Attorney Andrew Lieb appeared on Scripps News this morning analyzing the upcoming #SCOTUS cases. 

Join us in watching Attorney Andrew Lieb as he shares his expert analysis on the Jury Forewoman in Georgia 2020 Election Probe speaking out on Fox LIVENOW. The judge's failure to impose a gag order has allowed the proceedings to turn into a circus. View the full clip.

Attorney Andrew Lieb joined Scripps News to discuss the Georgia Grand Jury Report on Trump 2020 Election.

Attorney Andrew Lieb was interviewed by CBS NY to comment on Harlem tenants facing eviction after NYC fails to pay vouchers. 

At the end of January, 2023, EEOC released Hearing Disabilities in the Workplace and the Americans with Disabilities Act, which is a terrific resource for the 15% of american adults who have some trouble hearing and want to know their rights at work. 

If you are hearing impaired, remember that the ADA is just the floor of your rights so you should always have your attorney examine whether your state or locality provides your with additional protections. To illustrate, the ADA only applies to employers with 15 or more employees, but states, like NY have no minimum employee threshold for anti-discrimination laws to apply (the New York State Human Rights Law at Executive Law 296), which has been the law of the state since February 8, 2020. 

Regardless, the EEOC's released document is a great resource because it includes a series of question-and-answers for both job applicants and employees. 

Of greatest interest, you should look at the examples of accommodations that should be provided for those with a hearing related disability. The list of examples includes:

• Access to a video relay service or video remote interpreting service using equipment such as a videophone, computer, laptop, tablet, or smartphone.
• A hearing aid-compatible telephone headset, a telephone amplifier, and/or adapters for using a phone with hearing aids or cochlear implants.
• Appropriate emergency notification systems (for example, strobe lighting on fire alarms or vibrating pagers).
• Enabling the streaming of sound directly from a device to hearing aids or cochlear implants.
• Utilizing accessibility features of mainstream technology (for example, using the captioning feature on virtual meeting platforms).
• A voice carry-over telephone, captioned telephone, text telephone, or TTY.
• Equipment used for hearing protection to block noise or to protect hearing function, including equipment that can be used with hearing aids. 
• Assistive software or applications (for example, for automated captioning, voice recognition, videoconferencing, or sound detection).

The point is that those with a disability have a right to enjoy equal employment opportunities and if they aren't afforded such a right by their employer or prospective employer, they can sue and they should win big damages.

HUD announced new proposed fair housing rules on February 9, 2023 in the federal register. 

To remind you, fair housing rules are anti-discrimination laws for our nation's housing renters, purchers, and occupants. 

This rule is about Affirmatively Furthering Fair Housing, which requires fair housing analysis for local communities, states, and public housing agencies and requires them to set ambitious goals to address fair housing issues in their communities.

In summary, the proposed rule creates new levels of accountability and scrutiny on local communities and housing agencies. However, the big issue is that the rule requires program participants to set fair housing goals, but it fails to advise what that means and we are sure, in today's society, it means diametrically opposed concepts to different groups.

The comment period is open until April 10, 2023 - you can comment at the Federal eRulemaking Portal at www.regulations.gov.

On February 7, 2023, President Biden threw his support behind paid family leave in publishing a memorandum in the Federal Register, which reads: "supports a national, comprehensive paid family and medical leave program that will ensure that workers have access to paid leave to bond with a new child; care for a seriously ill loved one; deal with a loved one's military deployment; heal from the worker's own serious illness; grieve the death of a loved one; or seek safety and recover from domestic violence, dating violence, sexual assault, or stalking."

Sounds great, right? 

However, if you read on further, the memorandum states as follows: "the heads of executive departments and agencies (agencies) are encouraged to consider providing leave without pay for Federal employees, as appropriate and consistent with applicable law."

So, in all, lots of words about paid family leave, but not any greater rights to obtain paid family leave, let alone, unpaid leave, were even given. 

That said, for private sector employees, at least, you have rights under the Family and Medical Leave Act and in NYS, under the Paid Family Leave. 

Manhattan DA Presenting Evidence To Grand Jury About Trump's Role In Stormy Daniels' Hush Money Payments. Analysis With Attorney Andrew Lieb, Legal Political Analyst on LiveNow From FOX.

Procuring Cause for Earning Real Estate Brokerage Commissions

Registration is available here.

https://www.quimbee.com/cle/courses/procuring-cause-for-earning-real-estate-brokerage-commissions

Attorney Andrew Lieb joined LiveNOW from Fox to discuss #biden, #pence, & #trump on classified docs scandal

 Legal Analyst / Attorney Andrew Lieb on Alec Baldwin Manslaughter Charges on LiveNOW from FOX.

The New York State Department of Labor (“DOL”) is once again raising the bar on workplace protections against sexual harassment and discrimination. In its Proposed Sexual Harassment Prevention Model Policy important issues such as remote work, gender identity, and bystander prevention techniques take center stage.

Back in October of 2018, the DOL required all employers in New York State to adopt written sexual harassment prevention policies and provide employees with annual anti-harassment training in satisfaction of Labor Law 201-g.To assist employers with compliance, it also issued the first model sexual harassment policy, which set a minimum required standard, and required that it be reviewed and updated every 4 years. The model policy released on January 12, 2023 is the product of this first review, and it incorporates feedback received from workers in various career fields throughout the state.

The proposed revisions are largely aimed at helping workers understand their rights and how to take action when they are violated. It does this in a few notable ways.

First, it clarifies certain aspects of the New York State Human Rights Law. For example, one key provision explains that sexual harassment need not be severe and pervasive to be illegal in New York State. Another makes clear that harassing conduct is assessed from the perspective of a "reasonable victim of discrimination with the same protected characteristics."

Next, gender diversity features heavily. Definitions are provided for certain identities including cisgender, nonbinary, and transgender as well as how such identities can intersect and affect one's experience in the workplace. This revision seems to recognize the reality that promoting a safe workplace necessarily involves awareness and sensitivity to the diverse identities and experiences of those we work with.

Other key aspects of the proposed policy include a new section devoted to bystander intervention, emphasis on supervisor sensitivity to victims, and how sexual harassment and discrimination can occur in the context of remote work.

Through February 11, 2023, the DOL is accepting public comments on the proposed revisions. After that, a final version will be adopted.

If you run a business in NYS or with NYS employees - you better be paying attention to this as your exposure is through the roof if you ignore it.

Instructor Showed Prophet Muhammad Images Sues School. School Says Calling It Islamophobic Was Flawed. Legal Analysis With Discrimination Lawyer Andrew Lieb on Scripps News.

Lieb at Law, P.C. - Associate Attorney (Litigation) 

Lieb at Law, P.C. seeks a creative and passionate attorney to join our boutique discrimination litigation law firm. If you want a job where you will spend your days working on pressworthy cases, this job is for you. If you are interested in complex motions / legal strategy, this job is for you. If you need your work to matter, this job is for you. Beyond discrimination, the position will also litigate other commercial and civil case topics (Plaintiff & Defense). A good candidate should want to collaborate with a collegial team while focusing on drafting pleadings, discovery, motions, ADR (mediation/arbitration), administrative proceedings, trials, and appeals.

Lieb's team prides itself on having strong interpersonal work relationships. Our seasoned professionals operate a licensed school and teach law at CLEs throughout the country because we are regarded amongst our peers as leaders in the fields that we practice. To make it here, you need tenacity where you always want to continue to learn and improve. On day one, you should expect to be thrown right into the fire and get tons of opportunities in every aspect of litigation.

Desired qualifications:

• 3+ Years of Litigation Experience
• Persuasive Motion Writer
• Proficient in Legal Research
• Oral Arguments, Hearings

Practice areas:

• Employment Litigation
• Discrimination Litigation
• Real Estate Litigation
• General Litigation

Qualifications:

Excellent critical thinking, writing, organization and research (Westlaw) skills. Must be technologically savvy.

About Lieb at Law, P.C.:bout Lieb at Law, P.C.:
Lieb at Law is a litigation law firm that supports those who have been discriminated against in housing, at school, place of employment and more. We also offer litigation services for those who have commercial disputes, real estate brokerage commission / fiduciary duty / ethics matters, breach of contract cases, title claims, commercial landlord / tenant evictions, mortgage foreclosure actions, plaintiff's personal injury, and all employment matters, such as wage and hour claims and whistleblower cases. Our litigation attorneys work diligently to support our clients. In addition, they also teach anti-discrimination laws to other attorneys and real estate agents to foster equality and a more inclusive culture.

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.

TO APPLY EMAIL CAREERS@LIEBATLAW.COM

Attorney Andrew Lieb offers a brand new Continuing Legal Education course through Quimbee. This course will hit home on the constitutionality of the Florida "Don't Say Gay" Law. Registration here. 

Viewpoint Discrimination & Symbolic Speech

In this course, Andrew Lieb will discuss the emergence of restrictions on speech in public schools and whether those restrictions constitute actionable viewpoint discrimination. Can the government regulate what teachers and students wear and display in our public schools? When are time, place, and manner restrictions permissible and when are they discriminatory? Do policies like the “Don't Say Gay” rule, violate the First Amendment? This course will teach you how to analyze a viewpoint discrimination case and prepare you to fight to protect your clients' constitutional rights.

Husband Accused of Poisoning Wife. Analysis with Attorney Andrew Lieb, Guest Legal Analyst on Court TV.

 Antifreeze Murder Retrial. Analysis with Attorney Andrew Lieb, Guest Legal Analyst on Court TV.

Attorney Andrew Lieb, Legal-Political Analyst Discussing The Articles of Impeachment Filed Against DHS Secretary Mayorkas on LiveNOW From Fox.

1. New Groups Protected from Discrimination in NYS: Anti-Discrimination on Citizenship / Immigration Status protected in NYS as of December 23, 2022, and Status as a Victims of Domestic Violence protected in NYS as of May 13, 2022.
2. New Notice About Source of Income Discrimination Provided in NYS by Administrators: Public housing agencies (i.e., section 8 administrators) must provide recipients of Notice of Rights from Source of Income Discrimination as of August 17, 2022 (the form reminds us on its face that “cannot say they do not accept housing vouchers or that they do not participate in a program such as Section 8.”)
3. Internet Enforcement is in NYS: DOS launched the Internet Enforcement Unit on June 1, 2022, which focuses on websites complying with law, including the existence of the Fair Housing Statement, compliance with Standard Operating Procedure Rules, and compliance with Advertising Regulations (19 NYCRR 175.25) with a specific emphasis on the use of unlicensed aliases rather than licensed names in such advertisements.
4. New Notice About Disability Discrimination Rights to be Provided by NYS Real Estate Licensees: Real estate licensees (brokers / salespersons) must provide Notice Disclosing Tenants’ Rights to Reasonable Accommodations for Persons with Disabilities at the first point of substantive contact and with a link to the law on the homepage of every website as of May 18, 2022.
5. Implementation of Standard Operating Procedures Required in NYS: Standard Operating Procedures need to be adopted by brokerage firms and made publicly available on all licensees' websites and mobile device applications while also being available, on request, to the public at office locations, as of March 18, 2022.

NY AG To Review Issues Raised About George Santos. Legal Political Analysis with Attorney Andrew Lieb on Spectrum 1 NY.