order of protection against someone else.

Types of Restraining Orders

In California, there are four types of restraining orders that a person can obtain:

  1. Domestic Violence 
  2. Civil Harassment 
  3. Elder or Dependent Adult Abuse 
  4. Workplace Violence 

Of these types of restraining orders, only a workplace violence restraining order is specifically related to employment. An employer obtains a workplace violence restraining order against an employee or former employee who has threatened violence or caused harm in the workplace. If an employer obtains a workplace violence restraining order against an employee, it can seriously impact the employee’s ability to find employment in the future.

What to Do If You Have a Restraining Order

If you have a restraining order against you in California, it is important to understand how it can impact your ability to get a job. While a restraining order may not prevent you from being hired in all cases, it can be a factor employers consider when hiring.

If you have a restraining order against you, it is important to be sure that a potential employer is following the law when considering you for employment. Be upfront with potential employers about your situation and seek legal advice if you believe you are unfairly discriminated against during the application or hiring process.

CA Family Law Attorney Judy L. Burger can explain more about restraining orders, how they work, what to do if you need one or have one, how to have one modified or removed, and more in a confidential consultation. Contact our office at one of the eight locations nearest you.

 

Jointly-Owned Businesses and Divorce
California Divorce, Property Division

Jointly-Owned Businesses and Divorce

When a couple decides to end their marriage, one of the most complex issues that they may face is the division of property. This can be especially difficult when the couple owns a business together. Jointly-owned businesses in California add another layer of complexity to the divorce process. What are your options for keeping or dividing the business? How does California law impact these decisions?

Certified Family Law Specialist Judy L. Burger discusses the specific considerations that need to be taken into account during a divorce involving a jointly-owned business.

Community Property Laws in California

California is a community property state, which means that any assets acquired during the marriage are presumed community property and if found to be community property, must be divided equally between the spouses in the event of a divorce. This includes any businesses that the couple owns jointly. In California, the ownership of a business is determined by both the legal and economic interests of each party.

Legal Interest vs. Economic Interest

Legal interest refers to the ownership interest that is reflected in the legal documents of the business. Economic interest refers to the actual value of the business. In some cases, these interests may not be equal. For example, one spouse may have a greater legal interest in the business. Still, the other spouse may have contributed more to the business and may have a greater economic interest.

Valuing Jointly-Owned Businesses

In order to divide the business equally, it is important to determine the value of the business accurately. This can be a complex process and may require the assistance of a business appraiser or accountant. The appraiser will take into account the assets and liabilities of the business, as well as any future earnings potential.

Options for Dividing the Business

Once the value of jointly-owned businesses has been determined, there are several options for dividing it. One spouse may buy out the other spouse’s interest in the business. This can be done by paying the other spouse their share of the business in cash or by exchanging other assets of equal value. Another option is for the spouses to continue to co-own the business. This can be a difficult option, as it requires the spouses to continue to work together, despite the end of their marriage.

Protecting the Business

In some cases, it may be possible to protect the business from being divided during a divorce. This can be done through a prenuptial or postnuptial agreement that outlines how the business will be treated in the event of a divorce. It is important to consult with an experienced Family Law Attorney like Judy Burger to ensure that any agreements are legally enforceable.

Get Help from a Seasoned CA Family Law Attorney

Divorce can be a difficult and emotional process, especially when it involves a jointly-owned business. It is important to work with a seasoned family law attorney who can help you navigate the complexities of dividing a business during a divorce. Ending a marriage and severing a business relationship at the same time requires keen wisdom in human relationships as well as an encyclopedic knowledge of the law.

Judy Burger is a Certified Family Law Specialist who can guide you through the rocky shoals of divorce and help you with property division concerns over a jointly-owned business. She has solid working relationships with various professionals who can help her protect your interests and ensure that your rights are protected. These accountants, appraisers, business attorneys, real estate brokers, and other professionals work with her to help you get the most from any business division of property due to divorce.

Contact The Law Offices of Judy L. Burger today to learn more and schedule a consultation.