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J Andrews
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What we do at Andrews Law.
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Arizona Peak Accident Statistics

PEAK MONTH FOR ALL CRASHES --OCTOBER
PEAK DAY FOR ALL CRASHES --FRIDAY
PEAK HOUR FOR ALL CRASHES -- 5 PM - 6 PM
PEAK MONTH FOR FATAL CRASHES -- MAY
PEAK DAY FOR FATAL CRASHES -- SATURDAY
PEAK DATE FOR ALL CRASHES IN 2013 -- NOVEMBER 22ND (737 CRASHES)
PEAK DATE FOR FATAL CRASHES IN 2013 -- FEBRUARY 2ND AND MARCH 31ST (8 CRASHES)
PEAK HOUR FOR ALCOHOL RELATED CRASHES -- 2 AM - 3 AM
PEAK DAY FOR MOTORCYCLE CRASHES -- SATURDAY
PEAK HOUR FOR FATAL MOTORCYCLE CRASHES -- 5 PM - 6 PM

At Andrews Law, PLC we help you recover what you are due whether it is an a car accident, slip and fall or another injury caused by someone's negligence.  For a free consultation, contact us at 480.237.9756 or at andrewslawplc.com. 

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Please visit our facebook page at facebook.com/andrewslawplc.  We post interesting articles related to the law and life daily that you may find interesting.  

While we are working diligently on our clients injury, accident, real estate and business matters, we also come across a lot of interesting information that we like to share.  

Please like us on Facebook and stay tuned. 

Hablamos Espanol.
Parlons Francais.

www.andrewslawplc.com
480-237-9756

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Arizona law says that an easement is not void for lack of a sufficient description, so long as the servient estate is sufficiently described.  So there is no requirement that a “legal description” based on a surveyor’s report be used.  

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In most cases, workers compensation is the only remedy against an employer that has workers’ compensation insurance. But, if an employee has rejected workers’ compensation coverage prior to 
their injury or if the employer fails to post the notice advising an employee of the right to reject workers’ compensation, then the employee retains the right to pursue a civil lawsuit against the employer. 

If an employee is injured via the “willful misconduct” of the employer or a co-worker, then the injured worker has the right to file a civil lawsuit against the employer and the co-worker who 
injured them. 

Arizona statute defines willful misconduct as such: “If the injury is caused by the employer’s [or co-employee’s] willful misconduct,...
and the act causing the injury... indicates a willful disregard of the life, limb or bodily safety of employees...,” an employee may either seek workers’ compensation or bring an action against the employer for damages.  (A.R.S. § 23-1022(A) (emphasis added). Article 18, Section 8 of the Arizona Constitution contains a similar exception: “. . . if the injury is the result of an act done by the employer or a person employed by the employer knowingly and purposely with the direct object of injuring another, and the act indicates a willful disregard of the life, limb or bodily safety of employees, then such employee may... retain the right to sue the person who injured him.”)  
The statute defines “willful misconduct” as “an act done knowingly and purposely with the direct object of injuring another.”  In finding “willful misconduct,” courts have required proof of “a deliberate intent to inflict injury upon the employee,” and have held this cannot be inferred from gross negligence.
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