Thursday, August 30, 2018

Sexual Harassment Training - Case Studies - Example 1 / Question 2

Facts: Li Yan's coworker Ralph has just been through a divorce. He drops comments on a few occasions that he is lonely and needs to find a new girlfriend. Li Yan and Ralph have been friendly in the past and have had lunch together in local restaurants on many occasions. Ralph asks Li Yan to go on a date with him—dinner and a movie. Li Yan likes Ralph and agrees to go out with him. She enjoys her date with Ralph but decides that a relationship is not a good idea. She thanks Ralph for a nice time, but explains that she does not want to have a relationship with him. Ralph waits two weeks and then starts pressuring Li Yan for more dates. She refuses, but Ralph does not stop. He keeps asking her to go out with him.

Question: Li Yan cannot complain of sexual harassment because she went on a date with Ralph.True or False?

FALSE: Being friendly, going on a date, or even having a prior relationship with a coworker does not mean that a coworker has a right to behave as Ralph did toward Li Yan. She has to continue working with Ralph, and he must respect her wishes and not engage in behavior that has now become inappropriate for the workplace.

To schedule your company's training - email info@liebcompliance.com the following information:
  • Company name
  • Your name / position / title 
  • Your telephone number
  • Your email address
  • Total amount of employees at your company
  • Whether you have a policy already in place (also required)
  • Whether your employees are computer literate
  • What days / times you request a training
Within 48 hours, a representative from Lieb Compliance will be in contact to solve your compliance obligation.
Question 2.
Li Yan cannot complain of sexual harassment because she went on a date with Ralph.
True or False?
FALSE:
Being friendly, going on a date, or even having a prior relationship with a c
oworker does not
mean that a coworker has a right to behave as Ralph did toward Li Yan. She has to continue working
with Ralph, and he must respect her wishes and not engage in behavior that has now become
inappropriate for the workplace.

Wednesday, August 29, 2018

Sexual Harassment Training Case Studies - Example 1

Facts: Li Yan's coworker Ralph has just been through a divorce. He drops comments on a few occasions that he is lonely and needs to find a new girlfriend. Li Yan and Ralph have been friendly in the past and have had lunch together in local restaurants on many occasions. Ralph asks Li Yan to go on a date with him—dinner and a movie. Li Yan likes Ralph and agrees to go out with him. She enjoys her date with Ralph but decides that a relationship is not a good idea. She thanks Ralph for a nice time, but explains that she does not want to have a relationship with him. Ralph waits two weeks and then starts pressuring Li Yan for more dates. She refuses, but Ralph does not stop. He keeps asking her to go out with him.


Question: When Ralph first asked Li Yan for a date, this was sexual harassment. True or False?

FALSE: Ralph's initial comments about looking for a girlfriend and asking Li Yan, a coworker, for a date are not sexual harassment. Even if Li Yan had turned Ralph down for the first date, Ralph had done nothing wrong by asking for a date and by making occasional comments that are not sexually explicit about his personal life.


To schedule your company's training - email info@liebcompliance.com the following information:
  • Company name
  • Your name / position / title 
  • Your telephone number
  • Your email address
  • Total amount of employees at your company
  • Whether you have a policy already in place (also required)
  • Whether your employees are computer literate
  • What days / times you request a training
Within 48 hours, a representative from Lieb Compliance will be in contact to solve your compliance obligation.



Tuesday, August 28, 2018

ATTENTION ALL EMPLOYERS | Sexual Harassment Trainings ARE NOW MANDATED IN NYS | Lieb Compliance Offers Solutions

Every employer in New York State is required to provide employees with sexual harassment prevention training pursuant to Section 201-g of the Labor Law.

The Burden - All employees MUST complete the training before January 1, 2019. This training must be:
  • Interactive with participation 
  • Accommodate questions 
  • Answer questions
  • Enable employee feedback on the training and materials
Great news, Lieb School, already has a course that is approved for continuing education credits in the real estate brokerage industry -  Sexual Harassment & Brokerage

The Solution - Lieb Compliance is launching NYS Compliant Sexual Harassment Trainings for employers at our state of the art training center at 308 W. Main Street, Smithtown New York on October 1, 2018. Concurrently, Lieb Compliance is launching tailored online trainings because employers are required to train new employees within 30 days of start date.  

To schedule your company's training - email info@liebcompliance.com the following information:
  • Company name
  • Your name / position / title 
  • Your telephone number
  • Your email address
  • Total amount of employees at your company
  • Whether you have a policy already in place (also required)
  • Whether your employees are computer literate
  • What days / times you request a training
Within 48 hours, a representative from Lieb Compliance will be in contact to solve your compliance obligation.


NYC Smoking Policies Required Today

Local Law 2017-147, which addresses Administrative Code Sections 17-502, 506.1, 508, and 513.2, requires all condos, co-ops and rentals in NYC to have smoking policies as of today. 

These policies must be included in the deed, the lease, the bylaws or rules, posted prominently and noticed annually. 

There are no rules of what the policies must be, but instead just that they must exist.
The purpose of these laws is to empower individuals to make informed decisions about where to live. 

Landlords - avoid civil monetary penalties by getting compliant immediately.  

Thursday, August 16, 2018

Andrew Lieb Esq, Radio Segment On Smooth Real Estate Purchase

Catch Andrew Matthew Lieb on NPR Peconic Public 88.3 WPPB - FM. He shares secrets to a smooth real estate purchase in the Hamptons and what questions you should ask before you commit to the purchase. He also explains bonus rights, FICO scores, the priority of credit and what to look for when hiring a buyer's broker. 

To listen click here

(You can fast forward to his direct segment at 19:30)

Tuesday, August 14, 2018

Great Architects Are Land Use Experts

As of right land use is the dimensional and physical limits that a town or village permits on a given parcel of property and which is set forth within a given town’s or village’s municipal code. Municipal codes throughout the East End can be found at ecode360.com and should be fully analyzed for as of right uses before a given parcel is purchased, especially when the purchase is being made with an eye towards development. These as of right land use laws cap the size, siting, materials, and engineering of structures while containing severe penalties for those who do not comply. These laws also differentiate the good architects from the great ones.

Read the full article in Dan's Papers by Andrew Lieb, Esq. here. 

Monday, August 6, 2018

Amendment To New York State Paid Family Leave Law Would Require Employers To Provide Paid Bereavement Leave

The New York State Senate and Assembly recently passed legislation to amend the New York Paid Family Leave Law, which went into effect in January 2018, to include paid time off for bereavement leave. The amendment, if signed by Governor Cuomo, would entitle qualified employees to use their Paid Family Leave to grieve the death of a family member.

The Paid Family Leave Law currently entitles qualified employees eight (8) weeks (increases to twelve (12) weeks by 2021) of paid leave for the following reasons:
  1. Provide care for a family member with a serious health condition;
  2. Bond with a child during the first twelve months after the child’s birth, adoption, or foster care placement;
  3. Due to exigent circumstances arising out of the employee’s spouse, domestic partner, child, or parent being on active duty in the armed forces of the United States.
Employers must ensure their insurance policies are updated to include coverage for Paid Family Leave which must include coverage for bereavement leave, if the Governor signs the legislation. In addition, employers should update their employee handbooks accordingly.

Wednesday, August 1, 2018

Service Requirements when Evicting a Tenant


When a landlord seeks to evict a tenant, the landlord needs to ensure compliance with service requirements. 

In New York, there are three ways that service is typically effectuated: (1) personal delivery (2) nail and mail; or (3) substituted service. 

When selecting a hearing date for the eviction proceeding, landlords must be mindful of the 5 and 12 Rule, as set forth in RPAPL §733The rule states that the tenant must be served no fewer than five days, but no more than twelve days prior to the hearing date. However, when is service complete?  

Although the rules vary slightly between the Housing and Justice Courts, generally speaking, the date the tenant is served does not count; the clock starts the date after the tenant was served.

However, the date of the hearing does count.

Putting it all together - if the hearing date is scheduled for a Wednesday, the last date to complete service would be the Friday before.

Also, if the final day of service falls on a Saturday, Sunday or public holiday, the time to complete service is extended to the next business day.

Lastly – don’t ever serve the lawsuit on a Sunday or other religious holiday as this is prohibited by law.