Cain Hibbard | Pittsfield, Great Barrington, Williamstown Lawyers
Serving Berkshire County & Western Massachusetts
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News

November 1, 2011Posted on
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November 1, 2011Posted on
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Cain Hibbard hosts Berkshire Chamber Nite

Cain Hibbard hosts Berkshire Chamber Nite NOVEMBER 01, 2011 Cain Hibbard & Myers celebrated its newly-renovated office by hosting the Berkshire County Chamber of Commerce’s October Chamber Nite. A large turnout and delectable menu (catered by Apogee) made for a wonderful evening. As a special bonus, chamber members were treated to the magical voices of the Berkshire Children’s Chorus, an award winning chorus of local area students. Cain Hibbard supports the Berkshire Children’s Chorus, as well as several other local nonprofits that provide extraordinary educational initiatives in the arts to Berkshire County students.  
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October 24, 2011Posted on
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October 24, 2011Posted on
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Cain Hibbard Sponsors Baobob puppetry at the Mahaiwe

Cain Hibbard & Myers sponsored a performance of Baobob, a West African tale told through puppetry, performed by the Theatre Motus at the Mahaiwe in Great Barrington in October 2011. This performance, happily received by an energetic house of elementary school children from South County schools, was part of the A-HA Mahaiwe Daytime educational program. Cain Hibbard is a regular sponsor of this educational series at the Mahaiwe.
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September 15, 2011Posted on
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September 15, 2011Posted on
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Cain Hibbard & Myers “Walks a Mile” for Elizabeth Freeman Center

The men of Cain Hibbard & Myers endured rainy weather, catcalls and blisters as participants in the first “Walk A Mile in Her Shoes” held in Berkshire County. Donning pink t-shirts and high heeled shoes, these men joined with other community members to walk the mile from Pittsfield’s Park Square to Maplewood Ave. and back as part of an effort to raise awareness about all forms of gender-based violence. Funds raised from the event went to the Elizabeth Freeman Center, the county’s provider of services for survivors of domestic violence and sexual assault. Cain Hibbard is a strong supporter of the Center and its mission.
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May 11, 2011Posted on
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May 11, 2011Posted on
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Regulations impose new obligations in handling personal information and preventing identity crimes

Both the Commonwealth of Massachusetts and the federal government have issued new regulations designed to help safeguard the personal information of consumers.  The federal regulations, known as the “Red Flag Rules,” were promulgated by the Federal Trade Commission (“FTC”) in conjunction with several other agencies.  The Red Flag Rules became effective January 1, 2008, but the FTC delayed enforcement thereof until January 1, 2011 while Congress finalized legislation limiting the scope of businesses covered by the Rules.  The Red Flag Rules require financial institutions and creditors who maintain certain types of customer accounts to develop and implement programs designed to detect, prevent and mitigate identity theft.  Each program must include policies and procedures to identify and detect account activity that may signal identity theft (“Red Flags”) and to respond appropriately to these Red Flags when they are detected.  The term “creditor”, as defined in the Red Flag Program Clarification Act of 2010, means a creditor that (a) obtains or uses consumer reports in connection with a credit transaction, (b) furnishes information to consumer reporting agencies in connection with a credit transaction or (c) advances funds to or on behalf of a person, based on an obligation of the person to...
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April 22, 2011Posted on
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April 22, 2011Posted on
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Cain Hibbard & Myers underwrites logo contest for Berkshire Hills Fund for Excellence

Second-grader Jackson Blanchard of Housatonic, is the winner of the logo design contest sponsored by the Berkshire Hills Fun for Excellence. Muddy Brookhonors student achievements
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March 2, 2011Posted on
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March 2, 2011Posted on
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Syd Smithers speaks at Massachusetts Association of Land Surveyors and Civil Engineers Seminar

Syd Smithers speaks at Massachusetts Association of Land Surveyors and Civil Engineers Seminar MAY 02, 2011 For more information download the full white paper Streets Ways May 2011  
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October 1, 2010Posted on
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October 1, 2010Posted on
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New Rules for Employers Regarding Requests for Job Applicants’ Criminal History

New Rules for Employers Regarding Requests for Job Applicants’ Criminal History OCTOBER 01, 2010 As part of an overhaul of the Criminal Offender Register Information (“CORI”) system in Massachusetts, new restrictions will apply to employer requests for criminal history information, beginning November 4, 2010. Here are some of the details. 1. New prohibition against criminal history requests on initial written application forms, with limited exceptions As of November 4, 2010, employers are prohibited under a new subsection of the Fair Employment Practices from requesting any criminal history information on an initial written job application form. This “Ban the Box” provision means employers must change their application forms and get rid of the ubiquitous felony/misdemeanor checkbox. This new rule does not apply to employers that are required by law not to employ people who have been convicted of particular offenses, or to positions for which there is a disqualification under law based on a criminal conviction. (For example, positions in the fields of banking and financial services, child education or care, and health services, to name a few, have statutorily-mandated disqualifications prohibiting people with certain types of criminal convictions from being employed in those positions.) Importantly, the new law does not...
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October 1, 2010Posted on
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October 1, 2010Posted on
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Employers: Are You in Compliance with the New Personnel Records Law?

Employers: Are You in Compliance with the New Personnel Records Law? OCTOBER 01, 2010 The compliance date has long since passed for employers to begin notifying employees when negative information is placed in their personnel records. A major addition to the Massachusetts Personnel Records Statute, G.L. c. 149, § 52C, became effective as of August 5, 2010. 1. Employers must notify an employee of any negative information added to the employee’s personnel record Employers are now required to notify an employee within 10 days of the employer placing in the employee’s personnel record any information that has been or may be used to negatively affect the employee’s qualification for employment, promotion, transfer, additional compensation, or the possibility that the employee will be subject to disciplinary action. The definition of “personnel record” has not changed, and remains broadly defined as any record that has been, is, or may be used relative to the employee’s qualifications for employment, promotion, transfer, additional compensation, or disciplinary action. Under this definition, any documented comment regarding an employee, whether in an email, a private note, or otherwise, could be deemed part of the employee’s personnel record. Although the precise contours of the new law have not...
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March 1, 2010Posted on
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March 1, 2010Posted on
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Title II of GINA Becomes Effective November 19, 2009

Title II of GINA Becomes Effective November 19, 2009 MARCH 01, 2010 On May 21, 2008, President Bush signed into law the Genetic Information Nondiscrimination Act of 2008 (GINA). Title II of the Act applies to employers with 15 or more employees. Purpose of GINA. Advances in the fields of genetics and testing have now made it possible to identify individuals at risk for developing specific diseases and disorders. As this information becomes more accessible, the concerns about the use of such information by employers and health insurers become greater. Title II of GINA was enacted to prohibit employers from intentionally acquiring genetic information about applicants and employees and to protect the confidentiality of such information. Genetic information defined. The definition of “genetic information” includes not only an individual’s genetic tests, but also the genetic tests and medical history of family members. Prohibited practices. Employers are prohibited from requesting, requiring or purchasing genetic information of an applicant or employee. They are also prohibited from using such information in connection with the terms, conditions or privileges of employment. Confidentiality requirements. Employers who have possession of genetic information must keep it confidential and treat it the same way as medical information generally....
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November 20, 2009Posted on
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November 20, 2009Posted on
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Cain Hibbard Sponsors Chinese Acrobats at the Mahaiwe

600 students are treated to Chinese acrobats’ matinee at Mahaiwe. Read article from The Berkshire Record.
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News
  • COVID-19 Moratorium on Evictions and Foreclosures September 4, 2020 0 Comments
  • Cain Hibbard’s response to call to action of Supreme Judicial Court June 9, 2020 0 Comments
  • Moratorium on Evictions and Foreclosures during Massachusetts’ COVID-19 State of Emergency May 12, 2020 0 Comments
  • New Emergency Law Allows Notarization by Videoconference; Estate Planning and Real Estate Instruments Can Now be Executed Remotely April 28, 2020 0 Comments
  • Volunteer nonprofit board members; recent Supreme Judicial Court decision examines scope of immunity from suit April 23, 2020 0 Comments
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