Scripps News: Trump Reacts to Report over Tape. Legal Analysis with Attorney Andrew Lieb

Attorney Andrew Lieb recently made an appearance in an in-depth interview with Scripps News to discuss the potential legal implications for former President Donald Trump over reported classified document discussions, on tape, at his NJ Golf Course. 

Discussing Trump's defense strategy, Lieb clarified that it's not a legal strategy yet a political strategy to run for office. The legal strategy should be to keep quiet and suppress evidence. 

Join Lieb at Law, P.C. as a Fall 2023 Litigation Extern (Law Students Only Apply)

Lieb at Law, P.C. presents a remarkable opportunity for passionate law students to join our esteemed litigation boutique law firm as externs for the Fall 2023 term. As a 1L or 2L, this is your invitation to become part of a dynamic work environment in Smithtown, where a commitment to excellence permeates every aspect of our practice.

The firm is dedicated to making a real difference in the lives of individuals facing discrimination and retaliation in schools, workplaces, and housing. Our litigation practice serves as a powerful tool to stand up for those whose rights have been violated. By joining our team, you will immerse yourself in a purpose-driven environment where you can actively contribute to impacting positive change. Our unwavering dedication to fighting for justice has garnered national media attention, as we make a difference in the lives of individuals who have experienced discrimination and retaliation. By joining our team, you will become part of an environment that enables you to actively contribute to meaningful transformations.

In this fast-paced office, we seek lawyers and law clerks who fearlessly tackle challenges and manage a wide array of responsibilities while maintaining their composure. Drafting pleadings, handling discovery, and preparing motions are just some of the tasks that keep us busy before lunchtime.

Upon completing a semester externship with us, you will be considered for a highly sought-after law clerk position. This invaluable experience can be the stepping stone to an associate position with our firm upon graduating from law school. We value our team members and strive to foster long-term relationships that facilitate growth and professional development.

Desired qualifications:

• Excellent critical thinking and writing skills
• Proficiency in discovery
• Experience in motion practice
• Strong research abilities using platforms like Westlaw

About Lieb at Law, P.C.:

Lieb at Law, P.C. is a prestigious litigation boutique law firm specializing in discrimination claims in employment, school, and housing. Additionally, we handle commercial disputes, real estate brokerage commission and ethics matters, breach of contract cases, title claims, commercial landlord-tenant evictions, mortgage foreclosure actions, plaintiff's personal injury, and all employment-related matters such as wage and hour claims and whistleblower actions.

Beyond our litigation practice, we offer valuable advice and counsel as outside general counsel to our corporate clients.

Our attorneys are licensed to practice law in New York, New Jersey, Connecticut, and Colorado, and we proudly represent clients in federal courts.

Our firm's culture is rooted in three pillars of success: self-confidence, grit, and skill.

To enhance our culture, we leverage technology extensively. Our staff has access to a cloud-based legal research platform, ensuring up-to-date case information is accessible anytime and anywhere. Our secure, cloud-based case management system meticulously records every detail, enabling easy access to case facts at the touch of a button. Additionally, we employ enterprise file sharing, storage, and collaboration software, facilitating efficient teamwork and innovative document preparation.

In addition to our client representation, our managing partner serves as a media legal analyst, frequently appearing on national TV and radio. This ethos of teaching the law rather than solely learning from others extends to our attorneys who actively participate in continuing education events and corporate trainings.

At Lieb at Law, P.C., we stand at the forefront of new statutes, regulations, and cases, giving us a strategic advantage in the courtroom and ensuring exemplary representation for our clients. Join us this fall and unlock your legal potential in an environment that embraces excellence, growth, and innovation.

To Apply: 

• Email cover letter and resume to careers@liebatlaw.com 

As an important part of our selection process, we would appreciate it if you could provide us with additional information regarding your interest in our externship. We are particularly interested in understanding:

1. Why are you interested in an externship with Lieb at Law?
2. How does this externship align with your career objectives?
3. What are the specific areas of our work that you are most interested in and why?
4. How do you believe your skills and experiences can add value to our firm?

Scripps News Coverage: Lieb at Law Fights for Fairness Against Discrimination and Retaliation at Three Village School District

Lieb at Law is standing up for the rights of families and their children in school systems. We're representing the Graziano family, who faced discrimination and retaliation at their son's school.

Despite having an Individualized Education Program (IEP), which specified a minor student's access to a single-occupancy bathroom, as a reasonable accommodation, the school failed to honor these accommodations and actively denied the minor student's use of the bathroom. When Mr. Graziano advocated for his son's rights, the school retaliated against him by banning him from all school district property. This denial caused unnecessary stress and robbed the family of cherished memories for each of the family's three children who attended the district.

We've filed complaints with the New York State Division of Human Rights, and we're fighting for justice. No parent should face retaliation for advocating for their child's rights, and no child should suffer because their disability accommodations aren't honored.

Interested in learning more about the case? Check out the story covered by Scripps News 👉 Watch here

We want to make it clear - schools must be welcoming places for parents and students alike. We're determined to protect families from facing such discrimination in the future.

Stay tuned for updates as we work tirelessly for justice. Remember, you have rights, and Lieb at Law is here to defend them.

*attorney advertising

NewsNation: Lululemon Firings: Security Flaw or Employee Scapegoats? Analysis with Attorney Andrew Lieb

Surprised by the recent #Lululemon employee firing story? Allow us to dissect it for you.

Employees Rachel and Jennifer were reportedly fired for standing up to repeat offenders. This isn't a case of rogue vigilantism, but employees ensnared in relentless criminal activity.

Corporations ought to bear some responsibility here. The real concern? Lululemon's apparent lack of proactive security measures and effective cooperation with law enforcement.

Stand Your Ground laws are common, but where is the support for employees standing their ground within their workplaces? Companies must shoulder security shortcomings, empower and protect their employees, and back them during vulnerable times.

Sharing Attorney Andrew Lieb's interview on this topic with NewsNation. 

FOX LiveNOW: Trump To Appear As Judge Reinforces Ban On Attacking Witnesses. Analysis With Attorney Andrew Lieb.

Trump's Legal Showdown: Gag Order or Protective Measure? Attorney Andrew Lieb Spills the Truth 👀⚖️

NBC LX: Analyzing the Bryan Kohberger Case: An Interview with Attorney Andrew Lieb

Attorney Andrew Lieb joined NBC LX, discussing the complex case of Idaho murder suspect, Bryan Kohberger. We delved into the meaning of 'standing silent' as a plea, the challenging dynamics of suborning perjury, and the gravity of the death penalty decision in light of Idaho's reinstated firing squad.

The case is certainly a difficult one, with public intrigue high and key legal aspects at play.

Safeguarding Digital Privacy in Employment: An Examination of Assembly Bill A836

The age of digitization has elevated the significance of privacy rights, particularly regarding employment relationships. With the rise of personal electronic accounts, there has been growing concern about whether employers should be granted access to these accounts. Addressing this concern, Assembly Bill A836 in New York has recently been passed and heads to the Governor's Desk to be enacted, providing significant protection of employees' and applicants' digital privacy.

Defining the Prohibition: Assembly Bill A836

The 2023-2024 legislative session of New York saw the introduction of Assembly Bill A836, sponsored by Assemblyman Dinowitz. The bill provides comprehensive protection to the digital privacy of employees and job applicants, explicitly forbidding employers from requesting or requiring an employee or an applicant to disclose access details to their personal accounts on electronic communication devices.

What Constitutes a Personal Account?

Under the provisions of the bill, a personal account is an electronic medium profile where users create, share, and view user-generated content. This could range from uploading or downloading videos or photos, blogging, vlogging, instant messaging, or maintaining any internet website profile that is used by an individual exclusively for personal purposes.

Impact on Employers and Employees

Under the proposed bill, employers cannot compel or require employees or job applicants to disclose authentication details, access personal accounts in the employer's presence, or reproduce content or information from these personal accounts. Any infringement of this law may have legal repercussions.

Notable Exceptions

Despite the broad coverage of the bill, there are certain exceptions where an employer may request access information. These exceptions typically revolve around non-personal accounts that provide access to the employer's internal computer or information systems.

The bill also allows employers to request access information to an account used for business purposes or an account tied to an electronic device partially or fully paid by the employer. However, the employer must provide prior notice to the employee and obtain explicit agreement.

Looking Ahead

Upon being signed into law, Assembly Bill A836 will come into effect 180 days later, marking a significant milestone in the protection of digital privacy in the workplace. It emphasizes the necessity of distinguishing personal and professional spheres in the digital realm and serves as a potential precedent for other jurisdictions to follow.

Employers will have to adapt to this legislation and update their practices to maintain compliance. This underscores the continuous challenge of harmonizing privacy rights with business requirements in the rapidly evolving digital era.

PIX 11: Former Police Officer Retaliated Against by School for Defending Autistic Son's Rights. Lieb at Law Advocates for Justice

At Lieb at Law, P.C., we believe in protecting the rights of individuals who face unjust treatment. Today, we want to shed light on an alarming incident involving one of our clients, a courageous father and former police officer, who has recently faced retaliation from a local school district.

The heart of this story revolves around a dedicated father who took a stand against an unfair bathroom rule. Despite his valiant efforts to protect his autistic child's well-being, he became the target of unjust treatment from the school administration.

Our client, a former police officer who has devoted his life to upholding the law and safeguarding others, found himself banned from school property as a consequence of his bravery and commitment to fighting for what is right. It is disheartening to witness such retaliation against someone who simply sought equality and inclusivity for his child.

At Lieb at Law, P.C., we firmly believe that no one should face discrimination or retaliation for advocating for their loved ones. We stand with our client and his family, ready to support them in their pursuit of justice. 

PIX 11 News featured our client's struggle for justice. You can read the story in detail by following this link

https://pix11.com/news/new-york-father-says-school-retaliated-against-him-for-protecting-autistic-son/?utm_source=wpix_app&utm_medium=social&utm_content=share-link

Attorney Advertising 

Artificial Intelligence as the Discrimination Actor in Employment Discrimination

Welcome to the age of artificial intelligence (AI) and employment discrimination. 

The Equal Employment Opportunity Commission (EEOC) just published a new recourse on AI and Title VII, which is a reminder that employment decisions are happening more and more through the utilization of AI and employers are responsible if the AI "has an adverse impact on individuals of a particular race, color, religion, sex, or national origin." 

In fact, the EEOC makes clear that employers may be responsible even if "the tools are designed or administered by another entity, such as a software vendor." 

So, all employers, regardless of location, should pay attention to NYC's NYC Local law 144, which became effective on January 1, 2023, and attempt to comply, as it's a way to mitigate your exposure. The Local Law regulates the use of "automated employment decision tools" when it comes to employment discrimination in hiring and promotions by requiring annual audits, a summary of audit results on the employer's website, and other notice requirements to those subjected to screening by the tool. 

By following NYC's lead with audits, employers can avoid major discrimination lawsuits through the fault of AI rather than human actors. That said, the audits should go beyond NYC's requirements and hit each of the 5 areas the EEOC suggests will result in discrimination claims, including: 

1. Resume scanners that prioritize applications using certain keywords; 
2. Employee monitoring software that rates employees on the basis of their keystrokes or other factors; 
3. “Virtual assistants” or “chatbots” that ask job candidates about their qualifications and reject those who do not meet pre-defined requirements; 
4. Video interviewing software that evaluates candidates based on their facial expressions and speech patterns; and
5. Testing software that provides “job fit” scores for applicants or employees regarding their personalities, aptitudes, cognitive skills, or perceived “cultural fit” based on their performance on a game or on a more traditional test. 

Fox LIVENOW: Idaho College Murders: What's next for Bryan Kohberger? Analysis with Attorney Andrew Lieb

Bryan Kohberger, the criminology Ph.D. student accused of the home invasion murders of four University of Idaho undergrads, has been indicted by a grand jury in Latah County, authorities have confirmed. Attorney Andrew Lieb joines FOX LiveNOW to analyze the case.