The state of New York has sued rapper, Jay-Z, for failing to pay $18,000 in workers’ compensation insurance, for a three month period in 2009, for people who are employed to work for him. A Jay-Z source blamed the lapse on a clerical error. Court documents reflect that he eventually got the correct insurance to cover these employees which include cooks, maids and drivers. Read Full Article

According to the U.S. Department of Labor, children and forced laborers produce 130 kinds of goods in 71 countries, and over 12 million people are victims of forced labor. 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.

If you or someone you know is not being fully compensated for all the time you work, or your employer has improperly calculated your hours worked, you may be entitled to overtime and additional compensation. Our office focuses on disputes dealing with overtime claims and wage and hour law violations, including violations resulting from improper wage and overtime calculations. For a consultation, contact Leeds Morelli & Brown, PC at 1-800-585-4658.

Nicole Zivich is a 24 year old cheer leading coach and Hooter’s employee who is claiming that she was terminated from her job at Tampa, Florida Estero High School. While the school gave her no reason for why she was fired, she claims it was the result of one of the parents’ of her cheerleaders who complained to the school about her job at Hooters. The school district has stated that her firing had nothing to do with her job at Hooters. Read full article

Employer retaliation constitutes any adverse action taken by an employer when an employee has filed a complaint against the employer. Different forms of retaliation include harassment or discrimination, as well as getting fired or being punished by an employer. 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

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.

Blockbuster, Inc. recently agreed to pay more than $2 million to settle a lawsuit brought by the Equal Employment Opportunity Commission. According to the lawsuit, the video company subjected female employees to sexual harassment in 2004 and 2005 in a Gaithersburg, Maryland distribution center. In addition to sexual harassment, Blockbuster was also accused of retaliating against these women. Blockbuster was bought earlier in 2011 in a bankruptcy sale by the Dish Network Corporation. Read Full Article

It is illegal for an employer to do anything in retaliation for their actions in speaking up. It is unlawful to retaliate against an employee for opposing an illegal employment practice, or participating in any way in an investigation. It is also illegal for employers to retaliate against an employee when he/she requests for reasonable accommodation of his/her disability under the Americans with Disabilities Act, when an employee applies for medical leave under the Family and Medical Leave Act or when an employee files complaints of harassment or discrimination. Recently, the Supreme Court has ruled that the protections against discrimination and harassment, which are guaranteed under the Age Discrimination in Employment Act (ADEA), also extend to retaliation. Retaliation claims can be dangerous because there are many ways for an employer to do something that appears to be retaliation even when it isn’t intended to be retaliation. There is also no requirement that whatever the employee complained about to begin with is actually illegal in order to prevail in an employer retaliation lawsuit. Learn more

Leeds Morelli & Brown, PC will strive to obtain the best judgments for victims of employer retaliation. If you or someone you know has been affected by employer retaliation, you are entitled to know your rights. Our firm has had considerable success in this area of law 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.

An Outback Steakhouse restaurant in Phoenix Arizona fired an employee on because he needed a reasonable accommodation. The EEOC has filed a lawsuit against the company, OSI Restaurant Partners, LLC d/b/a Outback Steakhouse and OS Restaurant Services, Inc. The lawsuit alleges that server John Woods, who suffers from traumatic brain injury, worked as a server from November, 2009 until approximately January, 2010, when he was fired. The EEOC charged that Outback terminated Woods’ employment because of his disability and/or because he needed a reasonable accommodation. The lawsuit seeks back pay, compensatory and punitive damages for Woods, as well as appropriate injunctive relief to prevent any further discriminatory practices. Full article.

Title I of the Americans with Disabilities Act (ADA) as amended by the ADA Amendments Act of 2008 (ADAAA), prohibits private employers from discriminating against qualified individuals with disabilities in hiring, firing, advancement, compensation, and other terms, conditions, and privileges of employment. The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer. A reasonable accommodation is any change in the work environment, or in the way things are usually done, to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment. EEOC Website.

Leeds Morelli & Brown, PC centers its practice around 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.

Roy Lester is a 61 year old lifeguard who is suing New York State Parks for age discrimination. The lawsuit is based on the complaint that a park rule would have forced him to wear a swimsuit which he stated was not appropriate for someone of his age to wear. The rule requires lifeguards to wear “boxers, briefs or board shorts” when performing a qualifying swim test, but Roy Lester does not believe someone his age should wear such revealing clothing and feels that looser fitting shorts would slow him down. Read more: http://www.cnn.com/2011/US/08/19/new.york.swimsuit.lawsuit/index.html?iref=obnetwork

Before any individual can retire, he or she must put in years of work. During the years prior to retirement, it is important to be in a safe working environment and to be treated fairly by an employer. According to the New York State Department of Labor, violations of any provision of the Labor Law, the Industrial Code, or any rule, regulation, or lawful order of the Department of Labor is a misdemeanor. Penalties include fine up to $1,000 for the first violation, $2,000, for the second, and $3,000 for the third and subsequent violations. Also, according to the New York State Department of Labor, an employer is not allowed penalize or discharge an employee because he/she complained to the Labor Department about the employer violating the law. See: http://www.labor.state.ny.us/workerprotection/laborstandards/workprot/minors.shtm

If you or someone you know has been affected by a violation of labor laws, the lawyers at Leeds Morelli & Brown, PC, have extensive experience in handling all matters of labor disputes regarding safe work environments, wage and hour law, child labor law, and workers compensation lawsuits. Victims of such offenses may be entitled to compensation. For more information or a consultation, contact Leeds Morelli & Brown, PC at 1-888-5-JOBLAW.

Huntersville Seafood, Inc. doing business as Captain’s Galley Restaurant is a North Carolina restaurant which must pay $86,000 to settle a sexual harassment and retaliation lawsuit by the EEOC. The lawsuit centered around former male employees who were subjected to abuse by a male co - worker from 2007-2008 by being touched on the buttocks, nipples, and testicles as well as subjected to daily sexual gestures and comments. Allegedly, harassment continued after employees complained and he was then discharged as a result. In addition to monetary damages, sexual harassment training for managers and employees is required. Read more: http://www.eeoc.gov/eeoc/newsroom/release/8-26-11.cfm

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. In addition, state-level sexual harassment statutes prohibit sexual harassment and provide victims with a means to pursue justice. Sexual harassment can occur in one of two ways: Quid Pro Quo Harassment or Hostile Work Environment. Employers that foster or allow these conditions to continue can be found liable for the conduct of the offending employees. For more information, see: http://www.lmblaw.com/new-york/sexual-harassment.php

The lawyers at Leeds Morelli and Brown strive to 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 our office Leeds Morelli & Brown, PC, 1-888-5-JOBLAW, One Old Country Road, Suite 347, Carle Place, NY, 11514-1851.

The New York City Education Department will let go of nearly 780 employees will lose their jobs by October, in the largest layoff at a single agency since Mayor Michael R. Bloomberg took office in 2002. The layoffs are a result of budget cuts to the school which have occurred in each of the last four years. Principals will be forced to make tough decisions about what and whom to do without. Full article.

Those who are employed understand that now, more than ever, employment of any kind is crucial, and that “job security” has become a thing of the past. During these tough times many companies are forced to lay - off workers to keep afloat. Though many companies will act within the bounds of the law, some may use tactics that are unlawful. It is crucial that employees know and understand their rights under the law. The attorneys at Leeds, Morelli & Brown, P.C. work to uncover unlawful business practices and empower employees to stand up for their rights.

Leeds Morelli & Brown, PC devotes 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.

The French website Jours Apres Lunes has posted revealing pictures of young girls wearing panties and bras. The advertisement campaign depicts young girls wearing a new line from the French designer Sophie Morin. Fashion designer Sophie Morin declares her children’s lingerie line is meant for children to wear underwear that is soft and pleasant to wear, and in no way an extension of provocative women’s lingerie. The pictures tell a different story. The advertisement campaign has many children advocates outraged. Full article.

Under New York law, children under 14 years of age may not be employed any time, neither after school nor during vacation. However, minors 11 years of age or older may work outside school hours as newspaper carriers to deliver, or sell and deliver newspapers, shopping papers, or periodicals to homes or business places. Minors 12 years of age or older may work outside school hours for their parents or guardians either on the home farm or at other outdoor work not connected with a business. There is no minimum age for child performers at theatrical, radio, or television performances or for child models, although a permit is required prior to employment. For more details regarding New York’s Child Labor Laws see: NY Department of Labor

Leeds Morelli & Brown, PC is a nationally recognized leader 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.

Global technology giant 3M has agreed to pay $3 million to a class of former employees and implement preventive measures to resolve a nationwide age discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. The EEOC filed a lawsuit against 3M claiming the company laid off hundreds of employees over the age 45. The EEOC also claimed that older employees were denied leadership training and laid off to make way for younger leaders. 3M settled with the EEOC to pay $3 million in damages, as well as implementing new company procedures to prevent this type of discrimination from occurring in the future. Full article.

The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. The ADEA permits employers to favor older workers based on age even when doing so adversely affects a younger worker who is 40 or older.

Leeds Morelli & Brown, PC centers its practice on 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.

An Irving Texas developer of housing facility has agreed to pay $50,000 and furnish other relief to settle an age discrimination lawsuit brought by the EEOC.  The Collegiate Development Services’ director of market research expressed to the assistant property manager that Velda Poole, 62 years of age, was too old to connect with the college-age residents. When Poole learned of the comments and reported the comment to higher management, Poole was fired. A settlement between Poole and the Collegiate Development Services will pay $50,000 to the victim and provide training to managers and supervisors on equal employment policies and procedures. Full article.

The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. The ADEA permits employers to favor older workers based on age even when doing so adversely affects a younger worker who is 40 or older.

Leeds Morelli & Brown, PC focuses a large area of practice 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 & Brown, PC at 1-800-585-4658 for a free consultation.