Can a CEO Fire You for Cheating? The Legal Issues Behind the Natalie Dawson Story

Is Cardone Ventures Discriminating by This Post and These Actions?

American CEO Natalie Dawson, president of Cardone Ventures, has sparked debate after revealing she fired two employees for cheating on their partners. Speaking on The Diary of a CEO podcast, Dawson explained that she immediately terminated the employees upon learning about the infidelity, believing that personal dishonesty reflects professional unreliability.

For her, integrity in personal and professional life is intertwined, and she considers cheating employees a liability to the company culture and environment. While some support her commitment to ethics, others criticize her for blurring private and work boundaries.

#NatalieDawson #CEO #Integrity #WorkplaceEthics #Leadership #Infidelity #USNews #CorporateCulture #Accountability #BreakingNews #fblifestyle 

It really depends on the facts, but if you were terminated, you should take a deep look into this one.

Specifically, how did the CEO learn about the infidelity? Was it from an out-of-wedlock pregnancy? If yes, that can constitute sexual harassment under Title VII because only a woman can get pregnant.

Here is another angle: Is this CEO acting on religious grounds and trying to impose her beliefs on her staff? If so, that may constitute religious discrimination. A federal court explained earlier this year:

“The plaintiff must assert that an adverse employment action was taken because of a discriminatory motive based upon the employee’s failure to hold or follow her employer’s religious beliefs.”

— Owens v. City of New York Dep't of Educ., No. 21-2875, 2022 WL 17844279, at *2 (2d Cir. Dec. 22, 2022))." Maas v JTM Provisions Co., Inc., 1:23-CV-00076-JPH, 2025 WL 823671, at *4 [SD Ohio Mar. 13, 2025]

Think your firing crossed a legal line?

Lieb at Law handles discrimination and wrongful termination cases across NY, NJ, and CT.
Talk to an attorney today.

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Federal Court Finds Religious Discrimination in Old Westbury Zoning Code

The United States District Court for the Eastern District of New York (EDNY), in Lubavitch of Old Westbury, Inc. and Rabbi Aaron Konikov v. Incorporated Village of Old Westbury, New York delivered a strong reminder to municipalities: zoning codes cannot discriminate against religious institutions. 

The long running dispute centered on the "adoption of a land use statute aimed at places of worship". In striking down the law, EDNY emphasized that "[o]fficial action 'burdening religious conduct that is not both neutral and generally applicable, however, is subject to strict scrutiny,'" which is violated where "they treat any comparable secular activity more favorably than religious exercise." Here, the Court found exactly that - a violation. 

Seventeen years of litigation later, the question remains: why wasn’t the Chabad simply allowed to build its house of worship? From a reading of this case, it’s hard to see why the Village of Old Westbury has fought so long rather than just letting them build it.

If your religious organization is facing discriminatory land use restrictions, attorneys at Lieb at Law, P.C. can help evaluate your case. 

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NYC School Bias Case Dismissed — The Court Demands Specific Proof of Causation

NYS' highest Court, the Court of Appeals, ruled in IntegrateNYC, Inc. v. State of New York that claims that NYC Public Schools discriminate by their "admissions and screening policies, curriculum content, and lack of diversity among the teacher workforce... fail as a matter of law." However, the real takeaway was that even, under a "liberal standard applied on a motion to dismiss" where facts are presumed true, a Plaintiff cannot make conclusions of causation without allegations of fact in a discrimination lawsuit. Simply, Plaintiffs need to get granular to win and if defending, a defendant would be well served to point out that it's all conclusory when dismissal is sought. 

This case was brought under the Education Article and the Equal Protection of Law of the NYS Constitution and the NYS Human Rights Law [Executive Law 296(4)]. For each claim, the Court reminds us of the requirements as follows:

• "A claim brought under the Education Article... [requires] 'first, that the State fails to provide [plaintiffs] a sound basic education in that it provides deficient inputs—teaching, facilities and instrumentalities of learning—which lead to deficient outputs such as test results and graduation rates'...[s]econd, plaintiffs must sufficiently allege causation—that the deficient outputs are “causally connected” to the claimed input deficiencies... [where] the deficiencies complained of must represent a 'district-wide failure'... [and it] requires allegations of a “gross and glaring inadequacy” in the quality of education being provided."
• "To state an Equal Protection claim based on disproportionate impact of a facially neutral action or policy, a plaintiff must show '[p]roof of racially discriminatory intent or purpose'."
• Under the NYSHRL, it is "an unlawful discriminatory practice for an educational institution to deny the use of its facilities to any person otherwise qualified, or to permit the harassment of any student or applicant, by reason of his race . . ."

In making its decision, the Court pointed out that it is undecided whether "disparate educational outcomes alone could in some circumstances sustain such a claim." But, more importantly, the Court made a stark observation that should be noted by all Plaintiffs and Defendants in discrimination cases - a complaint fails where it does not include specifics. A complaint will be dismissed where it relies on "plaintiffs' conclusory allegations, such as here, where Plaintiff just plead 'but for the discriminatory admissions testing,' Black and Latino students 'would not have been excluded'." The Court needed more and without it, the case was dismissed. 

Think you have a discrimination case? Use our Discrimination Case Checker to see if your claim meets the legal standards set by New York’s highest court.

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Employee Resource Groups are Discriminatory per DOJ - Here Comes Reverse Discrimination Claims

The US Justice Department Released its Guidance for Recipients of Federal Funding Regarding Unlawful Discrimination. Yet, the real takeaway is not about funding at all. Instead, the key is that Employee Resource Groups are discriminatory. Specifically, the Guidance reads that an initiative that "designates a 'safe space' or lounge exclusively for... a specific racial or ethnic group" is an example of unlawful practices. In that vein, DOJ recommends that "[a]ll worplace programs, activities, and resources should be open to all qualified individuals, regardless of race, sex, or other protected characteristics. Avoid organizing groups or sessions that exclude participants based on protected traits. Some sex separation is necessary where biological differences implicate privacy, safety, or athletic opportunity." If you were excluded from such a program, activity, or resource based on your sex or race, or any other protected characteristic, you may now have a claim for discrimination according to DOJ. 

If you were excluded from a workplace group or denied access to an employee program based on your sex, race, or another protected characteristic, contact Lieb at Law, P.C. to discuss your potential discrimination claim. Our attorneys handle complex workplace discrimination cases across New York, New Jersey, and Connecticut.

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NYS' Highest Court Addresses a Good Guy Guaranty Conditioned on Tenant's Surrender

Does a surrender require acceptance for it be effective in landlord / tenant law? Well, that really depends on the lease as we recently learned from NYS' highest court, the Court of Appeals. Before the Court was a good guy guaranty being litigated. "[A] 'good guy' guaranty is a limited guaranty in which the guarantor’s obligation extends only up to the point that the tenant surrenders the premises to the landlord, leaving the tenant solely responsible for rent due from that point forward" according to the Court in 1995 CAM LLC v. West Side Advisors, LLC, et al. This is a huge reminder because in commercial real estate litigation, tenants are often dumbfounded to learn that the good guy guaranty does not excuse the tenant from liability, just the guarantor. Regardless, the case before the highest court was far more nuanced and involved another real issue that frequently arises in commercial real estate litigation - the interplay of a tenant vacating a tenancy and a landlord accepting a surrender. Stated otherwise, the Court needed to determine whether the guarantor's "liability ends with [tenant's] surrender of possession, or with [landlord's] acceptance of surrender." In deciding this issue, and while being mindful that the contractual language at issue could change the result, the Court found that the landlord's acceptance of surrender was irrelevant to the issue because acceptance would result in the landlord never accepting and the lease running its course and therefore, the good guy language of the lease would be superfluous. Therefore, the Court reminded us that "[i]mportantly, an interpretation that renders language in the guaranty superfluous is “a view unsupportable under standard principles of contract interpretation” (Lawyers’ Fund for Client Protection of State of N.Y. v Bank Leumi Tr. Co. of New York, 94 NY2d 398, 404 [2000]).

Litigation over a lease or guaranty?
Lieb at Law’s litigation team represents landlords in high-stakes real estate disputes across New York, New Jersey and Connecticut. Contact us to build your case.

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Rent Check Bounced? A New NY Law Just Capped What Landlords Can Charge You

Ever bounced a rent check and been hit with a random “returned payment” fee that felt way higher than it should be? A new law in New York just put a stop to that.

As of October 16, 2025, New York landlords can no longer charge tenants excessive fees when a rent check bounces. This new law, passed as Assembly Bill A56, makes it clear that landlords can only charge tenants for the actual cost they incur when a check is dishonored.

That means no more flat “penalty” fees or inflated charges that go beyond what the bank actually billed the landlord. And here’s the kicker: landlords can only charge this fee if it’s specifically written into the lease. If it’s not in the lease, they can’t demand it later.

What do you think, does this law strike the right balance between protecting tenants and covering landlords’ real costs? 

#StopTheIck

Reddit Story: My Boss Lifted My Skirt to “Check Dress Code” — This Is Why We Say #STOPTHEICK

“He said my outfit was ‘too suggestive’ but that it would be fine to wear if I was his personal assistant. Then he stood up, lifted my skirt, and put his hand down my underwear. He said, ‘if I can do this, it’s breaking dress code.’”

— Reddit user, r/TwoXChromosomes

A young woman posted this after starting her first job as a front-desk receptionist. Her boss made “offhand jokes,” calling her eye candy and saying front-desk work was “a woman’s job.” She brushed it off. Most of us do because we’re told to be professional, not make it weird, and keep our heads down.

But this story shows what happens when the ick goes unchecked. What started as comments escalated into assault.

It Starts With the Ick

That uncomfortable feeling in your gut when someone in power jokes about your body or clothes? That’s not oversensitivity. That’s your instincts warning you. That’s the ick.

When workplaces ignore it when people say “he didn’t mean it like that” the behavior festers until someone gets hurt.

Here’s the Truth

What this boss did is not a “misunderstanding.” It’s sexual assault and workplace discrimination. 

Yet, that's not even the point - the point is you can't give an inch when you get the ick. Even if the statements weren't severe and pervasive enough or even if they were just petty slights or trivial inconveniences, too many people focus on whose right? Instead, you need to focus on #STOPTHEICK before you even get to whether there is a hostile environment case because an unchecked hostile environment often turns into sexual assault. 

Just so you know, you are protected under both federal law and state laws across the tri-state area that make this conduct illegal:

• ⚖️ Title VII of the Civil Rights Act of 1964 (Federal): Applies to nearly all U.S. workplaces.
• ⚖️ New York State & New York City Human Rights Laws: Prohibit any unwelcome sexual conduct, even one incident.
• ⚖️ New Jersey Law Against Discrimination (LAD): Protects employees from harassment, retaliation, and hostile work environments.
• ⚖️ Connecticut Fair Employment Practices Act (CFEPA): Bans sexual harassment and protects anyone who reports it.

These laws make sexual harassment and assault illegal in every workplace. They protect employees from unwanted sexual contact, comments, advances, and any retaliation for reporting misconduct.

You don’t have to scream or fight back for it to count. Freezing is a trauma response, not consent.

Retaliation is illegal. You cannot legally be fired, demoted, or punished for speaking up.

You have legal options:

• 📄 File a complaint with HR, the EEOC, or your state or city human-rights agency.
• 🧑‍⚖️ Bring a lawsuit against an employer or coworker who violated your rights.
• 💼 Negotiate severance or settlement through an employment attorney.
• 🔐 Keep everything confidential, you decide how and when to share your story.

If this happened to you, you are protected under federal law and your state’s law and you are not alone.

Why We Say #STOPTHEICK

“Jokes,” “compliments,” and “dress-code talks” like this aren’t harmless they’re warning signs of cultures that excuse abuse. More so, that boss was testing you to see what he could get away with and thought it was okay to put his hand down your pants. Every ignored ick is an open door for someone to cross another and further line.

Calling it out isn’t overreacting. It’s prevention. It’s how we keep workplaces safe, equal, and human.

If You’ve Experienced This

You are not alone. You are not to blame. And you have rights.

Get confidential help at www.stoptheick.com or contact Lieb at Law, P.C. at (646) 216-8009.

Know Your Rights Call for Help

#StopTheIck #WorkplaceHarassment #SexualHarassmentAwareness #YouAreNotAlone #EndWorkplaceAbuse

This post is part of our #StopTheIck series. We highlight real stories shared online about workplace harassment, discrimination, and abuse and break down the rights and protections that exist under the law. Have a link you want us to cover? Submit it here.

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Sexual Favors as a Condition of Tenancy Violate Fair Housing Act and New York State Human Rights Law

Instagram has a post that reads - "Sex for Rent Agreements Becoming Increasingly Popular in Canada" and its got a lot of likes and traction. 

Not sure what's happening north of the border, but in the US, that "agreement" clearly violates the Fair Housing Act and state laws, like the New York State Human Rights Law. Simply, a landlord, who is in a position of power cannot condition a tenancy, rental payments, or services (like maintenance) relevant thereto on receiving sexual favors or sexually charged pictures, or, even sexual talk. To be certain, a tenant can go so far as having sex or providing sexual favors to their landlord and still sue their landlord for discrimination by arguing that the tenant's act of participating in sexual acts doesn't change those acts into being welcomed (a key word in discrimination law); that power differential just won't go away when quid pro quo discrimination happens (i.e., trading a sexual favor for a positive term of the tenancy). If you are not yet convinced, check out landlord Edwin Allen who was reported to be ordered by a jury to pay his tenant $10,000,000* for increasing her rent and threatening to evict her to pressure her for sex. This is actionable discrimination. The Civil Rights Division of the Department of Justice even has its own Sexual Harassment in Housing Initiative - Be warned. 

* That doesn't make all cases worth this amount or anything at all, but it certainly paints a risk assessment. 

If you’ve experienced or been accused of sexual harassment in housing, contact Lieb at Law, P.C. Our discrimination attorneys handle cases across New York, New Jersey, and Connecticut.
👉 Speak with a Housing Discrimination Attorney

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FMLA Just Got Messy: DOL Redefines “Normal Workweek” for Shift Workers

Employees with irregular or extended schedules (like correctional officers, nurses, EMTs, and other shift-based workers) have a new way to calculate Family and Medical Leave Act (FMLA) entitlements per a DOL Opinion Letter, FMLA2025-02-A (Sept. 30, 2025). In summary, under the Opinion Letter, FMLA hours are based on the actual “normal workweek,” not a standardized 40-hour figure, where mandatory overtime now counts, but voluntary overtime does not. As a result, an employee’s 12 weeks of FMLA leave must reflect that employee’s schedule, not a default 40-hour standard. For example, a correctional officer working 84 hours every two weeks (12-hour shifts, mandatory overtime included) is entitled to 504 hours of FMLA leave, not 480. Employers must also deduct leave on that same basis: hours actually missed from the normally scheduled workweek. To put it simply, if an employee skips required overtime because of FMLA leave, those hours count against their entitlement. But if they skip voluntary overtime, it doesn’t.

Simply, under the Opinion Letter, DOL drew a fuzzy (and litigable) line between “mandatory” and “voluntary.” These types of fuzzy lines result in litigation where an employee will claim that they were ‘pressured’ to pick up shifts or 'strongly suggested’ to take extra hours. Rather than clarifying the rules, the DOL has created a new battleground for disputes over scheduling language and payroll records. Employers are now left to prove, retroactively, that a shift was truly voluntary. Employers with shift differentials, rotating schedules, or recurring overtime must audit how they calculate FMLA entitlement and usage. HR systems that default to a 40-hour week are officially outdated. The DOL has made it clear that if your FMLA math doesn’t match your reality, you’re violating federal law.

The bottom line is that employers, especially in public safety and healthcare, need to redefine their policies before the lawsuits hit. Audit your “mandatory” overtime definitions, verify your FMLA tracking system, and get your documentation airtight. Because after this Opinion Letter, one miscounted hour could mean an FMLA interference claim.

Don’t wait for an FMLA lawsuit to expose your timekeeping gaps.

📞 Contact Lieb at Law, P.C. to audit your overtime policies, HR systems, and FMLA compliance before enforcement begins. Call Lieb at Law, P.C. 646-216-8009. 

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90 Day Notice Required As Condition Precedent to Condo / Homeowners' Association Enforcement of Lien Action

Homeowners' association and condominium boards must now provide, at least, a 90 day notice prior to commencing an action to enforce a lien for unpaid common charges, assessments, fines or fees pursuant to s7413. This notice must be provided to both the property address and any other address of record in at least fourteen point type and it must include the specific amount due. 

If you're a board member or managing agent, make sure your lien enforcement process complies with the new 90-day notice rule.
📞 Contact Lieb at Law, P.C. to review your HOA or condo’s collection procedures and avoid costly legal missteps. 

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PropTech Beware: NYS Amends Donnelly Act to Ban Algorithmic Rent Pricing

The NYS Donnelly Act (Anti-Monopolies) has been expanded by S7882, which is effective on December 15, 2025, and now algorithms utilized for price fixing residential rental properties are distinctly prohibited under NYS's anti-monopoly legislation, by the state establishing a lower reckless disregard standard to prove culpability that does not otherwise exist in Article 22 of the General Business Law. As a result, PropTech companies need to shift their resources, in NYS, to focus on pre-development legal viability reports rather than post-development litigation defense. In targeting PropTech, rather than universally applying a reckless disregard standard to the Donnelly Act, which otherwise prohibits two or more entities from intentionally entering an agreement to price fix, NYS is legislating against startups. The legislation prohibits residential landlords from utilizing algorithms to coordinate their pricing. However, the Donnelly Act (NYS), and also the Sherman Act (Federally), already prohibit concerted action by two or more independent entities through agreement. So, why is NYS targeting a specific industry with a lower standard rather than price fixing, in general? The question begs why is "operating or licensing a software, data analytics service, or algorithmic device" or the industry of "residential rental property owners or managers" special in NYS. Does protecting residential rentals serve a greater public good than promoting PropTech development in the eyes of our government? Either way, startups and other tech firms needs to pay attention to this law change and, unfortunately, they are traditionally the type of industry that asks for forgiveness rather than permission. Only now, the need for a legal viability report in PropTech is even more important because otherwise the lawsuits will be coming based on this lower standard of proof necessary to recover treble damages, attorneys'' fees and costs. These lawsuits are going to be filed based on private rights of action, action by the AG, and there are even criminal penalties spelled out in the Act. So, PropTech, be warned. 

Consult Lieb at Law for a PropTech Legal Viability Review. Our attorneys can evaluate whether your algorithms, data-sharing models, or partnerships expose you to treble damages or criminal liability under the new Donnelly Act standard.

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New York Expands Human Rights Law to Ban Discrimination in Real Estate Appraisals

On October 16, 2025, A6689 was signed into law and now New Yorkers are protected from discrimination in real estate appraisal services by the New York State Human Rights Law. 

This bill expands the New York State Human Rights Law, at Executive Law 296, by enacting new paragraph (h), which now provides:

IT SHALL BE AN UNLAWFUL DISCRIMINATORY PRACTICE FOR ANY PERSON TO DISCRIMINATE AGAINST ANY INDIVIDUAL IN MAKING REAL ESTATE APPRAISAL SERVICES AVAILABLE OR TO BASE A REAL ESTATE APPRAISAL, ESTIMATE, OR OPINION OF VALUE ON THE RACE, CREED, COLOR, NATIONAL ORIGIN, CITIZENSHIP OR IMMIGRATION STATUS, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, MILITARY STATUS, SEX, AGE, DISABILITY, MARITAL STATUS, STATUS AS A VICTIM OF DOMESTIC VIOLENCE, LAWFUL SOURCE OF INCOME, OR FAMILIAL STATUS OF EITHER THE PROSPECTIVE OWNERS OR OCCUPANTS OF THE REAL PROPERTY, THE PRESENT OWNERS OR OCCUPANTS OF THE REAL PROPERTY, OR THE PRESENT OWNERS OR OCCUPANTS OF THE REAL PROPERTIES IN THE VICINITY OF THE PROPERTY. NOTHING IN THIS SECTION SHALL PROHIBIT A REAL ESTATE APPRAISER FROM TAKING INTO CONSIDERATION FACTORS OTHER THAN RACE, CREED, COLOR, NATIONAL ORIGIN, CITIZENSHIP OR IMMIGRATION STATUS, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, MILITARY STATUS, SEX, AGE, DISABILITY, MARITAL STATUS, STATUS AS A VICTIM OF DOMESTIC VIOLENCE, LAWFUL SOURCE OF INCOME, OR FAMILIAL STATUS.

The bill also provides license law procedures to enforce discriminatory violations by appraisers, including a fine, suspension, or revocation of licensing statute. It finally creates funding for an anti-discrimination in housing fund to be administered by the AG to test fair housing compliance. 

If you believe you’ve been a victim of appraisal discrimination or need guidance on compliance with the New York State Human Rights Law, contact Lieb at Law, P.C. at 646.216.8009 to speak with an attorney experienced in real estate discrimination litigation.

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Goldman’s Women-Only Program: DEI or Discrimination Risk?

Goldman Sachs 100000 Women Online Program 2025 clearly has noble aspirations of providing educational training to women to succeed in business. However, are those same noble pursuits legally problematic and a hotbed of exposure to Goldman? Stated otherwise, doesn't Goldman have exposure to a reverse discrimination lawsuit brought by a male who is prevented from obtaining this free education because of his sex / gender given that the program expressly limits its availability to just women, as follows: "open to women entrepreneurs from around the world." For all companies, doesn't providing educational programs to ONLY women violate Title VII or IX? Isn't this a prime example of a sex / gender-conscious affirmative action DEI educational program that SCOTUS recently ruled as discriminatory, in 2023, when it struck Harvard's and UNC's affirmative action policies that tied educational admissions advantages to the race of applicants? 

To be fair, the 2023 SCOTUS decision of Students for Fair Admissions v. President & Fellows of Harvard College was about race-consciousness, under Title VI and the Equal Protection Clause, whereas the Goldman Sachs' training is about gender-conscious issues under Title VII and Title IX. However, these anti-discrimination statutes share a lot in common, and the 2023 decision provides some tea-leaves as to how future Title VII and Title IX decisions will go when faced with reverse discrimination claims involving affirmative action. 

As to Title IX, the statute prohibits sex discrimination in education and is the closest corrolary to Title VI, which prohibits race, color, and national origin discrimination in education. However, unlike Title VI, Title IX expressly allows education to be limited to one sex. Nonetheless, the Goldman program is run by Coursera, which is not so limited. Therefore, that exception likely won't save Goldman. Regardless, Goldman is likely saved from a Title IX claim because such a claim is only applicable to recipients of federal funding and it is unlikely that this Goldman program receives federal funding (albeit, this is unknown, but speculated). 

As to Title VII, the statute prohibits sex discrimination (amongst other protected classes) in employment. Under this statute, Goldman would only have problems if an employee, or potential employee, could demonstrate a relationship between Goldman Sachs 100000 Women Online Program 2025 and the availability, terms, conditions, and/or privileges of employment. Stated otherwise, a claim would be dependent on whether receiving the training results in Goldman's employees or prospective employees receiving a corresponding employment benefit? If so, under Muldrow v. City of St. Louis, an employee, or a potential employee, advancing a Title VII claim would likely prevail because they would show "some harm" as a result of their denial from participating based on sex / gender. So, let's evaluate Goldman's Program with the presumption that an employee or prospective employee can benefit from having participated, because it's likely a benefit when interviewing to have taken Goldman's education.

Under Title VII, before the 2023 SCOTUS decision of Students for Fair Admissions v. President & Fellows of Harvard College, the 100000 Women Online Program would be permissible based on precedent from the 1979 SCOTUS case United Steelworkers of America, AFL-CIO-CLC v. Weber where the Court expressly ruled that a voluntary race-conscious training program was permissible if it was established only until, under that case's facts, the percentage of black craft workers in the plant was commensurate with the percentage of blacks in the local labor force given that the purposes of the plan mirrored those of Title VII and the plan did not unnecessarily trammel the interests of white employees, it was a temporary measure, it was not intended to maintain racial balance, and it was simply designed to eliminate a manifest racial imbalance. Therefore, we wonder if Goldman's program has statistical data with such an aspirational goal. We further wonder if the program was designed to sunset. Finally, we wonder how men are being disadvantaged at Goldman who did not have the opportunity to participate in this program. 

Nonetheless, the 2023 case of Students for Fair Admissions v. President & Fellows of Harvard College changed all that in providing that "the student must be treated based on his or her experiences as an individual - not on the basis of race." Likewise, qualification to the Goldman Program should be based on individual experience, not on their gender / sex. On top of that, and as previously alluded to, Goldman's Program does not state any measurable objectives or sunset as to its availability. Yes, it is not subject to Title IX because Goldman is not a recipient of federal financial assistance, but it is subject to Title VII and Goldman may have exposure here. That all said, Goldman is playing with fire in advancing this program in 2025, post-Students for Fair Admission, and any employer offering educational opportunities to employees or potential employees should similarly proceed with caution. Moreover, and beyond education, these same risks apply with employers offering Employee Resource Groups (ERGs) that are based on shared demographics rather than just engaging in the safe option of Affinity Groups that are based on shared interest, like sports. This is 2025 and offering program access based on participant demographics is not smart business.  

Employers - don’t get burned by well-intentioned DEI or training programs. Before launching initiatives that limit access based on demographics, consult with the attorneys at Lieb at Law, P.C. to ensure compliance and protect your business from reverse discrimination claims.

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NY DHR Adopts New Complaint Filing & Investigation Rules (9 NYCRR 465) — Effective Sept. 10, 2025

New Discrimination Complaint Filing and Investigation Procedure in NYS Proposed by Division of Human Rights

Update (Sept. 10, 2025): The Division of Human Rights’ rulemaking is now adopted and effective. For a practitioner-ready breakdown and how to comply, see our new resource page: NY DHR Complaint Filing & Investigation Rules.

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The New York State Division of Human Rights, which oversees administrative adjudication of discrimination claims statewide, first proposed updates to complaint filing and investigations in the New York State Register on June 18, 2025. Those changes have now been adopted without changes and took effect on September 10, 2025 (Notice of Adoption: amendments to 9 NYCRR §§ 465.1, 465.2, 465.3, 465.5, 465.6; repeal of § 465.8). For the official adoption notice, see the Register (Issue 36, 9/10/25).¹

What changed in Part 465 (high level)

• Service of papers (§ 465.2): Modernized to allow first-class mail, email, and other appropriate electronic means.
• Who may file (§ 465.3(a)): Clarifies individuals, organizations (consistent with caselaw), attorneys/guardians, custodial parents/guardians for minors; confirms DHR may file on its own motion; removes class-action pathway per caselaw limits on relief to non-filers.
• Form & verification (§ 465.3(b)): A complaint can be verified by declaration (Ch. 304, L. 2021) and must be on a Division form (web-based form allowed).
• Required contents (§ 465.3(c)): Must include:
  • a concise statement of the discriminatory acts sufficient for investigation,
  • sufficient identification of the complainant(s) and alleged wrongdoer(s), and
  • factual allegations sufficient to support the claim.
• Time to file (§ 465.3(d)): Generally 3 years from the alleged discriminatory practice (with limited historical exceptions).
• How to file (§ 465.3(e)): Confirms web portal intake and a telephonic option via DHR’s call center; complaint is filed when verified and received.
• Withdrawals / discontinuance / dismissals (§ 465.5):
  • Withdrawal allowed any time before probable cause.
  • Discontinuance after probable cause requires commissioner consent; private settlements are not accepted post-PC (must be a stipulated settlement with the Division).
  • Other dismissal bases clarified/added (e.g., admin convenience, annulment of election to pivot to court, untimeliness).
• Investigations (§ 465.6): Confirms commissioner’s authority to appoint employees to act for regional directors/housing investigations; emphasizes prompt, fair investigations and leadership review for factual/legal sufficiency.
• Probable cause review (§ 465.8): Repealed (obsolete due to electronic records; duplicative).

Exact rule text

The above is a summary. The controlling authority is 9 NYCRR Part 465. You can review the adoption notice in the Sept. 10, 2025 State Register and our evergreen rule explainer here:

• Register Notice of Adoption (9/10/25): see “Division of Human Rights — Complaint Filing and Investigation Procedures” (Issue 36).¹
• NY DHR Complaint Filing & Investigation Rules — Lieb at Law (summary + practical guidance).

What this means for you

• Employees/tenants/public-accommodations users: The 3-year filing window and online intake lower barriers—but your complaint must be specific and verified. We can structure your facts to meet Part 465’s sufficiency standards.
• Employers/housing providers/businesses: Expect more filings and electronic service. Update your intake/litigation protocols and evaluate early dismissal strategies (jurisdiction, probable cause, admin convenience) and forum strategy (annulment to court when appropriate).

Need help now? Don’t DIY Part 465. Request a consultation or call (646) 216-8009.

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Attorney Advertising. This post is for informational purposes only and not legal advice. Updated 9.10.25.

¹ NYS Register, Issue 36 (Sept. 10, 2025), “Division of Human Rights — Complaint Filing and Investigation Procedures,” Notice of Adoption (amending 9 NYCRR §§ 465.1, 465.2, 465.3, 465.5, 465.6; repealing § 465.8).

PAID Program: False Promise or Smart Strategy for Employers?

The US Department of Labor's Wage and Hour Division (WHD) recently relaunched a self-audit program for US private employers called the Payroll Audit Independent Determination (PAID) program. It bills itself as a "program to help employers resolve potential minimum wage and overtime violations under the Fair Labor Standards Act (FLSA), as well as certain potential violations under the Family and Medical Leave Act (FMLA)." Sounds like a great idea to resolve pay issues quickly without penalty, right?

However, while the program purports to "allow[] employers to correct mistakes efficiently and ensure employees receive back wages or other remedies promptly, all while avoiding litigation," THIS IS FALSE ADVERTISEMENT and the program should be avoided by employers, except in very limited circumstances. 

Employers should be warned that PAID cannot waive employee's federal FLSA / FMLA / Discrimination related claims and does not even address state claims, such as NYS Paid Family Leave or state wage and hour suits under the New York State Labor Law. Here is the rub, while PAID is designed to "quickly provide 100% of the back wages due" to employees, under applicable federal law employees who bring suit can recover liquidated damages, or 200% of the back wages, plus attorneys' fees and costs. In fact, under the NYS labor law, if unpaid wages are found to have been willful, recovery jumps to a possibility of 400% of the back wages. So, ask yourself, would you be happy, as an employee, in only getting 100% when you can recover 400%. For employers, it seems like a much better strategy in mitigating exposure to negotiate tailored settlements with each individual employee who is owed wages where the employer should obtain a release prior to ever considering revealing evidence to the government and alerting those employees as to their rights, no? 

Don't forget that an employee can seek a penalty under paid family leave and potentially, if there is also discrimination involved, which is frequently the case when paid family leave is wrongfully denied, an employee can also recover emotional support damages. 

So, if an employer utilizes the PAID program, an employee should immediately consult with an employment attorney and pursue getting paid the damages that they are due. 

If you’re facing wage, leave, or discrimination issues, consult with the experienced employment attorneys at Lieb at Law, P.C. to protect your rights and develop a winning strategy.

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Explained: Acting as Your Own Broker and Earning Commission When Buying Property in NY

Under New York law you may act as your own broker when purchasing real estate, and secure a commission, but there are several important considerations.

First, you do not need to be a member of REBNY or NAR to earn a commission. In fact, REBNY and NAR have expressly stepped out of the commission enforcement role following the Sitzer/Burnett v. NAR litigation and the March/Friedman v. REBNY litigation. That said, there is no longer an automatic right to commission simply by being a licensed real estate broker. Instead, you must confirm whether the seller (or the seller’s listing broker) is offering a buyer-side commission. If not, you may need to “gross up” your offer to include the amount of the commission you expect to earn. Either way, a party to the transaction can share commission pursuant to RPL 442(2). 

The antitrust lawsuits removed the centralized practice of posting cooperative commission offers on MLS/RLS systems, but they did not prohibit private commission arrangements. Many listing agreements still authorize listing brokers to offer compensation to buyer brokers. When representing a third party, note that any commission paid by the listing broker cannot exceed the amount stated in your buyer-broker agreement, if you are a real estate licensee.

You do not need to sign a REBNY or NAR co-brokerage agreement to participate in a transaction and you do not need to associate with another brokerage firm solely to collect a commission if you are a party to a transaction.

For reference about REBNY & NAR being out of the commission game, see:

• REBNY RLS Compensation Fields Update

• NAR Settlement FAQs

Practice Tip: As brokerage counsel, Lieb at Law strongly advises reviewing the specific listing agreement and, if applicable, the settlement documentation of the listing broker to determine what commission terms govern your deal. For smaller brokerages that have not issued their own settlement forms, the default terms from Sitzer/Burnett typically apply. Keep in mind that REBNY litigation is ongoing and not at final disposition, so these rules may continue to evolve. Updated September 2025. 

Have questions about brokerage law? Lieb at Law counsels real estate brokers and salespersons on commission disputes, licensing issues, compliance with REBNY and NAR rules, and the impact of recent antitrust litigation. Call 646.216.8009 or email info@liebatlaw.com to speak with Lieb at Law today.

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FTC Drops Non-Compete Ban: What Employers and Employees Need to Know About Enforceability

On September 5, 2025, the Federal Trade Commission gave up on its federal non-compete ban. As a result, employees who are subject to non-competes can no longer expect a white night, in the form of the FTC, to free them from their handcuffs when seeking to jump jobs. Instead, non-competes will once again need to be evaluated on a case-by-case basis for enforceability by counsel prior to an employee considering their options and a new employer considering hiring while being subject to a tortious interference with a contract claim. Otherwise, questions like the non-compete's duration, scope of activities, and geographic restrictions will be before the courts. Judges will need to determine if an employee had specialized training or investment from the employer, whether the non-compete concerns a job function dealing with trade secrets and conditional information, and how goodwill was utilized in forming the customer relationship. Then, there is the issue of the enforceability of liquidated damages clauses (predetermined damages for breach) and whether the court will fully strike an overly broad non-compete or instead blue pencil it into a more modified non-compete. Either way, employers who cannot gamble as to what a judge will do and face deep-pocket competitors, who will happily battle out poaching a start employee, should consider garden leave where the employee remains on payroll for the period of the non-compete to avoid ever having to earn a living otherwise while preserving loyalty for as long as the employer seeks. 

Facing a Non-Compete Issue?
Whether you’re an employer seeking to enforce an agreement or an employee evaluating your options, Lieb at Law can help. Our attorneys are experienced in litigating restrictive covenants, negotiating employment agreements, and advising on strategies to protect your rights and business interests.

📞 646-217-8009

✉️ info@liebatlaw.com

Contact us today to schedule a consultation.

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Remote Work and the ADA: Why Employers Should Think Twice Before Mandating Return to Office

Smith v. District of Columbia should embolden all disabled employees, whose disability necessities remote work to perform the essential function of their job, in their reasonable accommodation requests. 

Interestingly, this case stems from a court employee of the Superior Court for the District of Columbia. Here, plaintiff was in remission from breast cancer and operatively, was permitted to work remotely for over 2 years because COVID heightened her health risks where she received exemplary reviews, but was then instructed to return to the office under a hybrid rotational schedule, which caused her to resign based on a failure to accommodate her health-related needs. 

The issue before the Court was whether return to office was an essential function of the case-specific job, and thus, the refusal to return would pose an undue hardship, which would permit the employer to deny the accommodation request. To determine this issue, the Court advised that: 

• "The plaintiff bears the burden of showing by a preponderance of the evidence that she has a disability but can perform the essential functions of the job with a reasonable accommodation."
• “Essential functions are ‘the fundamental job duties of the employment position.’”  
• "In determining what duties are 'fundamental,' the ADA expressly provides that 'consideration shall be given to the employer’s judgment as to what functions of a job are essential.'" 
• “[I]f an employer has prepared a written description before advertising or interviewing applicants for the job, this description shall be considered evidence of the essential functions of the job.” 
• "Also relevant are the “work experience of past incumbents in the job.” 
• "The current work experience of incumbents in similar jobs.”  
• "Whether the employer actually requires employees in the position to perform the functions that the employer asserts are essential” and “[i]f so, then the question of essentiality comes down to ‘whether removing the function would fundamentally alter that position.’

During the case, the "Defendant identified a list of no less than 18 public-facing job function," which were substantiated by "[t]he written job description... and a USA job posting." Additionally, plaintiff failed to identify any comparator "who worked only from home." In all, the evidence demonstrated a very good case for a hardship, except for plaintiff's prior remote work where she "received the highest overall performance ratings during this time," where her work was even described as "exemplary."

In all, the Court held that because "she was able to perform the job at the highest levels while working remotely for two years[, a] reasonable juror may conclude from that fact that the on-site elements of the job were marginal, rather than essential."

The lesson is simple - employers who give remote work and then take it away, by requiring return to office whereby they argue that in-office is an essential function of the job, are going to have a hard time getting failure-to-accommodate cases dismissed on summary judgment.  

If your employer denied your request for remote work or other accommodations related to your disability, you don’t have to face it alone. Contact Lieb at Law, P.C. today to discuss your rights and legal options.

From Texas to New York: Understanding Pregnancy Discrimination Protections at Work

The federal Pregnant Workers Fairness Act has been effective since June 27, 2023 and requires reasonable accommodations and prohibits the denial of job opportunities incident to pregnancy from both public and private employers based on the need for such an accomodation. To illustrate, the law provides pregnant employees the right to obtain reasonable accommodations to go to medical appointments and to limit their job function incident to restrictions on movement, except if such function is an essential job function. Under the law, victims can file a charge with the Equal Employment Opportunity Commission (EEOC), within 180 or 300 days (based on whether the applicable state has a Fair Employment Practices Agency), and then, after receiving a right to sue letter from the EEOC, they can sue their employers, in court, for back pay, front pay, emotional distress damages, punitive damages, and attorneys' fees. 

However, after the Pregnant Workers Fairness Act passed, the US District Court for the Northern District of Texas temporarily blocked its enforcement against the State of Texas, as an employer, based on arguments that it was passed unconstitutional by proxy voting in violation of the Constitution's Quorum Clause. Now, the Fifth Circuit Court of Appeals brought it back to life as against the State of Texas.

While this is great for pregnant Texas employees, pregnant employees throughout the United States should not just stop at leveraging this federal law when exercising their rights because this law is just a floor of rights under which other federal, state, and local laws may not fall.

For example, a pregnant worker in New York is also protected by the State's Human Rights Law, which has been protecting victims from pregnancy discrimination since 1974. In fact, the New York State Division of Human Rights has published a comprehensive Guidance on Pregnancy Discrimination and Reasonable Accommodations of Pregnancy-Related Conditions for Employers in New York State. The guidance explains that in 2015, the Human Rights Law was amended to expressly address the rights of those with a "pregnancy-related condition," rather than just affording those rights to the extent that pregnancy caused a disability, which was separately protected under the Human Rights Law. Under either route under the Human Rights Law, a pregnant worker can bring a case in state court or before an administrative tribunal at the Division of Human Rights while seeking compensation for the emotional distress, lost wages, and attorneys' fees incident to their employer's failure to accommodate their reasonable needs or if such employee experiences an adverse employment action due to their pregnancy status.

Even further, as of 2025, New York because the first state in the nation to offer Paid Prenatal Leave for prenatal care or any medical care related to pregnancy in an amendment to Labor Law 196-b. Now, privately-employed pregnant workers are able to receive an additional 20 hours of paid sick leave for prenatal care in addition to their existing sick leave, which includes physical examinations, medical procedures, monitoring and testing, and discussions with a health care provider related to the pregnancy. Interestingly, under this Paid Prenatal Leave law, employers cannot even ask pregnancy employees to disclosure confidential information about their health as a condition of use, which when exercised is to be paid at normal hourly rates and enforced by the Department of Labor. 

Additionally, and regardless of the state that the victim is located, other federal laws also protect pregnant workers from discrimination, including Title VII, which was amended by the Pregnancy Discrimination Act of 1978, and which prohibits discrimination based on pregnancy, childbirth, or related medical conditions with respect to adverse employment actions. This law requires employers to treat pregnancy workers the same as other temporarily disabled employees and to provide health benefits to pregnant workers to the extent otherwise provided to other workers. Additionally, the federal Americans with Disabilities Act (ADA) separately protects pregnant workers' pregnancy related conditions that qualify as a disability from discrimination. Both Title VII and the ADA are enforceable to the same extent as the federal Pregnant Workers Fairness Act, by filing a charge with EEOC and suing thereafter in federal court. 

Finally, pregnant workers should also pay attention to the Family and Medical Leave Act (FMLA), that provides unpaid job-protection for certain family and medical leave reasons, and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act), which amends the Fair Labor Standards Act to give rights to nursing mothers at work, which is enforceable by private lawsuit, but with a 10 day notice for compliance provision. 

In all, pregnant workers enjoy a lot of job related protections and while the federal Pregnant Workers Fairness Act now being applicable to Texas state workers is important, employers and employees alike need to take a deep dive into understanding all of the applicable pregnancy employment rights before a misstep causes a very expensive lawsuit.

If you believe your employer has denied you pregnancy-related accommodations or treated you unfairly because of your pregnancy, you don’t have to navigate it alone. Lieb at Law, P.C. represents employees in New York, New Jersey, Connecticut, and Colorado in pregnancy discrimination and accommodation cases. Contact us today to protect your rights and explore your legal options.

Match.com’s $14M Settlement: Why Connecticut Beats New York for Class Actions for Unfair Trade Practices

Match.com and its sister dating sites, like Hinge and Tinder, just agreed to pay $14 million after the FTC settled with them for using scammer accounts to lure people into paid subscriptions, hiding restrictive promo terms, and making cancellation so tricky you’d think you were breaking out of prison.

Even though Match.com settled with the FTC, that doesn't mean that consumers can't sue next in a class action lawsuit where consumers can recover even more money. If you’re thinking of bringing this class action, as the class representative, where you bring the lawsuit really matters in what results you can expect.

Connecticut vs. New York

In CT, the Connecticut Unfair Trade Practices Act ("CUTPA") lets consumers recover punitive damages with no cap. Plus, if you couple the lawsuit with another cause of action, like identity theft under CGS 52-571h, which provides for treble damages (triple your actual damages), the sky would be the limit as we recently saw when the CT Supreme Court ruled that a Plaintiff could recover both together (treble + punitive) in White v. FCW Law Offices. That means if the bad behavior is really bad, the award can climb into serious money. Plus, CUTPA provides for attorneys’ fees if you win.

While NY has a similar law, General Business Law § 349, that also allows treble damages, it caps them at just $1,000. Moreover, the statute does not provide for punitive damages where a separate cause of action that provides for punitive damages would be necessary to obtain them in NY and even then, NY courts keep them relatively low as compared to CT. In other words, in New York, even a slam-dunk case can hit a low ceiling.

When a company tricks consumers, with items like fake account messages, buried terms, and/or intentionally hard cancellations, which in turn hurts thousands of people, a class action in CT (in Fed Court based on the diversity that would likely exist) could mean a much bigger payout for consumers than the same case in NY.

Even more important is picking a firm that knows various state laws and can guide you to the right forum that gives you the best opportunity and knows how to work the law to your advantage. 

So next time you hear about a big consumer case or deceptive business practice, remember the where and the who matter just as much as the what. The right state can mean the difference between a small payout and a meaningful recovery, and the right law firm will know exactly where and how to file to get you the best result.

If you believe you’ve been misled by a company’s deceptive practices, don’t leave money on the table. Contact Lieb at Law today to evaluate your potential class action claim. 

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Is Calling a Male Employee BALD Employment Discrimination?

Apparently, the UK thinks so, but what about in NYS?

In NYS, you'd have to prove that such a comment rose above a petty slight or trivial inconvenience so context would be everything. In such, we have questions:

1. Was it said as a joke or a slight?
2. Who said it - management or a co-worker?
3. When / Where was it said?
4. Was it only said once or repeatedly?
5. Did the victim ask for it not to be said and then, was it said again after?
6. Was it just said, or was the victim given clothing that called him "the bald guy"? 
7. Was it just a comment or an identity?
8. Were other bald men not called bald? 
9. What about bald women?
10. Did the victim have an underlying medical condition contributing to being bald - like cancer treatments? 

The list goes on, but the answer isn't simple. Regardless, NYS has a relatively low standard to prove hostile work environment discrimination under the New York State Human Rights Law. In contract, federal law, under Title VII, requires proof that the harassment was severe and pervasive, which would be much harder to prove. Either way, context is everything and eliciting the right evidence is what makes you win or lose this type of case. So, don't just ask an AI, sit down for a comprehensive consultation to learn whether you have a sexual harassment case. 

Use our Discrimination Case Checklist to see how your situation measures up, and then contact Lieb at Law to discuss your rights and options. Our team is here to help you determine if you have a case and fight for the justice you deserve.

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Think You Were Racially Discriminated Against at Work? You’re Not Alone - And Here’s How to Prove It

According to Survey on Racism, Discrimination and Health: Experiences and Impacts Across Racial and Ethnic Groups, a 2023 national study, these are the percentages of people who reported that they have experienced discrimination within the past year:

• White People = 38% 
• Black People = 54% 
• Latino People = 50%
• Asian People = 42%

Yet, believing that you were discriminated and proving it are two totally different things. 

The key to proving discrimination is that you can demonstrate an adverse employment action with respect to available of a job, or a term, condition, or privilege of employment, that occured BECAUSE of your race. 

The fact that you are black and something bad happens to you at work is not discrimination. However, the fact that something bad happens to you at work BECAUSE you are black is discrimination. 

The best way to prove that the adverse action occurred BECAUSE of your race is by having:

1. A comparator of a different race, in the same position, with the same essential job functions, who did not have the same adverse employment action or compensation;
2. Experienced a hostile environment in terms of discriminatory speech that was documented or witnesses - saying something to you that was offensive and tied to your race, like the N-Word;
3. Received false reasons for the actions taken - you can prove they are pretextual; or
4. Actions taken that expressly violate a company policy or procedure. 

If you believe you may have been a victim of workplace discrimination, the first step is understanding whether your experience meets the legal test. Use our Discrimination Case Checklist to see how your situation measures up, and then contact Lieb at Law to discuss your rights and options. Our team is here to help you determine if you have a case and fight for the justice you deserve.

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Are Company DEI Programs Going to Get Them Sued for Reverse Discrimination?

This past month, the Department of Justice issued guidance on Diversity, Equity, and Inclusion (DEI) for Funding Recipients, but every employer and employee (regardless of government funding) should take notice of this guidance because it explains a lot of acts that give rise to a reverse discrimination lawsuit and many employees now seem to have a good case. 

Federal law prohibits discrimination on the basis of protected characteristics like race, sex, and religion, and if you object to a policy you believe is discriminatory, you are legally protected from retaliation. The DOJ’s new guidance clarifies that all discrimination, including “reverse discrimination” is illegal, even when done with good intentions under a DEI label. 

This means that policies giving preferential treatment based on race or sex in hiring, promotions, or contracting are likely unlawful. Watch out for “diverse slate” mandates or quotas in hiring, as these are specifically called out by the DOJ as problematic. 

The government is also scrutinizing seemingly neutral terms like “cultural competence” when they are just used as a substitute for race. Notably, DEI training that segregates employees by race or promotes stereotypes can create a hostile environment and violate federal law. The main takeaway is clear: workplace policies must ensure equal opportunity for everyone, without exception, and calling a discriminatory policy DEI does not protect it from constituting actionable discrimination.

Was "hottest in the room" Tulsi Gabbard a victim of sexual harassment by the Federal Government?

On July 22, 2025, and while speaking to Republican lawmakers at the White House, Trump said about Tulsi Gabbard, “She’s like, hotter than everybody. She’s the hottest one in the room right now.” and “Speaker, she’s hotter than you right now, speaker. She’s the hottest person in the room right now, speaker,” Is that sexual harassment under Title VII? 

To constitute sexual harassment under federal law, under the hostile work environment theory, the sexual harassment must be severe and pervasive. That standard is lowered in states though, like New York under its New York State Human Rights Law where the standard is inferior terms and conditions that rise above petty slights and trivial inconveniences. However, under any analysis, it's all about the context and the culmination of other acts that instruct as to whether a victim has suffered from a hostile work environment based on sex. 

Here, Tulis has no case and it is impossible to find sexual harassment because Trump made the context of his statement expressly known where he wasn't using the term "hot" with respect to looks, but instead, with respect to his perception that she is killing it at her job. We know this because his next statement was “[Gabbard] found out that Barack Hussein Obama led a group of people and they cheated in the elections and they cheated without question.” 

The takeaway is you can't have a got yah moment without context. It's not about what was said standing alone. It's about what was sent, when it was said, why it was said, where it was said, who said it to whom, and which witnesses can corroborate the purported victim's tail of events because sexual harassment needs to be both subjectively and objectively harassment to constitute actionable discrimination.