By GetLegal.com

In January, 2010, John Edwards finally admitted to fathering a child, Frances Quinn Hunter, with a former campaign worker, Rielle Hunter, during his 2007 run for Democratic Presidential nomination.  Edwards had admitted to having an affair with Rielle Hunter in 2006, but denied being the father of her child.  In his tell-all book, “The Politician” Andrew Young, Edward’s campaign aide, reveals that shortly before the 2008 presidential primaries began, Edwards asked Young to take responsibility for fathering Hunter’s baby.  Later, Edwards asked Young to fake a paternity test that would prove Edwards was not the father.  Recently, Young alleges he is in possession of a sex tape of Edwards showing the senator with a naked pregnant woman that Young claims is Hunter. CNN Article

In 2007, during the course of Edward’s infidelities, his wife, Elizabeth Edwards, was diagnosis with stage IV breast cancer.  Despite Edwards’ affair and rumors of a love child, the couple remained together during the 2007-2008 presidential nomination campaign.  However, after Edwards’ January 21, 2010, admission that he fathered a child with his mistress, Elizabeth legally separated from him and intends to file for divorce after North Carolina’s mandatory one year separation.  CNN Article

New York has six grounds for divorce, four of which are based on the fault of one of the parties.  The fault grounds include cruel and inhuman treatment, abandonment for one or more years, imprisonment for three or more years, and adultery.  The other two grounds enable a divorce to be obtained on a no fault basis, meaning neither spouse will be judged to be at fault.  These grounds include one year of living apart under a separation judgment granted by a Court, or under a separation agreement signed by the parties.  See New York Domestic Relations law § 170.

The attorneys at Leeds, Morelli & Brown, P.C. know that getting a divorce can be a very difficult time for both spouses and their children.  Dealing with the emotional aspect further complicates the logistics of getting divorced.  The law firm of Leeds, Morelli & Brown, P.C. have represented clients in Nassau and Suffolk counties, Manhattan, Queens, Brooklyn, Bronx, and Staten Island.  For any questions concerning divorce or other domestic relations matters, contact an attorney at the Leeds Morelli & Brown P.C. law firm for a free consultation at 1-888-585-4658. Leeds Morelli & Brown P.C.’s divorce website is located at www.lbdivorcelaw.com.

By GetLegal.com

A former Nashville schools Payroll Coordinator was awarded about $1.5 million dollars by a Federal jury on Monday, January 25, 2010 based on a claim that she was wrongfully terminated in 2003 when she cooperated in a sexual harassment investigation of a school official.  The former employee, Vicky Crawford, who worked for the district for thirty years, sought lost wages, future wages and pension benefits.

Court documents indicate that Crawford told investigators that a co-worker would ask to see her breasts, grab his crotch saying, ”You know what’s up,” and on one occasion even pulled her head to his crotch.  Human resources officer Veronica Frazier asked Crawford to cooperate in an investigation and assured her that she would be protected from retaliation.  However, Frazier testified that no action was taken against the co-worker because there were no witnesses to his behavior.  Attorneys for the city claimed that Crawford was once a good employee, but was fired for poor job performance since her work had become subpar.  Crawford has been unable to get a job since 2003, has lost her house, car, and her professional reputation since an article in The Tennessean quoted Metro officials stating that she might have embezzled from the district’s payroll department.  New York Times Article

Title VII of the Civil Rights Act is the main federal law that protects employees from discrimination based on sex and sexual harassment.  States and cities may also have their own statutes that prevent sexual harassment provided they do not conflict with the federal law.

Sexual harassment can occur in one of two ways:
I.    Quid pro quo harassment which can constitute a one-time occurrence or involve repeated behavior requiring a person to tolerate some form of sexual harassment in order to get a job, keep a job, get a raise or promotion, or to receive some other benefit. This harassment can come from a prospective employer, a current employer, a manager or supervisor, or a co-worker. The sex and sexual orientation of your harasser does not matter.
II.    Hostile work environment which involves repeated behavior that is abusive or offensive, or that interferes or alters the victims’ ability to perform their job.

Employers that foster or allow these conditions to continue can be found liable for the conduct of the offending employees. Please see http://www.lmblaw.com/new-york/sexual-harassment.php for more information.

The lawyers at Leeds Morelli & Brown P.C. strive to secure successful judgments for their clients, including any former employees or recently fired workers who have been sexually harassed in the workplace.  If you or someone you know has been faced with sexual discrimination or sexual harassment, please contact the offices of Leeds Morelli & Brown, PC, 1-888-5-JOBLAW, One Old Country Road, Suite 347, Carle Place, NY, 11514-1851.