Legal Analysts
In the wake of Hurricane Ian we are all thinking of the people of Florida and the Carolinas. However, what about the workers who are going to save lives and communities in the wake of the storm? What happens to them when they leave their jobs and do what is necessary in the blink of an eye. Are they sacrificing their continued employment by just leaving?
On September 29, 2022, President Biden signed the CREW Act into law to protect these important workers. Now, these workers who give notice of absence from a position of employment are considered to be engaging in a "military necessity" and these FEMA workers are now entitled to reemployment rights and benefits.
This is good law.
About Lieb at Law, P.C.:
The New York City Council introduced a bill to prohibit discrimination against people based on their tattoos. Are they taking discrimination law too far?
Yes, it's true that employers ban tattoos at the workplace all the time. Yes, there is a stigma attached to those with tattoos. Yes, that stigma is not associated with actual data of lower work quality or effort and it's therefore, wrong. However, unlike sex, religion, marital status, familial status, sexual orientation, race, and the rest of the protected classes in New York City, getting a tattoo is a personal choice. Or is it? Don't some religions endorse tattoos (e.g., Buddhism and Hinduism) and isn't tattoo discrimination therefore religious discrimination? But, wouldn't those with religious tattoos already have a discrimination claim if they were denied employment and not need this bill?
What do you think? Do you think tattoos should be a protected class giving rise to a discrimination lawsuit if someone is denied work because of their tattoo?
Shouldn't jobs be based on work quality alone? Or, shouldn't a boss have some say in who works for the company outside of qualifications?
This is a tough one.
Did you know that employees of the federal government have special rules to sue their employer for employment discrimination? For example, these employees only have 45 days to initiate their complaint after the discriminatory event or they are foreclosed from bringing a case.
Now, the Equal Employment Opportunity Commission (EEOC) is proposing an amendment to the regulation that governs these types of discrimination cases, 29 CFR 1614.
The proposed amendment is a step forward by embracing the EEOC's Electronic Public Portal, but it's not nearly enough for these employees who are often a day late and a dollar short in bringing their claims. What really needs to happen is to provide federal sector employees with extended timelines to bring their cases, which match that available to private sector employees (180 days or 300 days depending on local discrimination laws).
That said, the proposed regulatory change is designed "to authorize the Commission to transmit its hearing and appellate decisions and other documents to registered complainants through the EEOC Electronic Public Portal," which makes sense.
To comment on this proposed rule, identified by RIN Number 3046-AB23, go to https://www.regulations.gov and follow the instructions for submitting comments.
Attorney Andrew Lieb provides clarification to the USA Today by fact checking NY gun laws and false claims. Click here for the full article by USA Today.
Job description
From the moment you begin your career at Lieb at Law you will be exposed to our commitment to excellence. We value hard work, determination, and a desire to improve ourselves each and every day. In a fast-paced work environment this office requires lawyers who are unafraid to take on challenges and handle a multitude of responsibilities while keeping their head above water. Managing clients, drafting pleadings, discovery, and motions are just what happens before lunch.
But what this office prides itself on is the strong interpersonal work relationships. Our seasoned professionals are here to mentor and encourage you to become the best competitive litigator you can be. We operate a licensed school and teach law at CLEs throughout the country because we are regarded amongst our peers as leaders in the fields we practice. What is required from you is a tenacity to learn and improve. Expect to be thrown into complex litigation from day one and get exposed to a wide range of legal issues. But to become the best, you need to work to be the best, and at Lieb at Law we will provide you the tools and guidance to achieve that end.
Desired qualifications:
The firm’s practice areas include:
Qualifications:
Excellent critical thinking, writing, organization and research (Westlaw) skills. Must be technologically savvy.
About Lieb at Law, P.C.:
Lieb at Law, P.C. is a litigation boutique law firm, which focuses on discrimination claims in employment and housing.
We also litigate commercial disputes, real estate brokerage commission / fiduciary duty / ethics matters, breach of contract cases, title claims, landlord / tenant evictions, mortgage foreclosure actions, plaintiff's personal injury, and all employment matters, such as wage and hour claims and whistleblower actions.
Beyond litigation, the firm also offers outside general counsel advice and counsel to its corporate clients.
Our attorneys are admitted to practice law in New York, New Jersey, Connecticut, and Colorado while also practicing in the Federal Courts.
The firm's culture is driven by it's three-pillars of success: Self-confidence, Grit, and Skill.
We support our culture with an emphasis on leveraging technology. Staff have access to a cloud-based legal research platform so that the latest cases are available everywhere, including at home and in the courtroom. We have a secure, cloud-based case management system that catalogs every thought and action on each matter so that case facts are readily accessible at the stroke of a computer key. Finally, enterprise file sharing, storage, and collaboration software is leveraged to enable the efficient collaboration between attorneys where case strategy and document preparation is fresh and innovative.
Beyond our representation of individual clients and companies, our managing partner also serves as a media legal analyst, who regularly appears on TV / radio nationwide. This sets the tone for our law firm where our attorneys teach the law, rather than learning from others, at continuing education events and corporate trainings.
In all, Lieb at Law, P.C. is on the cutting edge of new statutes, regulations, and cases, which gives us a strategic advantage in the courtroom and in your representation.
Email resume to careers@liebatlaw.com
Recent legislation revising the Real Estate Property Law regarding the qualifying education requirements for real estate brokers was recently adopted. Effective September 21, 2022, all individuals applying for a real estate broker license must complete two hours of instruction pertaining to cultural competency.
In order to satisfy the new education requirements, broker applicants will be allowed to submit proof of completing a 2-hour continuing education course on cultural competency.
Please note: Effective December 21 ,2022, the 45-hour broker course will increase to 75 hours and includes cultural competency training.
Lieb School offers the 2 hour cultural competency course. You can register for it here.
On September 17, 2022, President Biden signed the Eliminating Limits to Justice for Child Sex Abuse Victims Act of 2022.
The Act completely eliminates the statute of limitations for minor victims to file a civil action for a number of federal sex offenses, including sex trafficking, forced labor, sexual abuse and child pornography. By amending Title 18 of the United States Code, the part that deals with federal crimes and criminal procedure, this Act removes all former time restrictions for specified offenses relating to minors.
Previously, minor victims seeking to file federal civil claims for damages had until their 28th birthday, or until 10 years after the violation or injury was discovered. These restraints presented a substantial barrier for many victims, who often delay in reporting or taking legal action because of the time it takes to process their trauma. Now, the doors of justice are wide open for minor victims to pursue claims and hold their abusers accountable.
Similar measures have been taken at the state level as well. For example, in New York, the Child Victims Act begins the statute of limitations for child sex abuse crimes when the child turns 23 for criminal proceedings, and the filing of a civil action before a toddler, pre-teen, or teenage victim’s 55th birthday.
It's becoming clear that the law is evolving favorably for victims of abuse. Perhaps knowing that the law is on their side will provide survivors with the empowerment that they need to carry on.
