Local Laws

Yes. It is a code requirement by reference. The American National Standards Institute (ANSI) and Underwriters Laboratories (UL) established standards in 1991 that require all free standing and slide in type ranges manufactured thereafter to meet specific stability and anti-tip requirements. Most manufacturer's achieve this by including an anti-tip bracket to be used at the time of installation.

Manufacturer's installation standards require that these anti-tip safety devices be properly installed as part of the range installation. The manufactuer's installation instructions become important to the code question as you will see in the references below.

The Internation Residential Code includes several applicable references (emphasis added):

• The exception to RI02.4 Referenced Codes and Standards - "Where enforcement of a code provision would violate the conditions of the listing of the equipment or appliance, the conditions of the listing and manufacturer's instructions shall apply." The IRC defers to the manufacturer's installation standards for listed appliances
• M1901.2 Cooking appliances. Household cooking appliances shall be listed and labeled and shall be installed in accordance with the manufacturer's installation instructions. The installation shall not interfere with combustion airor access for operation and servicing.
• G2447.1 (623.1) Cooking appliances. Cooking appliances that are designed for permanent installation, including ranges, ovens, stoves, broilers, grills, fryers, griddles, hot plates and barbecues, shall be tested in accordance with ANSI Z21.1 or ANSI Z21.58 and shall be installed in accordance with the manufacturer's installation instructions.

So we can see that anti-tip devices, although never specifically reference by the code, ARE required due to the code's reference to the manufacturer's installation instructions and by the standards governing the manufacture of these appliances.

Best regards,

Chuck Evans

HomeCert

• PA. state statutes require the consent of all parties when a phone call is recorded. But, the High Court recently ruled persons have no guarantee of privacy when it pertains to phone conversations It had something to do with a wire tape in a drug investigation. Maybe it depends on who is doing the recording and why.

• No. Md. Code Ann., Courts and Judicial Proceedings � 10-402: It is a felony to intercept a wire, oral or electronic communication unless all parties to the communication have consented. But all-party consent will not make the recording legal if there is a criminal or tortious purpose behind it. Disclosing the contents of intercepted communications with reason to know they were obtained unlawfully is a crime as well. Violations of the law are felonies punishable by imprisonment for not more than five years and a fine of not more than $10,000. Civil liability for violations can include the greater of actual damages, $100 a day for each day of violation or $1,000, along with punitive damages, attorney fees and litigation costs. To recover civil damages, however, a plaintiff must prove that the defendant knew it was illegal to tape the communication without consent from all participants. Md. Code Ann., Courts and Judicial Proceedings � 10-410. State courts have interpreted the laws to protect communications only when the parties have a reasonable expectation of privacy, and thus, where a person in a private apartment was speaking so loudly that residents of an adjoining apartment could hear without any sound enhancing device, recording without the speaker's consent did not violate the wiretapping law. Malpas v. Maryland, 695 A.2d 588 (Md. Ct. Spec. App. 1997); see also Benford v. American Broadcasting Co., 649 F. Supp. 9 (D. Md. 1986) (salesman's presentation in stranger's home not assumed to carry expectation of privacy).

Per http://www.rcfp.org/taping> 3/29/05

• It depends. NO if both paries are in PA. If one party is not in PA and the other party is not, it may be a jurisdictional issue.

If the recording of a phone conversation is legal in the state in which the call is received then it is irrelevant where the phone call is originating from. Regardless of existing state statutes laws prohibiting the taping of phone conversations are seldom enforceable when they pertain to private issues such as debt collections. Appellate courts in all states have ruled that there can be no reasonable expectations of the caller that any phone conversation is confidential.

The following is taken from http://www.labour.gov.bc.ca/esb/young/, the government of BC's website on June 23, 2008.

Under the B.C. Employment Standards Act, children who are 12 or older, but have not yet turned 15, cannot be employed without the written consent of a parent or legal guardian. Children under 12 years of age cannot be employed without a child employment permit issued by the Director of Employment Standards. The following information and suggestions should assist parents in making a decision whether or not to permit their 12 to 14 year-old child to be employed. * Meet the prospective employer and discuss the supervision arrangements. The law requires that an employee who is under 15 year of age be under the direct supervision of an adult (19 years or older) at all times while at work.

* Give the employer contact information for you or another responsible adult in case of emergency. * Show the employer proof of your child's age. The employer may want to make a photocopy for his or her records. * Ensure that your child will have safe and reliable transportation at all times to and from work and will not be travelling alone in early morning or late evening. * Ask the employer to describe the specific job duties your child will perform and the hours your child will be expected to work. * When you visit the workplace where your child will be employed, look for obvious hazards such as power tools or sharp implements such as knives or saws, hot grills, deep fryers or boiling water. Consider exposure to hazardous substances such as chemicals in cleaning agents or other products. Discuss any concerns you have with the employer. * Ask the employer what tools or equipment your child may be using or have access to and what training may be required. * Ask the employer what workplace safety training and Workplace Hazardous Materials training your child will receive, and who will be doing the training. * Ask if any special safety clothing or equipment such as steel-toed boots or latex gloves will be required. * Ask if your child is expected to wear a uniform, and who will be responsible for cleaning and maintaining the uniform. * Ask for the full name and phone number of the employer's representative to be contacted in the event of illness, or other issues relating to your child's employment. * Determine if your child will have a comprehensive orientation session so he or she is comfortable in the workplace. * Ask what wage rate your child will be receiving, what the pay schedule is, and familiarize your child with his or her rights under the Employment Standards Act. * Ask about work breaks your child will take, such as lunch breaks and whether the breaks are paid. * Discuss the importance of school with your child, and ask the school to contact you with any concerns that employment is negatively impacting your child's grades or attendance. * After seeing the workplace and speaking to the employer you should assess whether your child has the necessary maturity or physical ability to follow instructions and perform the assigned tasks.

Additional Resources In British Columbia, minimum standards for wages and working conditions for most employees are set out under the Employment Standards Act and the Employment Standards Regulation. . There are special rules that apply to certain employment sectors such as the film and television industry. We also recommend that parents and youth visit the Young Worker section of the WorkSafeBC website.