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Showing posts with label lieb at law. Show all posts
Showing posts with label lieb at law. Show all posts

Tuesday, June 18, 2024

Age Discrimination Law Explained: Protecting Older Workers with Attorney Andrew Lieb on Scripps News

In this interview with Scripps News, Attorney Andrew Lieb discusses the protections for older workers from discrimination under Federal and New York State laws. 

Key points include:

  • Individuals aged 40-69 are fully protected and cannot be forced out of their positions due to age.
  • Executives over 65 can be required to retire if they meet certain payment standards.
  • In New York, everyone 18 and older has these protections and more.
  • Companies can mandate physical or mental tests for employees if they are relevant to the job's essential functions and uniformly applied.


Friday, January 26, 2024

Navigating the New Federal and NYS Reporting Mandates for Corporate Entities with Lieb at Law | Beneficial Ownership Information Filings

There is a NEW reporting requirement for business owners in 2024. 


Beneficial Ownership Information Filings

The landscape of corporate transparency in the United States has undergone significant changes with the introduction of the federal Corporate Transparency Act (CTA) in 2021, which will go hand-in-hand with specific reporting requirements set forth by New York State (NYS).  Lieb at Law is committed to guiding your business through both these mandates, ensuring full compliance without the hassle.


Federal Reporting Requirements: The Corporate Transparency Act

The CTA, a bipartisan effort aimed at combating financial crimes, mandates certain businesses to report beneficial ownership information to the Financial Crimes Enforcement Network (FinCEN).


Who Must Comply?

  • Domestic Reporting Companies: Corporations, LLCs, or similar entities formed by filing with a secretary of state or comparable office within any U.S. state or tribal jurisdiction.
  • Foreign Reporting Companies: Entities formed under foreign laws but registered to do business in the U.S. through a similar filing process.

Key Deadlines:

  • Pre-2024 Entities: Companies established or registered before January 1, 2024, must submit their initial report by January 1, 2025.
  • Entities Formed or Registered in 2024: Must file within 90 days of registration or official notification.
  • Post-2024 Entities: Have 30 days from notification to file their initial report.


New York State Reporting Requirements

In addition to federal mandates, NYS has set its own reporting requirements for corporate entities to further enhance transparency and combat illicit financial activities within the state. NYS's reporting requirements go into effect at the end of 2024. To learn more click here to read our blog post. 


Who Is Affected?

  • All entities required to comply with the federal CTA. 
  • In December of 2024, entities operating within NYS must also adhere to state-specific reporting requirements.

State-Specific Mandates Will Include:

  • Additional details on beneficial ownership might be required, aligning with or expanding upon federal mandates.
  • Reporting frequencies, deadlines, and procedures specific to NYS, which may differ from federal requirements.

How Lieb at Law Can Assist:

The intricacies of adhering to both federal and state reporting mandates can be daunting. The team at Lieb at Law understands the nuances of both federal and NYS mandates. We will help your business submit reports accurately to both FinCEN and NYS authorities. Reach out today to secure your peace of mind in this new era of corporate transparency. Click here for more information or email info@liebatlaw.com





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Thursday, November 30, 2023

Lieb at Law Represents Class Action Hearing Impair Tenants in Landmark NYC Disability Discrimination Case

In a significant development in a case that underscores the ongoing challenges faced by individuals with disabilities in accessing suitable housing, Lieb at Law is representing a hearing-impaired tenant in a discrimination lawsuit against the City of New York and other entities. The case, as reported by Law360, highlights crucial issues regarding the responsibilities of property owners and the rights of tenants with disabilities.

Background of the Case

Elewood Torres, the plaintiff, filed a class-action lawsuit in 2022, challenging the failure of his Lower Manhattan apartment building's owners to provide necessary services for tenants with hearing disabilities. Despite the building at 174-184 Forsyth St. being funded to provide accessible housing, critical safety improvements have been lacking.

Key Issues at Stake

The lawsuit points to the absence of essential features such as video cameras in elevators, smoke alarms with strobe lights and bed shakers, and security staff proficient in American Sign Language. These deficiencies not only violate the Americans With Disabilities Act, and the NYS / NYC Human Rights Laws, but also pose a significant risk to the safety and well-being of the residents.

The City's Position and Plaintiff's Response

The city contends that it no longer owns the property and that the ADA does not apply to private residential complexes. However, Torres disputes this claim, highlighting that the ownership of the building reverted to the city due to breaches in the sale agreements. This aspect is crucial in determining the applicability of the ADA and the city's responsibilities.

Lieb at Law's Stance

Representing Torres, Lieb at Law's Associate Attorney, Richard Hermer-Fried, emphasized the gravity of the situation: "To this day, defendants have not provided bed rockers to wake tenants in case of a fire. It's utterly egregious that nothing's been done to protect these individuals." The firm's commitment to advocating for the rights of individuals with disabilities is evident in its vigorous pursuit of this case.

What's Next in the Case

With a preliminary injunction requested by Torres to compel the defendants to install the necessary improvements, and the court ordering documentation of such improvements, the case is poised for critical developments. Lieb at Law remains steadfast in its pursuit of justice for Elewood Torres and other similarly situated tenants.




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Wednesday, November 22, 2023

Scripps News: UN Report Highlights Discrimination Against LGBTQ Community - Attorney Andrew Lieb Explains

In this interview on Scripps News, Discrimination Attorney Andrew Lieb discusses a new report from the UN Human Rights Committee that spotlights ongoing discrimination faced by the LGBTQ community in the United States. Lieb analyzes the committee's concerns about discriminatory laws targeting transgender people at the state level. He also addresses issues around employment discrimination, suicide rates in the LGBTQ community, and whether legal protections for LGBTQ individuals have expanded in recent years. This important conversation provides insight into the challenges that still exist and the ongoing fight for equality.



Wednesday, November 08, 2023

Lieb at Law Advocates for Justice in Case of Discrimination Against Autistic Child

In a recent development that has resonated with families and advocates across Connecticut, Lieb at Law is representing a mother who has filed a complaint with the Commission on Human Rights and Opportunities (CHRO) charging discrimination against a residential program provider designed to treat the very victim of the discrimination. 

The case involves a serious accusation against Adelbrook Behavioral & Developmental Services, where staff members are alleged to have forcibly cut the hair of a 14-year-old autistic girl, ava, as a disciplinary measure.

Andrew Lieb, the attorney for Ava's family, encapsulates the gravity of the situation: "First and foremost, we want to get Ava the compensation she deserves from the trauma from torture to be able to get the services she needs," highlighting the pursuit of justice and Ava's right to respectful and appropriate care.

This complaint comes amidst other allegations against Adelbrook, suggesting a potentially worrying pattern of behavior by the organization. As the legal process unfolds, Lieb at Law is dedicated to bringing the facts to light and ensuring that Ava receives the justice she deserves.

This case is particularly concerning given the backdrop of previous allegations of abuse within Adelbrook, as reported by the Connecticut Inside Investigator journal. The coverage of this story can be found here, offering a comprehensive look into the unfolding events.


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Wednesday, October 18, 2023

Understanding the EEOC's Rising Focus on Disability Discrimination: A Call to Action

Recent trends have seen the Equal Employment Opportunity Commission (EEOC) significantly bolster its scrutiny on workplace discrimination, particularly on the front of disability discrimination. As advocates for those who face injustice, Lieb at Law, P.C. delves into these trends and urges those affected to seek their rightful legal recourse.


The EEOC’s Stand
The EEOC's resolve to combat disability discrimination has been noticeably robust. In its recently concluded fiscal year, the EEOC filed a staggering 144 lawsuits, a 55% increase from the previous year. Of these, 48 lawsuits were laser-focused on disability discrimination. That's a 77% rise from the 27 filed in the fiscal year of 2022. To be clear, this is in addition to the countless number of private lawsuits in federal and state courts throughout the country plus all of the administrative claims resolved at places like state / county / city divisions of human rights. 


Other Discrimination Categories
While disability discrimination took center stage, the EEOC has also been active in pursuing cases involving retaliation, race, and religion discrimination. This underscores the broader drive to ensure fair treatment for all, regardless of one's personal attributes or beliefs.


Notable Cases
A recent case that highlights this mounting concern involved Alliance Ground International, a cargo logistics company based in Chicago. The EEOC alleges the company discriminated against a deaf individual, refusing him employment. In another case, the EEOC sued Union Pacific Railroad for terminating employees they considered "color vision deficient." These are but a few examples among many, revealing a troubling pattern of discrimination.


Mental Health: An Emerging Concern
Adding to the spectrum of disability discrimination, the EEOC has started to spotlight employers who fail to accommodate mental impairments. Recent cases have encompassed issues related to autism spectrum disorder, ADHD, depression, anxiety, and PTSD.


Complexities of the ADA
The Americans with Disabilities Act (ADA) is a lifeline for many. However, its complexity can often be a double-edged sword. On one side, it offers protection to the disabled, but on the other, its intricacies can lead employers astray, sometimes unintentionally.


A Growing Regulatory Landscape
With the EEOC's budget set to grow by $26 million in the upcoming fiscal year, their vigilance is only expected to intensify. Topics like racial justice, diversity, equity, inclusion, and systemic discrimination are likely to gain even more prominence.


Your Right to Fair Treatment
No one should suffer discrimination in silence. The numbers and the cases are clear indicators that disability discrimination is an alarming concern that needs addressing. If you or someone you know has faced discrimination of any form, it's crucial to understand your rights and take action.


Lieb at Law, P.C.: Advocates Against Discrimination
At Lieb at Law, we stand steadfast in our mission to support and represent those who've been discriminated against. Armed with expertise, experience, and a deep understanding of the complexities surrounding the ADA, we're here to guide you every step of the way.


Have you faced discrimination? Don't suffer in silence. Reach out to Lieb at Law, P.C. today, and let us champion your cause.







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Thursday, October 05, 2023

Lieb at Law Sets Out to Prove 'Egregious Emotional Distress' - a High Hurdle | Featured on Law.com

📣 Important Update from Lieb at Law!


🔹 Case Feature: As seen on law.com and the front page of the Connecticut Law Tribune, Lieb at Law, P.C. proudly represents Nancy Camp in her case against Adelbrook Behavioral Services Inc.


🔸 Case Summary: The heart-wrenching incident details how a young, vulnerable girl with severe cognitive disabilities was allegedly discriminated against, and “tortured” at Adelbrook. As a form of punishment, she was reportedly pinned down, and a lock of her hair was maliciously cut off.


🔹 Our Stand: At Lieb at Law, we are setting out to achieve a rare goal in the legal arena – proving egregious emotional distress. Our very own Andrew Lieb stated, “We pride ourselves on articulating emotional distress. The facts in this case unequivocally fit the standard. It's paramount for us to communicate the profound impact this has had on the young victim and her mother.”


🔸 Our Mission: We are determined to fight for justice for this Connecticut mother and her daughter. Every child deserves care, respect, and protection. Facilities designed to cater to children with special needs should be held to the highest standard of care.


🔹 Looking Ahead: The police report associated with this case is deeply concerning. Our focus now is on working towards mitigating the damage caused and ensuring such incidents are prevented in the future. 


📞 For legal advice or representation, contact us today. 646.216.8009





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Tuesday, April 04, 2023

News 12: Lieb at Law Files Complaint Against Major Long Island School for Race Discrimination

News 12 interviews Attorney Andrew Lieb on case where teacher made discriminatory comments to student. 




Monday, June 13, 2022

DAILY FLASH GUESTS | ANDREW LIEB | 10 Strategies To Purchase Property Post Pandemic

Thursday, May 19, 2022

Education Discrimination FAQs

Is discrimination in school illegal?

 

Yes, discrimination in education is illegal in the United States. Depending on the state you live in, there may be even greater protections, rights, and damages available to victims and their parents. A student cannot be denied a right to learn.

 

Who can be a perpetrator of discrimination in education?

 

When it comes to education, you and your child have a right to be free from harassment, bullying and other forms of wrongful discrimination that is perpetrated by teachers, the administration, or even other students. This applies to public schools, non-religious private schools, career schools, colleges, and universities.

  

Does discrimination have to be intentional to warrant compensation?

 

Anti-discrimination laws in education apply regardless of whether the discrimination is explicit or implicit. It is the administration's duty to make education equally accessible to all and this failure can result in a lawsuit.  

 

What are the most common types of discrimination at school?

 

Types of discrimination at school include bullying of minorities, the failure to give testing accommodations to disabled students, and the failure to extend days off to religious observers. Additional types of discrimination include equal access to sports between the sexes / genders, and teachers having sex with their students.

 

What are the federal protections available for discrimination at school?

 

Title IX of the Educational Amendments protects against sex discrimination while Title VI of the Civil Rights Act addresses race, color, and national origin discrimination, and finally Title II of the Americans with Disabilities Act (ADA) protects against disability discrimination. However, these federal laws on education discrimination were limited by the Supreme Court in 2022 and can, mostly, no longer result in victims receiving emotional distress or punitive damages.

 

What are New York State protections available for discrimination at school?

 

New York provides victims with the right to recover for their emotional distress and punitive damages. Additionally, New York adds protections by covering victims of discrimination with respect to more categories, such as race, color, religion, disability, national origin, sexual orientation, military status, sex, age, and marital status. New York even makes clear that its own public school districts can be held accountable for discrimination based on an amendment to its laws from July 25, 2019, A3425.

 

How long do I have to sue for education discrimination in New York?

 

If you or your child were a victim of education discrimination, it is important to act quickly and file your claim after hiring a lawyer. In New York State, claims against public school districts must be filed within 3 months after the discriminatory event. While the State's anti-discrimination laws otherwise provide up to 3 years for lawsuits against non-public schools (i.e., private schools / colleges / universities), it's important to act quickly to preserve all the discriminatory evidence (i.e., audio / video), which is done by immediately sending what is known as a spoliation notice.

 

What can victims of education discrimination in New York recover in compensation?

 

Discrimination victims, in New York, can recover compensatory damages (being made whole with emotional distress damages), punitive damages (punishment damages), and your attorneys' fees. The perpetrator can lose their license (if licensed as educators or otherwise), be required to take trainings, and be ordered to stop their offensive behavior. There are fines and more.

 

Can I be retaliated against for speaking out against discrimination at school?

 

Don't be afraid to speak-up. If you are advancing an anti-discrimination right for yourself or your child, you are protected from retaliation. Even if it is ultimately found that you or your child was not discriminated against, you both can nonetheless be compensated for facing unlawful coercion, intimidation, threats, or other types of interference with your anti-discrimination rights. Again, this is not just true if you are advancing your own rights, it also applies if you are raising your child's rights, or another student's rights, because anti-retaliation laws protect anyone who aids and/or encourages someone else in exercising their rights to be free from discrimination. Give us a call.



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Tuesday, May 17, 2022

Workplace Discrimination FAQs

Is employment discrimination illegal?

 

Yes, discrimination in employment is illegal in the United States. Depending on the state you live in, there may be even greater protections, rights, and damages available to victims of workplace discrimination.

 

What qualifies as employment discrimination?

 

The laws enforced by the US Equal Employment Opportunity Commission (EEOC), and your individual state, entitle victims to sue for compensation in the event of unfair treatment based on their protected status or protected class.

 

While these vary from state-to-state, they may include the following: race, ethnic background, visible traits (hair texture, hairstyle, donning of religious garments or items), color, national origin, citizenship status, alienage status, immigration status, lawful source of income (subsidy recipient status), occupation, religion, creed, marital status, partnership status, sex, gender, sexual orientation, gender identity or expression (transgender status), domestic violence victim status, stalking victim status, sex offense victim status, familial status, pregnancy, presence of children, handicap (disability), age, military status, uniformed service, veteran status, first responder status, arrest record, and sealed conviction record.

 

Does discrimination have to be intentional to warrant compensation?

 

No. Regardless of whether the discrimination was unintentional or caused by implicit biases, you are entitled to fair compensation.

 

What is the most common workplace discrimination?

 

The most common types of discrimination in the workplace include racial discrimination, age discrimination, sex or gender discrimination, and disability discrimination.

 

Can an independent contractor sue for discrimination?

 

In many places, you can sue for workplace discrimination whether you are an employee, a domestic worker, or an independent contractor. If you are unsure of whether or not this applies in your state or locale, it’s best to consult with a skilled employment discrimination lawyer.

 

Who do workplace discrimination laws apply to? 

 

You have a right to compensation if you are discriminated against by anyone in the workplace. This could include a boss, coworker, vendor, client, patron, temp agency, or franchisor. 


Where can discrimination occur?


While workplace discrimination often occurs in the office, it can happen anywhere—over a conference call, in a meeting, at a holiday party, or at a work lunch—so long as you were fulfilling your work responsibilities at the time of the discriminatory incident. 

 

How do I know if I have been discriminated against at work?

 

Federal and state laws prevent hiring managers from changing available compensation, rates of pay, hours, or availability of employment based on your protected class status. Wages must be substantially equal between genders and, in cities like New York City, wage transparency will be required when jobs are advertised.

 

If you have been treated unfairly in any of these ways, have been spoken to in a demeaning way, or have been subjected to offensive jokes or comments based on your protected class status, then you may have a case for workplace discrimination and should consider reaching out to an experienced New York discrimination lawyer.

 

Can I be fired for speaking out against discrimination?

 

Not legally, no. If you are speaking out against discrimination in the workplace, you are protected from retaliation. This is true regardless of whether you are speaking out for yourself or on behalf of someone else. If you or a loved one have been fired or treated unfairly for speaking out against discrimination at work, we would love to take on your case and ensure that you receive the compensation that you deserve. Give us a call.

 

Can you sue for workplace discrimination?

 

Yes. Not only is it possible to sue for workplace discrimination, but Lieb at Law, P.C. has helped countless individuals recover compensatory damages and punitive damages for the pain inflicted by this unlawful act. Workplace discrimination is a violation of your rights and should never be tolerated.

 

How long do I have to sue for workplace discrimination?

 

Typically, federal law requires that you make a filing within 300 days of the discrimination (this may be cut down to 180 days based on your state’s laws, or even to 3 months if you work in education in places like New York).  However, certain state law claims can be brought up to 3 years after the incident. So, you should call right away and let us determine if you still have time to bring your case. 

 

What can I recover if I sue for workplace discrimination?

 

Employment discrimination claims can result in very high awards because they are designed to compensate victims for lost back-pay, lost front-pay, and experiencing emotional distress / loss of dignity. Additionally, the law provides that victims can recover other forms of compensatory damages, punitive damages, and their attorneys’ fees. In fact, the perpetrator can lose their license (if licensed), be required to take trainings, and be ordered to stop their offensive behavior. There are fines and more. However, we are ethically required to advise you that our prior results do not guarantee a similar outcome. So, you should contact us today and get a tailored evaluation of your specific situation.



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Friday, September 10, 2021

Attorney Dennis Valet quoted in Newsday | Dismissal of Complaint Against Real Estate Agent Facing Charges

Lieb at Law, P.C. 's working relationship and history of collaboration with the Department of State's Division of Licensing Services led open and frank discussions between the prosecutor and defense counsel, resulting in a mutual understanding that voluntary dismissal of the complaint against a real estate agent facing charges.

The full article is published in Newsday: https://www.newsday.com/business/housing-bias-discrimination-real-estate-agents-long-island-divided-1.50356898?utm_source=appshare



Monday, October 05, 2020

Federal Eviction and Foreclosure Moratoriums Invite Litigation

Andrew Lieb published the article in The Suffolk Lawyer, Federal Eviction and Foreclosure Moratoriums Invite Litigation. This article discusses issues that will be litigated if an eviction moratorium is raised as a defense to an eviction proceeding.

Wednesday, May 13, 2020

Podcast | Foreclosures & Mortgage Modifications - Perspective From The Lender

You can't just decide to stop paying your mortgage without consulting with your Lender. 

In Episode 42, Andrew and Lauren breakdown the cost/benefit analysis of whether you deserve a mortgage modification. We discuss foreclosure lawsuits, mortgage terms and what motivates a modification from your lenders perspective.

In Episode 43, From the initial phone call to the bank, we go through how to get a mortgage forbearance agreement and understand the terms before you find yourself with a much bigger problem. Bob Lund leads the residential lending department at Bethpage Federal Credit Union and shares insights from his perspective.




Friday, January 31, 2020

Employers Exposure When Firing a Pregnant Employee

Attorneys Andrew Lieb and Mordy Yankovich share tips for employers who want to fire a pregnant employee due to employment issues. Learn how the exposure can be over 6 figures and what employers need to do to protect themselves from a lawsuit.




Monday, January 27, 2020

RE Brokers Paying Lawyers is a No-No

For a long time, real estate brokers on Long Island drafted leases for their clients, the landlords. As time passed, these brokers became educated about the illegality of this act and decided to stop committing a felony or being subject to having their license revoked. However, real estate brokers often couldn’t help themselves. They needed to connive another scheme to have the leases drafted for them, rather than simply referring their clients to attorneys as the law required. So, many real estate brokers have found unethical attorneys to draft their leases while the brokers pay such attorneys directly while controlling the representation. Simply, these attorneys are answerable to the broker, not the client.

This article by Andrew Lieb, Esq. published in The Suffolk Lawyer discusses how the unethical attorneys should be checking their mailbox for a letter from grievance.



Friday, January 17, 2020

What Landlords & Brokers Can Discuss When Dealing With Tenants To Avoid Discrimination in Housing

Housing discrimination is very serious and exposes Landlords and Real Estate Brokers to major lawsuits for big money damages. Attorney Andrew Lieb, Esq. explains to real estate investors and brokers how to minimize exposure and not discriminate to potential tenants. Learn what to say and what not to say when dealing with prospective tenants to avoid getting sued.



Tuesday, January 14, 2020

Real Tips HR: Restaurants Stealing Tips From Waitstaff

Restaurant tips are often illegally withheld from waitstaff. Attorneys Andrew Lieb and Mordy Yankovich discuss employer's liability and exposure to wage and hour disputes plus best practices for restaurants to avoid being named in a class action with astronomical damages.




Thursday, January 09, 2020

Real Tips Real Estate: Closing Dates

A highly popular question in the transactional area of law. Does "on or about" or "on or before" mean on that date, around that date, within 30 days of that date? How can a buyer or seller plan for the closing date? Andrew Lieb, Esq explains what these terms mean and how to set expectations for buyers and sellers in this 3 minute clip.



Thursday, January 02, 2020

REAL ESTATE & LAW: A LOOK BACK AT 2019 AND A LOOK AHEAD