If you have no one to hold responsible, just be honest. Tell your future spouse that you intend to be open, fair, and honest, and fact that you will be revealing all your assets is a sign of trust. Assure your intended that he or she will be protected during negotiation procedure and in prenuptial agreement, and stress that document is something you feel is necessary and wise before you get married. The most important thing is to discuss it earlier instead of later, so that degree of pressure before wedding is mitigated.

Couples do not usually break engagements because of disputes over prenuptial agreements. In almost every instance, agreement is signed and parties are married. It is also completely appropriate to state that you will not get married without a prenuptial agreement; case law has indicated that this will not invalidate an agreement if made before wedding.

The best way to avoid charges of duress or coercion is to tell your future spouse early on that you want prenuptial agreement. Sometimes, such documents are signed shortly before wedding, but have been subject of negotiation for months. A well-drafted agreement will recite fact that, even though it was signed shortly before or on wedding date, negotiations began much earlier. It is for clauses like this that you consult experts.

Eventually, a prenuptial agreement will be fashioned so that you and your future spouse both accept it. The terms may not be what you initially envisioned and may not be what your intended would want. But that is nature of compromise.

Note that Legal Helper Corp. provides an easy-to-use, quick, and economical online method for creating Prenuptial Agreement (Premarital). - http://www.legalhelpmate.com/prenuptial-agreement.aspx

Jeffrey Broobin is a free-lance writer on family and finance issues; his main goal is to help people during their complicated period of life.

For instance, in New York Labor Law mandates proper notice of employee termination and benefits termination. An employer failing to follow Labor Laws is penalized under Labor Law 198, in addition to ordinary costs lost by employee he must pay a reasonable sum for expenses which may be taxed as costs are allowed by court. Furthermore, in any action instituted upon a wage claim by an employee which employee prevails, court is required to allow such employee reasonable attorneys' fees, Labor Law 198(1-a), and upon finding that employer's failure to pay wage specified by statute was willful, an additional amount as liquidated damages equal to twenty-five percent of total amount of wages due is also paid to employee. Labor Law 198(1-a). Case law holds an award of liquidated damages to employees proper where employer knowingly, deliberately and voluntarily disregarded its obligation under Labor Law to pay employees' commissions, which would be deemed "willful" failure to pay wages. P & L Group, Inc. v Garfinkel (1989, 2d Dept) 150 AD2d 663, 541 NYS2d 535.

So, don't despair if your employer gives you a hard time when your fired--there are laws requiring him to pay your wages and your Employee Handbook and Offer of Employment Letter also can be used as valid contracts to support your position for wages.

This article is certainly not all inclusive and is intended only as a brief explanation of legal issue presented. Not all cases are alike and it is strongly recommended that you consult an attorney if you have any questions with respect to any legal matters.

Any questions and/or comments with respect to this topic or any other topic, contact:

http://www.appellate-brief.com

Law Offices of Susan Chana Lask 853 Broadway, Suite 1516 New York, NY 10003 (212) 358-5762

Susan Chana Lask, Esq. c 2004