Gainesville Drunk Driving Accident Attorney

GAINESVILLE DRUNK DRIVING ATTORNEYS

November is in full swing and many will be getting ready to celebrate the holiday season with friends, family, and a few adult beverages.  It is not uncommon to have a few drinks during a family meal or office party, but be careful, state and local law enforcement will be watching and ready to stop intoxicated drivers.  DUIs can put a real damper on the holiday spirit and cost thousands of dollars in legal fees that will really hurt your holiday budget.  Here are a few tips to help you survive without the headaches.

  1. Know your limits. Obviously, not drinking alcohol at all is the only way to avoid a DUI. If you do choose to drink, please find a designated driver who does not drink to give you a ride home.  Two glasses of wine might be ok, but body weight, temperament and tolerance always play a factor in both your Blood Alcohol Content (BAC) and your ability to safely operate a motor vehicle.
  2. Stay overnight. The best way to truly enjoy a good holiday party is to not go home. Yes, this may be an inconvenience to your family or friends, but most loved ones would rather you spend a night on their sofa than a night in jail.  If you suspect you might be drinking at a party, bring a change of clothes or an overnight bag just in case.
  3. Know your rights. If you choose to ignore all the good advice up to this point and find yourself pulled over by Law Enforcement after you have been drinking, be familiar with your state and local laws. Do not say anything to the officer that you might regret and contact an attorney immediately.  The Law Offices of Massey & Duffy will be open throughout the holidays and are able to assist you with your case.  You may contact our office by phone (352) 505-8900 during our normal business hours or by email massey@352law.com, 24 hours a day.

The attorneys and staff of Massey & Duffy, PLLC want to wish you a very Happy and Safe Holiday Season!

Deposition Notice

In both Florida and Federal cases, Plaintiffs can notice depositions with certain “areas of inquiry”.  Those can be difficult to articulate, so below is a sample.  Please seek legal advise before using such a thing, such as our lawyers.  Our attorneys serve Gaiensville, Ocala, Lake City and the surrounding areas.  The following is from an employment law case, but with modification it could easily be used to help the injured or in a divorce:

1. Each and every issue raised in Plaintiff’s first set of interrogatories.

2. The answers to Plaintiff’s first set of interrogatories.

3. The current location of each and every document requested in Plaintiff’s first request to produce.

4. Any and all issues related to allegations that the Plaintiff’s work performance was good, bad, poor and/or insufficient.

5. Any and all reasons for the Plaintiff’s termination, reprimands and/or demotion.

6. The job description and job duties of the Plaintiff.

7. Each and every one of the Defendant’s affirmative defenses.

8. The Defendant’s answer to the Plaintiff’s complaint.

9. Knowledge of factual circumstances surrounding Defendant’s answer and affirmative defenses.

10. Knowledge of factual circumstances surrounding Plaintiff’s complaint.

11. The job description and job duties of any and all of the Plaintiff’s supervisors.

12. The identify of any and all persons who’s job duties are similar to that of the Plaintiff.

13. The identity of all persons similarly situated to the Plaintiff.

14. All communications between the Plaintiff and any agent, director and/or employee of the Defendant.

15. All documents written by the Defendant (or its agents, directors and/or employees) to the Plaintiff.

16. All documents and/or letters written by the Plaintiff to the Defendant (or its agents, directors and/or employees).

17. All wages, benefits, earnings, and bonuses earned by the Plaintiff during the course of employment with the Defendant.

18. All reprimands provided (either verbally or written) by the Defendant (or its agents, directos and/or employees) to the Plaintiff.

19. All job duties of the Plaintiff’s supervisor.

20. All job duties of the person whom made (or was involved in any way) the decision to terminate the Plaintiff.

21. Any and all facts regarding those documents requested in Plaintiff’s first request to produce, including the authors of said documents and the circumstances surrounding their creation.

22. All employment policies and practices of the Defendant.