Ted H.S. Hong Attorney at Law, LLLCTed H.S. Hong Attorney at Law, LLLC2026-07-17T13:44:40Zhttps://www.tedhonglaw.com/feed/atom/WordPress/wp-content/uploads/sites/1101267/2021/04/cropped-site-icon-32x32.jpgOn Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[Pregnancy isn’t required for pregnancy discrimination]]>https://www.tedhonglaw.com/?p=474662026-07-17T13:44:40Z2026-07-17T13:44:40Zpotential for pregnancy, or the capacity to become pregnant, can also result in pregnancy discrimination. In a case like that, a woman does not actually have to become pregnant in order to be discriminated against.
2 potential examples
For instance, some employers may discriminate during the hiring process. Say that an employer has an unwritten policy under which they will not hire any women in their 20s or 30s, especially if they recently got married. The employer may simply be doing this to avoid hiring someone who may have a child in the future, even though they do not actually know if the woman plans to start a family or even has the ability to become pregnant.
In other cases, this could happen after a woman is already employed. Perhaps she is single when she gets hired and has never expressed a desire to have children, but then she gets married and tells her boss about the relationship. If the boss is then concerned that she could become pregnant in the future and decides to fire her and replace her with another employee, that could be an example of discrimination.
The critical thing is to remember that all employees should be treated fairly, regardless of their potential to become pregnant. If discrimination does occur, employees need to know what legal steps to take. Seeking personalized legal support is a good way to gain clarity in this regard.]]>On Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[Could you inherit a parent’s debts?]]>https://www.tedhonglaw.com/?p=474632026-06-30T08:37:46Z2026-06-30T08:37:46ZWhen a parent passes away, you may already know that you are going to inherit assets. Perhaps you have talked with them about how they want to pass on financial assets or tangible assets. Maybe you have read the estate plan, so you are aware of the exact specifics and what they have decided to leave you.
But at the same time, you know that your parent has some level of outstanding debt. Maybe they have credit cards that still need to be paid, or perhaps they have a car loan with an outstanding balance. Maybe they just need to pay off their property taxes or income taxes for the year. When you inherit the assets, are you also going to inherit those debts?
The estate still owes the debt
Typically, the answer is no. You do not inherit someone else's debt.If you cosigned on a loan with your parent, you would still be responsible for it. If you decide to keep an asset, like a vehicle that has an outstanding loan, you would have to take on that financial obligation to do so. But you are not going to simply inherit their credit card debt or other obligations that you did not agree to.Instead, the estate executor is tasked with paying off the debts on behalf of the estate. They can use your parent's own funds to pay back creditors, and they usually do this prior to distributing assets to beneficiaries. So you may inherit less than you expected, but you are not taking on a financial obligation.The probate process can be complex, and it is important to know what legal steps to take during estate administration.
]]>On Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[Understanding pregnancy accommodation rights]]>https://www.tedhonglaw.com/?p=474612026-06-18T16:28:54Z2026-06-18T16:28:54ZPregnancy can bring about many life changes, both at home and in the workplace. One thing that should never be part of that experience is workplace discrimination. Employees should be able to focus on their health and growing families without worrying about unfair treatment on the job.
Many employers recognize the importance of supporting pregnant workers and providing reasonable accommodations when needed. These adjustments can help employees continue performing their duties while protecting their well-being throughout pregnancy.
Common accommodations and signs of discrimination
The Pregnant Workers Fairness Act (PWFA) requires employers to provide reasonable accommodations that allow employees to perform their jobs safely and effectively during pregnancy. Depending on the circumstances, accommodations may include additional restroom breaks, access to water, modified work schedules, temporary lifting restrictions, more frequent rest periods or the ability to sit while working. Some employees may also need temporary job restructuring or time off to attend prenatal medical appointments.Employers should evaluate accommodation requests fairly and engage in a meaningful discussion about available options. Open communication often helps both employers and employees find practical solutions that meet workplace needs.Unfortunately, pregnancy discrimination can still occur. However, because pregnancy is a protected status in U.S. employment law, anti-discrimination laws prohibit unfairness on the basis of pregnancy. Employers cannot
Fire an employee based on their pregnancy
Deny reasonable accommodations
Reduce work hours without justification
Pass over a qualified employee for promotion because of their pregnancy
Intimidate or harass a worker due to pregnancy
Employees who experience these situations should document incidents, save relevant communications and review their company's policies regarding workplace accommodations and discrimination complaints.Pregnant employees have the right to seek fair treatment in the workplace. If you believe your rights have been violated or your accommodation requests have been unfairly denied, speaking with a legal professional can help you better understand your options and determine the most appropriate next steps for your situation.]]>On Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[“Captive audience” meetings and your rights in the workplace]]>https://www.tedhonglaw.com/?p=474502026-06-08T09:00:26Z2026-06-07T12:09:42Zretaliating against employees who decline to participate in these meetings.
These might be employee-only meetings. However, another example would be if a candidate for political office visited a workplace and gave a speech. We’ve all seen candidates talking with a group of workers behind them. Under the law, they must be there of their own free will. They should not be pressured or bribed and certainly cannot be required to attend or penalized in any way if they choose not to.
What does Hawaii law say?
Specifically, the law states that an employer shall not “discharge, discipline, or otherwise penalize or threaten any adverse employment action” against an employee who does not:
“Attend or participate in an employer-sponsored meeting, or any portion of a meeting, that communicates the opinion of the employer about political matters”
“Receive or listen to a communication from the employer that communicates the opinion of the employer about political matters”
The law notes that employers can “conduct meetings or…engage in communications involving political matters as long as attendance by the employees is wholly voluntary.”
Smart employers generally discourage discussion of political matters, which can be deeply divide employees who otherwise work well together as a team. Some, unfortunately, have such strong opinions of their own that they seemingly believe it’s their obligation to try to bring others over to their side.
If you’ve been required to attend a “captive audience” political event by your employer or been bombarded with political literature, you have a right to speak up and remind them of the law. If that hasn’t worked or you’ve suffered retaliation for respectfully asserting your rights, it may be wise to get legal guidance to determine how best to move forward.]]>On Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[Can employers refuse to pay workers a bonus after they quit?]]>https://www.tedhonglaw.com/?p=474482026-06-08T09:03:01Z2026-05-25T16:14:22ZMany bonuses are considered wages
Employers have a legal obligation under the Fair Labor Standards Act (FLSA), a powerful nationwide law, to pay workers fairly based on both statutory requirements and employment contracts. Some bonuses are legally mandatory under the FLSA.
When a worker's contract includes provisions for bonuses based on their job performance, the company's performance or how long they keep their job, if a bonus is part of an employer's contract with a worker or if they provided workers with written information about bonus opportunities to incentivize better job performance, the bonus promised is part of the workers' wages. It is a non-discretionary bonus that the company has a legal obligation to provide.
Discretionary bonuses are different. If an employer occasionally offers a bonus around the winter holidays, for example, that bonus may be discretionary if it is not part of the worker’s employment contract. Companies can deny workers discretionary bonuses during or after their employment, but they have an obligation to keep their promises regarding discretionary bonuses.
In cases where employers do not fulfill their financial promises, workers may have grounds to file wage and hour lawsuits. Permitting a skilled legal team to review employment contracts and communication with a potentially negligent company can help frustrated workers pursue the bonuses they’ve already earned.]]>On Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[If a loved one left multiple wills, which is valid?]]>https://www.tedhonglaw.com/?p=474452026-06-08T09:01:16Z2026-05-11T02:35:04ZWhen a loved one who never wanted to talk about their eventual death – let alone any kind of estate planning – passes away, family members don’t often expect to find a will. Sometimes there is none. That’s when intestacy laws take over.
Other times, they find multiple wills in various stages of completion or revision. Sometimes they’re handwritten. They might be printed, but with handwritten notations and crossed-out lines. They may or may not be dated.It can be a mess for surviving loved ones – especially if the various versions contradict one another. So if you’re in that position, where do you start?First, it’s important to make sure you locate and preserve all the wills (and any related documents). This could require accessing a safe deposit box or home safe, looking for evidence that they consulted an estate planning professional or talking with their friends or caregivers.
The probate court must decide
Don’t throw out a document just because it looks like it was later updated or doesn’t seem to reflect your loved one’s wishes. All wills and other estate plan documents must be submitted to the local probate court for review. A judge will review them and determine which (if any) the deceased intended to be their “last will and testament” and if it meets the criteria to be legally valid.Generally, the one with the most recent date is used as long as it’s valid and it doesn’t appear that the deceased intended a later document to replace it. When the court determines which will is valid and will be used to administer the estate, you and other relatives may have grounds to challenge it.
When can you challenge it?
Following are some reasons you may be able to challenge the validity of the will in court:
You believe your loved one lacked “testamentary capacity” because of cognitive decline or other medical issues.
You believe someone is guilty of “undue influence” on your loved one to include them as a beneficiary and/or administrator (like an executor or trustee).
You believe someone else wrote or amended the document without the deceased’s knowledge or full understanding.
Challenging a will is never pleasant. It often pits family members against each other or against previously trusted caregivers. That’s why it’s crucial to get experienced legal guidance as early as possible to help protect your loved one’s wishes and your own rights and interests.
]]>On Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[Could microaggressions amount to discrimination?]]>https://www.tedhonglaw.com/?p=474432026-04-27T02:12:49Z2026-04-27T02:12:49ZMicroaggressions can take various forms
Here are some of the kinds of microaggressions you might encounter in your workplace:
The strange compliment: “Wow. Your written English is excellent.” Excellent for what, you might be thinking? Excellent for the average employee here or excellent for someone who looks like they might not have been born in this country?
The preemptive “defensive” action: You’ve noticed a particular colleague clearly does not trust people with your skin color. They’ve never said anything directly, but you’ve noticed how they moved their bag to the other shoulder when you got on the elevator with them.
The assumption that you’ll be better or worse at a particular thing: Your boss asked you to take charge of decorating the office for the last party. They said they thought you’d be good at it. As you have never exhibited a trace of artistic ability in your workplace before, you can only deduce that what they really mean is “You are a gay man, so you must be good at decorating things.”
Not all harm requires one big action. Often, the damage to a person’s morale and feeling of safety at work is chipped away little by little. You don’t have to put up with discrimination at work, so it’s important to understand your options, whether it’s a notable act or a series of microaggressions.]]>On Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[2 things that can make your estate plan outdated]]>https://www.tedhonglaw.com/?p=474402026-06-11T12:18:07Z2026-04-08T23:31:31ZThe death of someone named in your estate plan
When creating your plan, you’ll name people as beneficiaries, executor, trustee (if you create a trust) and power of attorney, among other things.
What if they die before you? If you name at least one backup or contingency person option, you don’t need to update your plan soon after they pass away. If you haven’t done that before you pass away, however, complications can arise when you do.
Changes in a chosen designated beneficiary
Certain accounts allow you to designate a beneficiary directly with the financial institution or other company that holds the account. Many people put their current partner or spouse, and then life takes over and they forget they even have the account. Since these beneficiary designations override anything mention you make of these account beneficiaries in your will, it is crucial to amend the account designation with the institution that holds the account if you want to choose to change the beneficiaries for any reason.
Having experienced estate planning guidance when significant life changes occur can help you keep your plan current and valid.]]>On Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[Do this before filing a workplace discrimination lawsuit]]>https://www.tedhonglaw.com/?p=474382026-03-25T18:29:55Z2026-03-25T18:29:55ZAs a victim of workplace discrimination, the law is on your side. You have the right to take action against your employer if you’ve been discriminated against based on your race, sex, gender, disability or other protected characteristics.
That said, there’s a process to follow when asserting your rights in Hawaii. You cannot file a lawsuit immediately after experiencing workplace discrimination. There are some things you need to do first, and knowing them can protect your rights and strengthen your position.
Gather solid evidence
Before taking any formal legal action against your employer, document everything related to the discrimination. You don’t want to rely solely on word of mouth to prove your claims. Keep emails, text messages and any evidence that supports your case. Note down the exact details of what happened, including the dates, times, location and any witnesses present. The more detailed and organized your evidence, the better.
Understand what the law says
For most workplace discrimination claims in Hawaii, you need to file a complaint with the Hawaii Civil Rights Commission (HCRC) before you can file a lawsuit. This step is not optional. The HCRC is responsible for reviewing your complaint, investigating the facts and determining whether there is a basis for your claim.If you skip this, it can result in your case being dismissed, regardless of the strength of your claim. Additionally, you must file your complaint within 180 days. Missing this deadline could mean losing your right to pursue your claim. Remember to stay responsive and cooperate with the ensuing investigations. It helps move your case forward and may even lead to a resolution without going to court. Once the HCRC completes its investigations or is unable to resolve the issue, you will receive a Right to Sue letter. This legal document gives you the authority to file a lawsuit. Without it, your case cannot proceed in court.
Assert your legal rights with confidence
Standing up against workplace discrimination requires a strategic approach. Don’t jump the gun by rushing to court or acting impulsively. Seek early professional legal guidance to help you take informed action, avoid costly mistakes and protect your interests throughout the entire process.]]>On Behalf of Ted H.S. Hong Attorney at Law, LLLC<![CDATA[Can family have you removed if you’re the executor of an estate?]]>https://www.tedhonglaw.com/?p=474362026-03-04T21:18:30Z2026-03-04T21:18:30ZIf a deceased loved one chose you to be the executor (personal representative) of their estate, they tasked you with critical responsibilities. Those include seeing that their assets are distributed to beneficiaries as they detailed in their will and perhaps other documents.
Even if all beneficiaries are mutual relatives of you and the deceased, you can’t assume they won’t make your job harder. Significant (or even sentimental) assets combined with complicated family dynamics can have even close relatives complaining that you aren’t doing your job properly or treating them fairly. You may even be hearing talk of petitioning the court for your removal. While that’s certainly not pleasant to hear, it’s important to know that Hawaii law requires “cause” for removal of a personal representative.
What kinds of things provide cause for removal?
Under the law, “Cause for removal exists when removal would be in the best interests of the estate.” Specifically, that involves being able to show that the personal representative did something as serious as the following:
They “intentionally misrepresented material facts in the proceedings leading to the appointment.”
They have “mismanaged the estate or failed to perform any duty pertaining to the office.
They have “become incapable of discharging the duties of the office.”
They disregarded a court order.
If you do receive a notice of removal proceedings, it’s crucial to know what you can and cannot do while the matter is being decided. The law states that after such notice, “the personal representative shall not act except to account, to correct maladministration, or to preserve the estate.”
You may be financially and legally responsible for losses
It’s important to know that if a personal representative is removed by the court, they may still be held liable “for transactions or omissions occurring before termination.” That means even if an executor makes a mistake that causes losses to the estate, they may be required to reimburse the estate. They can even potentially face criminal charges.Administering even a relatively small and uncomplicated estate can be a big job. One with significant and complex assets may require some guidance from financial, tax, real estate and legal professionals. Getting sound estate administration guidance early in the process can help avoid these issues and ensure that the estate is administered according to the law.]]>