Yes, a nonmarital cohabitation agreement can include provisions regarding healthcare decision-making, allowing partners to designate each other as healthcare agents or provide consent for medical treatment. In the event of the termination of the relationship, each party should revisit such decision-making provisions as part of unwinding their relationship.
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Normally, no. The answer is Yes, and domestic violence convictions can be considered as “strikes” under California’s Three Strikes Law, which imposes enhanced sentences for repeat offenders if the Domestic Violence conviction involves a violent crime and criminal conviction.
Yes, protective orders issued in California can be enforced across state lines through the Full Faith and Credit provision of the Violence Against Women Act (VAWA) and under the CLETS process.
No, under California law, it is illegal for an employer to terminate or discriminate against an employee who is a victim of domestic violence. Employees have rights to job protection and reasonable accommodations.
Yes, attorneys can be present during mediation sessions to provide legal advice and support to their clients. However, the level of attorney involvement can vary depending on the preferences of the parties involved.
Mediation itself does not result in a legally binding decision. However, if the parties reach an agreement in mediation, they can choose to formalize it in a legally binding contract and seek court approval to make it enforceable through the Judgment process.
Mediators do not provide recommendations or opinions to the court. Their role as a neutral is focused on facilitating the parties’ communication and helping them reach their own agreements.
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