Waiver Mandatory Disclosure: Fill & Download for Free

There are quite a few and what you need depends on:Do you have children younger than 18 or still in high schoolAre you in contact with your ex, is the relationship too toxic to attempt to get the other party to sign documents or do you need to get your spouse served divorce papers with a sheriffDo you have assets, bills and retirement accounts to splitDo you want alimony, what kind of alimony?Regardless of the answers above these are the basic documents you will need:PetitionNotice of Social SecurityFinancial AffidavitMandatory Disclosures formCoversheetNotice of related cases (some counties no longer use this form unless there is an actual related case to report)If it’s with children add:Parenting planChild support guidelinesUnified Jurisdiction AffidavitMarital Settlement Agreement (if in mutual agreement)Summons (if you are getting your ex served)Property without minor children add:Marital Settlement Agreement (if in mutual agreement)Summons (if you are getting your spouse served)There are 3 ways to get your spouse engaged in the process:In mutual agreement - your spouse signs an answer and waiver and (financial affidavit, notice of social security, mandatory disclosures). If there are children your spouse will also need to sign the marital settlement agreeement and parenting plan.By summons - the sheriff or a process server will serve your spouse documents.By publication - you do not know where your spouse lives or how to contact himThere is more documents such as default, motion to default, etc. but it all depends on your own process.You can find out more How to file for divorce without an attorney

California View: when the employer terminated an employe, the employee must be paid in full on their last day of work. If the employee quits, the employer has three days to pay in full, or if advanced notice is given, on the last day of employment.Employees are not required to sign any form of deprecation agreement, including waiver of claims or non-disclosure. These terms may be in the employment agreement or be determined by statute.If an employer offers severance or some other non legally required benefit, the employer can attach whatever terms it chooses as a condition of the employee receiving the benefit.

A recent U.S. Supreme Court decision altered the landscape significantly, as I'll get to below. The answer varies by state, but historically, these clauses have been illegal under one of two circumstances:State or federal legislation prohibits them in certain contexts, or more often, requires special types of disclosure or consent to ensure the party with less bargaining power is fully aware of what he/she is getting into; orCourts have held them to be unenforceable as a matter of public policy because they limit access to the justice system and do so in a way that is often in a contract of adhesion (meaning one party as a matter of practicality has no choice but to accept it).In general, it's reasonable to distinguish between arm's length, negotiated contracts (as between businesses), on one hand, and "take-it-or-leave-it" consumer contracts on the other. Courts are far more likely to second-guess the language of a contract in the latter situation, assuming (correctly) that the vast majority of consumers have no idea what's buried in the fine print and couldn't do anything about it anyway. (You will not get far trying to negotiate the language of your service agreement at a local Verizon Wireless store.)California in particular has taken an aggressive pro-consumer (anti-business) stance, with the legislature declaring, and the state Supreme Court enforcing, for example, that a class action waiver in a mandatory arbitration clause is unenforceable, period. This has massive significance to any business in which there are millions of customers entering into small-dollar-amount transactions with the company. Think about it: No lawyer would take a case representing one plaintiff against the phone company to recover $50 — and the consumer himself probably wouldn't find it worth the time even to go to small claims court for that amount. Yet a class action lawyer might gladly take a case on the exact same facts to represent a class of 1,000,000 consumers who each could recover $50. Depending on which side of the table you're on, California courts have afforded access to justice to millions of little guys who otherwise would have no practical recourse, or facilitated the filing of thousands of meritless consumer class actions against well-intentioned corporations in a shakedown operation by greedy plaintiffs' lawyers. (Taking the politics out of it, there are shades of gray and the truth is somewhere in between.)All of that changed with the AT&T Mobility v. Concepcion case decided by the U.S. Supreme Court in April 2011. Without getting into the gory details, the court held that mandatory arbitration clauses which include class action waivers are enforceable under the Federal Arbitration Act (with some strings attached), and basically told California to go pound sand. Now the legal community is busy analyzing and debating how broad a precedent the decision set; this case, like it sounds, involved a cell phone contract with consumers. The analysis might differ in something like an employment contract or a doctor-patient contract (but probably not given the current composition of the Supreme Court; it was a 5–4 decision, natch). Regardless, the Supremes made an emphatic statement that, as Cliff Gilley mentioned, freedom of contract prevails.