President Obama weighed in on the controversy over a proposed Islamic community center/mosque to be built just two blocks from Ground Zero.  The property is owned by a Muslim Iman and a public utility company.  The proposed building would be a thirteen story facility used as an educational community center with a mosque included.  Obama made his first remarks on it at the annual White House dinner honoring the Islamic holy days of Ramadan.  Obama said that he supports the right of the property owners to build the mosque.  After the headlines hit the presses that Obama voiced his support of the building of the center, he “clarified,” saying he doesn’t necessarily think the project is wise.  Obama claims he meant to say he supports the right of the Islamic community to build an educational center and mosque there, but that he did not mean it was the right thing for them to do.  His point was meant to be the right of freedom of religion of all Americans would allow the center.  ABC News Full Article

On August 22, 2010, approximately a thousand or people gathered near the proposed building site, some supporting the building of a mosque at Park Place and more opposing it.  Protestors carried signs about freedom and religion, speaking for God and about America.  With such strong opinions surrounding the proposed Mosque, many New Yorkers are gaining resentment toward the Islamic Community.  It is important to remember that discriminating against an individual based on race or national origin may be prosecuted under Title VII of the Civil Rights Act of 1964.  Please visit the EEOC’s website for further information: www.eeoc.gov/policy/vii.html.

The attorneys at Leeds Morelli & Brown, P.C., dedicate a large amount of their practice to discrimination claims.  For any questions, contact an attorney at the Leeds Morelli & Brown P.C. law firm for a free consultation at 1-800-585-4658. Leeds Morelli & Brown P.C.’s website is located at www.lmblaw.com

Kevin Morrissey, managing editor of the Virginia Quarterly Review, committed suicide late last month when he shot himself in the head.  Now, details of turmoil within the small staff of the Virginia Quarterly Review have begun to surface as questions surrounding the suicide arise.   Family members and people close to the review say Morrissey had been complaining to the university about workplace bullying by his boss, Ted Genoways.  Multiple sources indicate that Morrissey sought help from various University of Virginia departments, including Human Resources, the President’s Office, and University Ombudsman Brad Holland.  Allegedly, the institution did virtually nothing to help.  Some close to the situation say that in the days before the death, they even warned the university that Morrissey, who suffered from serious depression, might commit suicide.  University of Virginia has no formal anti-bullying policies in place.  Full Article

Worker abuse is a widespread problem as 37% of American adults said they had been bullied at work in a 2007 Zogby poll.  Some time ago NY passed a Workplace Violence policy to protect public employees and part of that law includes worker-on-worker violence.  However, the current law only covers bullying if there is a physical assault or the explicit threat of physical violence.  The Healthy Workplace Bill recently passed in the NY State Senate and now waiting for a vote on the Assembly side is expected to fill that gap.  If the bill becomes law, workers will be able to sue for physical, psychological or economic harm due to abusive treatment on the job.  Workers who can show that they were subjected to hostile conduct — including verbal abuse, threats or work sabotage — could be awarded lost wages, medical expenses, compensation for emotional distress and punitive damages.  Read more: Full Article

The attorneys at Leeds Morelli & Brown, P.C., dedicate a large amount of their practice to employment law.  For any questions, contact an attorney at the Leeds Morelli & Brown P.C. law firm for a free consultation at 1-800-585-4658. Leeds Morelli & Brown P.C.’s website is located at www.lmblaw.com

Former first daughter Chelsea Clinton and investment banker Marc Mezvinsky exchanged vows on Saturday, July 31, 2010, at a private estate in Rhinebeck, NY.  Chelsea Clinton, who worked at a New York hedge fund and has more recently studied health policy at Columbia University, has kept a low profile since her father left the White House in January 2001.  The public has not forgotten Chelsea Clinton’s composure during former U.S. President Bill Clinton’s White House sex scandal.  It has been rumored to have left a lasting impression on Chelsea’s trust of men.  With that being the case, many speculate Chelsea has written a prenuptial agreement with husband Marc Mezvinksy.  Washington Post Article

Approximately one in three of all first marriages end in divorce, and 50 percent of second or third marriages end in divorce.  A prenuptial agreement is smart financial planning, legal and financial experts say.  In essence, prenuptial agreement is a contract between two people about to wed that spells out how assets will be distributed in the event of divorce or death.  It is important to consult with an attorney if you wish to draw up a prenuptial agreement. It is vital to consult with an attorney in the event you are given a prenuptial agreement.  Often times, the agreement is filled with legal jargon that is difficult to understand, and the non-initiating spouse may not fully understand what he or she is signing.  Like all contracts, a prenuptial agreement is fully enforceable.  However, the agreement may be declared invalid if signed under duress, coercion, or undue influence.  It is unknown whether Chelsea Clinton has written a prenuptial agreement with future husband Marc Mezvinksy.

The attorneys at Leeds, Morelli & Brown, P.C. are experienced in all domestic relations matters, and have represented families in Nassau and Suffolk counties, Manhattan, Queens, Brooklyn, Bronx, and Staten Island.  For any questions concerning domestic relations matters, contact an attorney at the Leeds Morelli & Brown P.C. law firm for a free consultation at 1-888-556-2529.  Leeds Morelli & Brown P.C.’s divorce website is located at www.lbdivorcelaw.com.

Dennis Rodman’s estranged wife Michelle claims the former professional basketball player owes over a quarter million dollars in child support. According to docs filed in Orange County Superior Court, Dennis owes $305,244.67 in child support for his two kids. The former basketball star was last ordered to pay his wife $50,000 a month, plus an extra $1,083 in spousal support, but Michelle claims he has lapsed on payments. Article

How does a court solve a child support payment issue? A court may order a garnishment to help a successful plaintiff collect money damages from a defendant. When making child support payments, the state of New York follows the standard most states practice. Instead of sending the payments by mail every month, NYS child support will garnish the wages from the non-custodial parent’s paycheck. This procedure works well for both parents. For example, once payments are garnished, they are sent to a New York State agency where payments are verified then mailed to the custodial parent. When the wages are garnished, the custodial parent is guaranteed payments every month, and the non-custodial parent will have record of all payments that have been made. The federal Consumer Credit Protection Act limits wage garnishments to 25% of an employee’s take-home pay, or 30 times the federal minimum wage, whichever is less.

The attorneys at Leeds, Morelli & Brown, P.C. are experienced in all domestic relations matters, and have represented families in Nassau and Suffolk counties, Manhattan, Queens, Brooklyn, Bronx, and Staten Island. For any questions concerning domestic relations matters, contact an attorney at the Leeds Morelli & Brown P.C. law firm for a free consultation at 1-888-556-2529. Leeds Morelli & Brown P.C.’s divorce website is located at www.lbdivorcelaw.com.

The Obama administration is calling upon Congress to pass the new Paycheck Fairness Act, which will require businesses to inform the government about the payment of their employees as it relates to their gender, race, and national origin.  This Act is an amendment to the 1964 Civil Rights Act and will aid the government in their efforts to end pay discrimination.  The Paycheck Fairness Act was first introduced January 2009 by then Senator Hillary Clinton and Rep. Rosa DeLauro.  The Act was to strengthen the Equal Pay Act of 1963 by expanding damages under the Equal Pay Act.  President Obama stated that employment discrimination is harmful to American families, as well as the economy.  The Paycheck Fairness, if passed, will put more responsibility on corporations to provide fair pay to their employees, regardless of gender.  CNS News 

According to census statistics, U.S. women earned only 77 cents on the male dollar.  African-American women earn only 68% and Latinas earn a mere 58% of their male counter parts.  The median weekly earnings of female full-time workers were $657, compared with male median weekly earnings of $819. Based on these data, the ratio of women’s to men’s median weekly earnings was 80.2.  Institute for Women’s Policy Research.  As the institution of the “Traditional Family” slowly disappears, and more women become the bread winners of their family, the necessity of gender equality becomes more evident.  Gaining the support from the President gives great hope to women in the workplace.

Leeds Morelli & Brown, PC is a nationally recognized firm in the area of employment law.  Our firm has had considerable success in matters of employment discrimination throughout Long Island and the New York City area.  For more information, contact Leeds, Morelli and Brown, PC at 1-800-585-4658 for a free consultation.

On June 17, 2010, the United States Supreme Court unanimously decided City of Ontario v. Quon, holding that the city’s review of an employee’s text messages on an employer-issued device was a reasonable search under the Fourth Amendment.  The City issued pagers and advised police officers that text messages would fall under the City’s policy as public information and would be eligible for auditing.  Quon and others exceeded their allotted number of texts, but claimed that a supervisor had informed them that their messages would not be audited as long as the officers paid for any overage charges.  An audit to determine why the officers were exceeding their limits revealed Quon, while on duty, was using his employer-issued pager to send sexually explicit text messages.  The Supreme Court unanimously held that the city’s review of the text messages was a reasonable search under the Fourth Amendment.  However, the Court declined to address the privacy expectations of employees when using employer-provided communications devices.  Quon Opinion

It is important to understand your right to privacy when it comes to the workplace, especially in this technological driven society.  The Quon decision suggests that employers should exercise good judgment in monitoring employee use of the employer’s computer or communications facilities, whether the employment is in the public or private sector.  Employers must establish the level of privacy expectations with a policy that covers all the technologies given to employees.  Employers may be at risk if they delve into the content of messages without a work-related purpose for the investigation.  The Quon decision provides that employers must have a legitimate, work-related objectives for the search.

Leeds Morelli & Brown, PC is a nationally recognized firm in the area of employment law.  Our firm has had considerable success in matters of employment discrimination throughout Long Island and the New York City area.  For more information, contact Leeds, Morelli and Brown, PC at 1-800-585-4658 for a free consultation