A Toronto couple has decided to keep the gender of their third child a secret.  After the couple birthed their baby at home, with two midwives, the Wittericks sent an email to everyone in their social network explaining that they planned to keep their child’s biological sex a secret. “We’ve decided not to share Storm’s sex for now — a tribute to freedom and choice in place of limitation, a stand up to what the world could become in Storm’s lifetime (a more progressive place? …),” the couple wrote. This announcement has many contemplating why the couple made such a decision.  Experts believe the child will suffer grave psychological damage if the child’s sex a secret too long. Full article.

Some speculate that the Wittericks are attempting to make a global statement on women’s rights.  Despite advances, women continue to fight for equality in the workplace.  Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex.  Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person’s sex.  The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Please visit the EEOC’s website for further information: eeoc.gov.

The attorneys at Leeds Morelli & Brown, PC believe that discrimination at work, or anywhere else, has no place in a free and democratic society. Leeds Morelli & Brown, PC has won precedent-setting decisions involving employment discrimination for clients represented on Long Island, throughout the New York City area. For a free consultation, please contact Leeds Morelli & Brown, PC at 1-888-585-4658.

MTV show star of ‘Teen Mom’, Gary Shirley, was arrested on May 24, 2011 in Indiana for driving with a suspended license. The arrest report stated that Shirley was arguing with his on again, off again girlfriend, Amber Portwood, in a pulled over parked car. The report stated that Shirley was placed in two sets of handcuffs and later released on $3,000 bond. Read more: http://www.nydailynews.com/gossip/galleries/rogues_gallery_of_starlets/rogues_gallery_of_starlets.html#ixzz1NyJe8qDb

There are many wealthy couples who must deal with the concept of child support. Under Domestic Relations Law, s. 240(1b) and the Family Court Act s. 413(1)(b), known as the Child Support Standards Act (“CSSA”) the court shall calculate the “basic child support obligation”, and the non-custodial parent’s pro-rated share of the “basic child support obligation”. Unless the court finds that the non-custodial parent’s pro-rated share of the “basic child support obligation” is unjust or inappropriate, after considering ten specific enumerated factors, it must order the non-custodial parent to pay his or her pro-rated share of the “basic child support obligation”.

Leeds Morelli & Brown P.C. is an experienced domestic relations firm that handles a full range of family law issues including annulments based on fraud, bigamy, incest and infancy, as well as issues related to spousal maintenance, child support, and the equitable distribution of assets for divorce judgments.  If you are seeking a separation agreement, divorce action, annulment or other family law action please feel free to contact Leeds, Morelli & Brown, PC at 1-800-585-4658 for a free consultation.

Las Vegas television anchor and well known TV personality, Sue Manteris, has sued Valley Broadcasting Co., alleging that television station KSNV Channel 3 subjected her to discrimination on the basis of age, race and gender. The lawsuit has unspecified damages, including punitive damages. Manteris filed a charge of discrimination with the U.S. Equal Employment Opportunity Commission (EEOC). The news anchor started working at the station over 20 years ago and is currently under a four year contract with the station set to expire on June 10, 2011. Manteris, who is Asian and over age 40, alleged that her work schedule was changed by the station when it moved her from the 11 p.m. newscast to the 5 and 6 p.m.  She claims she was replaced by a younger, white female who had little anchor experience. Her lawsuit also claims that male anchors have been paid more even though her ratings were higher. See: http://www.lasvegassun.com/news/2011/may/17/tv-news-anchor-alleges-discrimination-lawsuit/

Discriminating against an innocent individual or a group based on disability or age may be prosecuted under Title VII of the Civil Rights Act of 1964. The law prohibits harassment or any other action based on religious affiliation, physical or cultural traits and clothing. This law would stand to protect an elderly person, such as the one in the case discussed above, who was discriminated for being disabled and aided by a nurse or wheelchair. For more information, see: http://www.eeoc.gov/facts/fs-relig_ethnic.html

Leeds Morelli & Brown P.C. is a firm that handles all areas of anti-discrimination. Age, disability, gender and race are prominent civil rights which are violated daily and are not vindicated.  Our firm works to achieve justice where these civil rights have not been upheld.  If you or someone you know has been affected by discrimination please contact Leeds, Morelli & Brown, PC at 1-800-585-4658 for a free consultation or view their web page at www.lmblaw.com.

A Dunkin’ Donuts franchise, College View Donuts, will pay $290,000 to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). In its suit, filed in U.S. District Court for the Northern District of New York, the EEOC charged that the manager of a Dunkin’ Donuts store in Wynantskill, N.Y., sexually harassed female employees, some of whom were only 16 and 17 years old. The Dunkin’ Donuts manager engaged in unwanted touching and hugging and made lewd sexual comments to the female employees. The EEOC argued that College View Donuts allowed the manager’s illegal conduct to continue even after two employees had complained about it a year before. The manager was fired after police launched an investigation and arrested him. The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process.  Full Article.

It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Although the law does not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Leeds Morelli & Brown, PC, dedicates a large area of practice to 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.

Kenlie Tiggeman from New York City alleged that she experienced weight discrimination in a recent a layover in Dallas on Easter Sunday. She alleged that she and her mother were singled out by a Southwest employee for their weight. According to Southwest’s “Customers of Size” policy, passengers are required to buy a second seat if they cannot fit between the armrests, which is supposed to measure 17 inches across the seat. After a Southwest supervisor intervened, the women were allowed on the flight without buying additional seats. They were even given flight vouchers and an apology. The plaintiff wrote about this experience on her blog and has since gained notoriety.  See full article: http://www.msnbc.msn.com/id/42996971/ns/travel-news/

While weight discrimination is not protected under New York law, there is some legal recourse for people who have suffered weight discrimination. Aggrieved parties can look to the Rehabilitation Act of 1973 (RA) and the Americans with Disabilities Act of 1990 (ADA). Claims that are filed under these Acts are related to weight-based discrimination in employment settings. However, only a few cases have been successful. Additionally, the fact as to whether obesity is considered a “disability” under the ADA is questionable.

 The law firm of Leeds Morelli & Brown, P.C. represents individuals facing discrimination throughout Nassau and Suffolk counties, Manhattan, Queens, Brooklyn, Bronx, and Staten Island.  For more information, 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

Recently, workers’ rights marched in the streets in a demonstration to support non-unionized day laborers in an effort to organize and help them to stand up for their rights.  About 50 demonstrators walked from Woodside, Queens to Jackson Heights, Queens, while carrying signs and chanting. Currently, Queens pro-labor and immigrant groups, such as Day Laborers United, meet once a month. See: http://jornaleronews.ndlon.org/

To protect the rights of the labor sector, the United States Department of Labor instituted Title VII of the Civil Rights Act of 1964 which prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin. This law is enforced by the Equal Employment Opportunity Commission (EEOC). See: http://www.dol.gov/dol/topic/discrimination/ethnicdisc.htm

Leeds Morelli & Brown, PC is a nationally recognized firm in the area for its successful record of availing civil rights.  If you or someone you know has suffered from a discriminating event or a violation of your civil rights, contact Leeds, Morelli and Brown, PC at 1-800-585-4658 for a free consultation.

NYPD detective, Dawn DelValle, has filed a lawsuit claiming that when she complained she was sexually harassed by a deputy chief she faced retaliation and the person who sexually harassed her got early retirement.  The detective claims she was “ostracized” and called a rat. In April 2010, she accused Deputy Chief Michael Gabriel of asking about her personal life, marriage and her cleavage. She alleges that she was reassigned to work with a lieutenant who had made remarks and attacked her character. Read more: http://www.nydailynews.com/ny_local/2011/05/13/2011-05-13_detective_says_officer_who_sexually_harassed_her_got_early_retirement_while_she_.html#ixzz1MLRe1vdZ

According to the United States Department of Labor, Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin. This law is enforced by the Equal Employment Opportunity Commission (EEOC). In addition, Title VI of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, or national origin in programs and activities that receive federal financial assistance. This law is enforced by the Civil Rights Center. See: http://www.dol.gov/dol/topic/discrimination/ethnicdisc.htm

As one of the prominent equal opportunity and anti-discrimination firms in New York, Leeds Morelli & Brown P.C. works to achieve successful judgments that are in the best interests of their clients.  If you or someone you know has been affected by employment discrimination or seeking a class action please feel free to contact Leeds, Morelli & Brown, PC at 1-800-585-4658 for a free consultation.

Florida has increased the state minimum wage from $7.25 per hour to $7.31 per hour which became effective June 1, 2011.  Additionally, the wage for tipped employees will increase from $4.23 per hour to $4.29 per hour, plus tips.  Every year Florida reassesses the minimum wage based on any change in the Consumer Price Index and takes effect on January 1 of the next year. When there was no increase this year, a lawsuit was filed claiming the state violated Florida’s constitution.  Ultimately, court case ruled that the state had miscalculated the minimum wage rate and ordered an increase to go into effect on June 1, 2011. See: http://www.postercompliance.com/about-us/labor-law-news/

The Fair Labor Standards Act (FLSA) is administered by the Wage and Hour Division (WHD) which contains the standards for minimum wages, overtime pay, recordkeeping, and child labor.  Every employer covered by the FLSA must keep certain records for each worker. The records should be kept at the place of employment or in a central records office.  Additionally, an employer must maintain records of information such as the employee’s full name, address, including zip code birth date (if younger than 19), sex and occupation, time and day of week when employee’s workweek begins, hours worked each day and total hours worked each workweek, the basis on which employee’s wages are paid (e.g., “$9 per hour”, “$440 a week”, “piecework”, and the regular hourly pay rate to name a few.  Employers are required to preserve payroll records for at least 3 years, collective bargaining agreements, and sales and purchase records. Records of wage computations should be retained for two years (such as time cards and piecework tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages). For a full listing of the types of records an employer must maintain, see the Wage and Hour Division Fact Sheet #21: Recordkeeping Requirements Under the FLSA.

Our lawyers excel at helping their clients collect the compensation they have earned and the justice they deserve. If you or someone you know has been faced with a labor dispute, unpaid overtime, wage dispute, employer discrimination, or just looking to speak with an employment attorney, please contact the office of Leeds Morelli & Brown, PC, at 1-888-5-JOBLAW, One Old Country Road, Suite 347, Carle Place, NY, 11514-1851.

Mark-Paul Gosselaar and Lisa Ann Russell finalized their divorce after being married since 1996. Gosselaar, a 35-year-old actor best known for his role as Zack Morris on the 1990s teen comedy series “Saved By The Bell,” and Russell filed for divorce nearly a year ago. The couple are parents to Michael, 7, and Ava, 5.  It has been reported that Gosselaar and Russell entered into a private custody and spousal support agreement as a part of their divorce. Full article.

In New York, spousal support is referred to as spousal maintenance. There is not set formula to calculate spousal maintenance.  Instead, a court will award the maintenance on a case by case basis. Factors such as the disparity between the income of the parties, the duration of the marriage, the health of the parties, and the presence of very young children are taken under consideration. Spousal maintenance is rarely granted on a permanent basis, except in cases of physical or mental disability or when the parties are elderly. Generally, it is granted for a set period of time so the other party can get back on their feet after the termination of the marriage. The length of time depends on the facts of the case as the judge sees fit to award. 

The law firm of Leeds, Morelli & Brown, P.C. has represented clients in Nassau and Suffolk counties, Manhattan, Queens, Brooklyn, Bronx, and Staten Island. If you are facing a divorce proceeding, it is important to hire lawyers that are capable of advocating your needs. For any questions, contact an attorney at the Leeds Morelli & Brown P.C. law firm for a free consultation at 1-888-556-2529 or visit our divorce website at www.lbdivorcelaw.com.

A Morroccan born waiter at New York’s Waldorf Astoria was told by hotel management to change his name to keep him from scaring guests. His lawsuit alleges that two days after the September 11 attacks he was asked to wear a name-tag reading, “John” and then later given another tag to wear reading, “Edgar”. The waiter filed discrimination complaints with the federal Equal Employment Opportunity Commission (EEOC) in 2005 and 2009. Trouble continued, however, in 2010 when he was asked to change his name yet again.  Further, other hotel staff called the waiter names like “terrorist” and “al-Qaeda boy.” The plaintiff is now suing the hotel for religious and racial discrimination. Read more:  http://news.travel.aol.com/2011/05/03/mohamed-kotbi-waldorf-astoria-waiter-forced-to-change-name-su/

Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. It is unlawful to discriminate against any employee or applicant for employment because of his/her race or color in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. Please visit the EEOC’s website for more information: www.eeoc.gov/policy/vii.html.

The attorneys at Leeds, Morelli & Brown, P.C. are experienced in all matters of discrimination and labor law.  For any questions concerning discriminatory 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.