Number of Interracial Couples in U.S. Reaches All-Time High

June 19, 2012 By

The most recent Census data shows that the number of interracial couples in the United States has reached an all-time high. The Census data provides that one in every 10 American opposite-sex married couples reports they’re of mixed races. In 2000, that figure was about 7%. The rate of interracial partnerships also is much higher among the unmarried, the 2010 Census showed. About 18% of opposite-sex unmarried couples and 21% of same-sex unmarried partners identify themselves as interracial. The study defines interracial as members of a couple identifying as of different races or ethnicities. Read More.

Despite the growing number of interracial couples in America, there remain much harassment and racially charged comments to interracial couples and their children. When it comes to racial or ethnic slurs, sexually inappropriate language or ageist remarks, there is no denying that it continues to thrive in the workplace. There is an overwhelming amount of reports of what is referred to as “water cooler banter.” Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964. Offensive conduct that rises to the level of harassment in the workplace is unlawful. This may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. For more information: EEOC Website

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

Filed Under: Civil Rights, Discrimination, Employment Law Tagged With: , , , , , ,

Glenn Grothman, Wisconsin state senator: Women Make Less Because ‘Money is More Important for Men’

June 6, 2012 By

Glenn Grothman, a Republican Senator of Wisconsin, has sparked a heated debate in the gender war over men and women’s salaries. The Senator argued wage differences did not result from discrimination but because men care more about money. The remarks followed GOP Governor Scott Walker’s recent decision to repeal his state’s equal pay law, a move that makes it more difficult for victims of wage discrimination to file lawsuits for lost earnings and back wages. Grothman stated that whatever wage gap exists is because women are more focused on raising children. Full article.

New York’s General Industry Minimum Wage Act states that all employees in New York State, including most domestic workers, must be paid at least $7.25 per hour. The basic rate may be modified by certain requirements set under regulations known as “wage orders.” These provisions of the minimum wage law cover jobs in the restaurant, hotel, and building service industry, and miscellaneous industries and occupations. They set an hourly rate plus overtime and allowances in four General Industry Wage Orders, based on meals and lodging supplied by an employer. Some industries make allowances for tips; thus they set a lower hourly rate. For example, food service workers may earn $4.65 per hour because their total compensation includes expected tips. When required uniforms are maintained by the worker, certain allowances also apply. Other service workers have a minimum rate of $5.50 per hour. There are also allowances for meals and lodging supplied by an employer.

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.

Filed Under: Discrimination, Employment Law Tagged With: , , , , , ,

Woman Fired After Donating Kidney to Boss

April 24, 2012 By

A Hicksville woman who donated a kidney so her ailing boss could move up on an organ donation list has filed a complaint with the state Division of Human Rights saying that the woman repaid her by giving her the boot.

Deborah Stevens, 47, said Jacqueline Brucia, her boss at Atlantic Automotive Group in West Islip, asked her to donate a kidney on her behalf to the National Kidney Registry, a donation that meant that Brucia would get a kidney in return. But Stevens said even before she recovered from the surgery, Brucia, 61, turned on her, chiding her when she went home from work sick or when she needed to take extra bathroom breaks during the day, according to the complaint. – Read Full Story on Newsday.com

Filed Under: Employment Law Tagged With: , , , , ,

Publix Supermarkets Cited for Willful and Repeat Violations

April 5, 2012 By

U.S. Department of Labor’s Occupational Safety and Health Administration has cited Publix Supermarkets Inc. in Florida. The citations include 16 safety and health violations at one distribution facility in Jacksonville. The proposed penalties are totaling up to $182,000. One willful violation includes a $70,000 penalty for failing to follow rules to control potentially hazardous energy when employees clean equipment. Two repeat violations with penalties total $66,000 for failing to develop, document and follow lockout procedures as well as not conducting an annual inspection of the energy control regulations. As a result of these repeat violations, OSHA has placed Publix in its Severe Violator Enforcement Program, which requires follow up inspections to ensure compliance. Publix is made up of 1,026 supermarkets, operating in Florida, Georgia, South Carolina, Alabama and Tennessee. The company has 15 days from receiving the citations and proposed penalties to comply, request a conference, or contest the findings. Learn More

The Occupational Safety and Health Act of 1970 insures that employers remain responsible for providing safe and healthful workplaces for their employees. For more information, visit http://www.osha,gov. Under the 2007 Workers’ Compensation Reform Law, the New York State Department of Labor must administer two programs. In order to make workplaces safer and reduce workers’ compensation costs, one program is required, while the other is voluntary. The mandatory program, which is known as the Compulsory Workplace Safety and Loss Prevention Program, requires a comprehensive safety and loss prevention consultation and evaluation for an employer with: an annual payroll of over $800,000; and a workers’ compensation experience modification rating of more than 1.20. According to the New York State Department of Labor’s website, the NY Compensation Insurance Rating Board issues notices to employers that must participate in the Program. Employers that do not start a program will receive a 5% surcharge on the manual portion of their workers’ compensation premium. The surcharge goes up 5% for every year they do not comply. Employers that comply should see improved experience ratings and lower workers’ compensation costs. To get more information about the Workplace Safety and Loss Prevention Programs, click here.

If you or someone you know has been affected by a violation of labor laws or safety regulation, the lawyers at Leeds Morelli & Brown, PC, have extensive experience in handling all matters of labor disputes regarding wage and hour law, child labor law, safety violations, 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.

Filed Under: Employment Law, Labor Abuses Tagged With: , , , , ,

Product Fabricators in Minnesota Settle Disability Discrimination Suit

April 3, 2012 By

In Minneapolis, Minnesota, Product Fabricators, Inc. is a manufacturer that will pay $40,000 to settle a disability discrimination suit which was filed by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit was filed in 2009 and the EEOC charged Product Fabricators when they fired a long-time employee, Dennis Anderson. The former employee was fired because he was taking a low dosage prescribed narcotic medication for back pain. The company’s policy required all employees to report whether they were taking any prescription or over the counter medication. The EEOC found that this policy was a violation of the Americans with Disabilities Act (ADA) because it does not relate to the ability of employees to do their jobs. Therefore, the EEOC claimed that it was unlawful because employees complied with the policy and would likely be inclined to disclose information about any disabilities or impairments they may have. Read more:

Such alleged conduct violates which protect employees and applicants from discrimination based on perceived disabilities. 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.

The attorneys at Leeds, Morelli & Brown, P.C. are experienced in all matters of discrimination, racial profiling, hate crimes, harassment and bigotry. 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.

Filed Under: Discrimination, Employment Law Tagged With: , , , , , ,

NY Class Action lawsuit against LEO Pharma Inc.

March 28, 2012 By

In New York, a federal class action lawsuit has been charged against LEO Pharma Inc. for violations of the Fair Labor Standards Act and state wage and hour laws. It is alleged that the Parsippany, N.J. based pharmaceutical company misclassified sales representatives as salaried exempt employees. They also failed to pay overtime to its employees. The lawsuit does state how many employees are involved in the case. Read More

According to New York wage and hour laws, if you work more than six (6) hours in one day, you may be entitled to a lunch break or meal break of at least 30 minutes. Employers are not entitled to pay for his time, but an employer is not allowed to force an employee to work or allowing an employee to work during this break time. Furthermore, in all industries and occupations, employees are given an additional 20 minutes between 5 p.m. and 7 p.m. and for those employed on a shift starting before 11 a.m. and continuing after 7 p.m. Learn More at http://www.dol.gov/whd/state/meal.htm#NewYork.

In addition to New York wage and hour laws, the Fair Labor Standards Act (FLSA), is an Act that establishes standards for minimum wages, overtime pay, record-keeping, and child labor. These standards affect more than 130 million workers, both full time and part time, in the private and public sectors. As a penalty, willful violators of these rights may be prosecuted criminally and fined up to $10,000. A second conviction may result in imprisonment. Employers who willfully or repeatedly violate the minimum wage or overtime pay requirements are subject to civil money penalties of up to $1,100 per violation. See: http://www.dol.gov/compliance/guide/minwage.htm#EmplRights; For more information, see: http://www.dol.gov/

If your company requires you to be on duty during your lunch break, or fails to provide you with a meal-time break, you may have a claim for wage and house law violation. At Leeds Morelli & Brown, PC, our lawyers have extensive experience in handling overtime claims and wage and hour law violations, which include violations based on meal-time policies, servicing injured parties throughout Long Island, the New York Metropolitan area, as well as nation-wide. Contact Leeds, Morelli and Brown, PC at 1-800-585-4658 for more information or for a free consultation.

Filed Under: Employment Law, Overtime Pay Tagged With:

Two Charter Schools to Close in NYC

March 7, 2012 By

The New York City’s Department of Education has decided to close two charter schools in Brooklyn and Queens at the end of the 2012 school year. These schools are Williamsburg Charter High School and Peninsula Preparatory Charter School. The Williamsburg Charter High School was put on probation in Fall 2011 for not following the city’s improvement recommendations. The Peninsula Preparatory Charter School is set to close because students test scores fell below the goals in the school’s charter. After the schools close, there will only be eight charter schools left in New York City. Learn More

At times like these, teachers who lose their jobs without cause may have a legal claim. The Civil Rights Act of 1964 protects teachers at both public and private schools, allowing them to enjoy rights in their contracts which are similar to due process rights. This includes the inability of a private school to dismiss the teacher without cause, notice, or a hearing. Learn More.

In order to file a claim, a charge may be filed by mail or in person at the nearest EEOC office. Individuals may consult their local telephone directory or call 1-800-669-4000 to contact the nearest EEOC office for more information on specific procedures for filing a charge. As a time limit, laws enforced by EEOC, except for the Equal Pay Act, all charges must be filed with EEOC within 180 days from the date of the alleged violation, in order to protect the charging party’s rights. This 180-day filing deadline is extended to 300 days if the charge also is covered by a state or local anti-discrimination law. For ADEA charges, only state laws extend the filing limit to 300 days. The information which must be provided to file such a charge are as follows:
I. The complaining party’s name, address, and telephone number;
II. The name, address, and telephone number of the respondent employer, employment agency, or union that is alleged to have discriminated, and number of employees (or union members), if known;
III. A short description of the alleged violation (the event that caused the complaining party to believe that his or her rights were violated); and
IV. The date(s) of the alleged violation(s).
Learn More

Leeds Morelli & Brown P.C. is an established equal opportunity and civil rights firm in New York which works to achieve successful judgments that are in the best interests of their clients. If you or someone you know has been affected by civil rights violations, contact Leeds, Morelli & Brown, PC at 1-800-585-4658 or view their web page at www.lmblaw.com.

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March 5, 2012 By

In Massachusetts, legal immigrants are entitled to health insurance under the state health care program. The state is seeking to provide the closest universal health care coverage to its residents. In evaluating the 2009 state budget, about 29,000 legal immigrants who had lived in the United States for less than five years were dropped from Commonwealth Care. Commonwealth Care was a subsidized health insurance program. This move was found to be a violation of the State Constitution. Learn More

Immigrants are subject to the mercy of lawmakers at advocating on their behalf for entitlement to health insurance as well as access to fair wage and hour regulations. The US Department of Labor promotes the welfare of wage earners by improving their working conditions, advancing their opportunities for profitable employment, protecting their retirement and health care benefits to name a few. To carry out this mission, the Department administers a variety of Federal labor laws which guarantee workers’ the following rights: safe and healthful working conditions, a minimum hourly wage and overtime pay. Learn More

If you or someone you know has been affected by a violation of labor laws or unsafe working conditions, as either an employee or day laborer, contact the lawyers at Leeds Morelli & Brown, PC, a firm with extensive experience in handling these matters. Victims of such offenses may be entitled to compensation. For more information or a consultation, contact Leeds Morelli & Brown, PC at 1-800-585-4658.

Filed Under: Civil Rights, Employment Law Tagged With: , , , , ,

South Carolina Bill Forces Unemployed Workers to Volunteer

February 24, 2012 By

A bill out of South Carolina may change the way many states handle the unemployed. There is no denying that the unemployment rate fluctuates. To sustain benefits during periods of high unemployment, South Carolina is attempting to initiate a strong stance on unemployment insurance. South Carolina’s unemployment rate is nearly 10 percent. State Senator Paul Campbell (R) introduced a bill forcing unemployed workers that can’t find a job in six months to volunteer for 16 hours a week in order to continue getting benefits. His reasoning: “it’s easier for people to get a job if they have a job of some sort.” While the bill has not yet been passed, many other states are eager to see the outcome of the initiative. Learn More.

New York State’s unemployment rate was 8.0% in December 2011, remaining unchanged from November 2011. The number of unemployed New Yorkers increased over the month from 759,500 in November to 768,200 in December 2011. 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, PC work to uncover unlawful business practices and empower employees to stand up for their rights.

Leeds Morelli & Brown, PC dedicates a large portion of their practice to the area of employment law. Leeds Morelli & Brown, PC represents individuals 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.

Filed Under: Employment Law Tagged With: , , ,

J-1 Student Visa Abuse, Forced Labor of Foreign Students in South Carolina

February 21, 2012 By

In South Carolina, an Associated Press (AP) investigation has found that many foreign students are being forced to work in abject conditions, as well as in strip clubs, instead of restaurants or national amusement parks. Particularly notable is that some students are making as little as $1 an hour or even forced to eat off the floor. The AP interviewed students, advocates, local authorities and social service agencies, and reviewed confidential records, police reports and court cases to conduct the investigation. This J-1 student visa abuse has been done by third-party brokers who are paid recruiters, paid by foreign students, who are unsupervised and in charge of job placement for foreign college students who come to work for the summer in the U.S. Full Story

The J-1 Summer Work and Travel program gives foreign colleges students the chance to visit the US and work in the country for up to four months, and participation in the program has increased from about 20,000 in 1996 to greater than 150,000 in 2008. However, it has been reported that the State Department has failed to govern the program or take responsibility for student complaints. As a result, third party businesses that are paid as job recruiters for these students are left unsupervised and monitor the students themselves. Additionally, businesses that hire students save money by using foreign students as employees because they are relieved from having to pay Medicare, Social Security and unemployment taxes. The students are required to have health insurance before they arrive. See full article for student stories.

The US Department of State is a government agency which has listed various tips for foreign students to use to protect themselves against labor violations and unfair treatment. These tips include for the foreign student to keep his/her passport in a safe and accessible location, to keep copies of his/her passport, visa, and employment contract papers with reliable people, to always have the phone number of his/her home country’s embassy, and to keep a record of all the days and hours that are worked, as well as the total amounts and dates of each payment received. Learn More.

The lawyers at Leeds Morelli & Brown strive to help those who do not know their rights, seeking to achieve the best recoveries for employees who are treated unfairly or are unpaid for their labor. If you or someone you know has been faced with a labor dispute, is a foreign student who unsure of their rights and believe their job is not treating them according to the law, or just looking to speak with an employment attorney, please contact the office Leeds Morelli & Brown, PC, 1-888-5-JOBLAW, One Old Country Road, Suite 347, Carle Place, NY, 11514-1851.

Filed Under: Civil Rights, Employment Law Tagged With: , , ,
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