Job-Related Injury | Occupational Illness or Disease | Repetitive Stress or Motion Injuries | Temporary or Permanent Disability | Partial or Total Disability | Workplace Trauma
If you’ve been hurt on the job in New York, you have a right to pursue workers’ compensation benefits to cover lost wages and medical expenses. Don’t expect your employer to make it easy for you, though. The company has a vested interest in minimizing or avoiding payment workers’ compensation benefits and their workers’ compensation insurance providers will often engage in tactics to delay, deny or minimize your claim. The attorneys at Pyrros & Serres LLP can help. Read More
Proven Long Island City/Astoria Workers’ Compensation Law Firm
At Pyrros & Serres LLP, we take an individualized approach to every case. We take the time to learn exactly what happened in your case, and what you need to move forward. We’ll gather all relevant medical evidence and obtain evidence from all witnesses. Read More
We provide comprehensive counsel to people who have suffered any type of injury at work, including:
Back and Neck Injury | Shoulder, Arm, Hand and Finger Injury | Hip, Leg, Foot and Toe Injury| Burns | Fractures | Paralysis | Traumatic Brain Injury (TBI) | Spinal Cord Injury | Permanent Scarring or Disfigurement | Amputation or Loss of Limb | Hearing or Vision Loss | Accidental Death |Occupational Illness
Even though his opinions have a sympathetic sounding tone toward the worker’s plight (unlike the biting sarcasm the late Judge Scalia used), he almost always comes around to explaining why the employer should win. The New York Times ran an article indicating that Democrats would attack him as “No Friend of the Little Guy”.
Can You Give us an Example?
The trailer brakes froze on a big rig, and the truck driver was told to stay on the side of the road with the cargo. After 3 hours in subzero weather, when his torso was numb and he couldn’t feel his legs, the dispatcher told him to keep waiting in the truck, even though the heater wasn’t working, or to drive the rig with the frozen tractor brakes, which was obviously dangerous. Fearing for his health, he drove the tractor off and left the trailer, and was fired for abandoning the cargo. He filed with OSHA under a federal law that says a driver who refuses to operate a vehicle because he is afraid of serious injury to himself or the public can’t be fired for that, and the company had to reinstate him with back pay. When the Company appealed, the driver still won at the federal appeals court, but Judge Gorsuch ruled for the company. His reasoning was that the law literally said that it was for the protection of the driver who refused to operate an unsafe vehicle. Because the driver had the choice of driving with frozen brakes or staying with the cargo and freezing, one of the choices he was given was not illegal, so the company should have been allowed to fire him.
What Major Employment Issues Will He Decide if He is Confirmed?
Employees have a major problem now with the issue of “Forced Arbitration”, i.e., many employees, when they are hired, now have to sign papers giving up their rights to go to court if they have any reason to sue the boss; they will only be able to go to an arbitrator, which also stops them from bringing any class actions. For many reasons, covered in an upcoming blog on “Forced Arbitration”, this is very unfair. However, the National Labor Relations Board (NLRB) has held that these forced arbitration agreements violate the federal law which prohibit interference with or restraint of employees’ rights to organize and engage in concerted activities. There is disagreement among the federal appeals courts on this issue, so the Supreme Court has already accepted it, but it has been postponed until the October 2017 term after Gorsuch is confirmed, because it will be a 4-4 if the vote is taken now. This would leave the “split” between the circuits unresolved. The conventional wisdom is that Gorsuch, if confirmed, will rule in favor of enforcing the forced arbitration agreements, and he has made it very clear that he would like to limit or abolish the rule requiring judges to give deference to federal agencies like the NLRB.
A Public Union’s Right to Collect Dues From Non-Member Employees
This is another big issue. The Union’s argument is simple: All of the employees are getting the benefit of the collective bargaining the union does, like wage increases. Why should some of the Employees be able to get a free ride? Conservatives do not want all of the employees to pay union dues because, if union dues are voluntary, many people will generally stop paying them, and as a practical matter, this will mean the end of public unions. Conservatives have an obvious interest in destroying unions because they tend to contribute to Democrats. The recent test case would almost certainly have resulted in an anti-union decision, but it was a 4-4 tie, only because Scalia died between the oral argument and the date the decision came down. When this issue comes up again, Gorsuch, if confirmed, will probably vote against the public unions. If this trend continues in the Supreme Court, which is likely, it is this writer’s personal opinion that within a few more years, private unions will no longer be able to collect dues from dissenting members or non-members. After that happens, all unions will probably go the way of the dinosaur. In the public sector, many union members who resent paying union dues will face a cold hard realization when their wages are sharply cut to balance budgets.
TransAm Trucking, Inc. v. Admin. Review Bd., United States DOL, 833 F.3d 1206, 1215, 2016 U.S. App. LEXIS 18838, *22, 41 I.E.R. Cas. (BNA) 1295 (10th Cir. 2016).
 Buy Low Markets, Inc. and Palacios, NRLB, San Francisco Office, Case 21–CA–173346.
 National Labor Relations Act, 29 U.S.C. § 158(a).
 Friedrichs v. Cal. Teachers Ass’n, 194 L. Ed. 2d 255, 2016 U.S. LEXIS 2264, 136 S. Ct. 1083, 84 U.S.L.W. 4159, 205 L.R.R.M. 3594 (U.S. 2016),
Over the last six years, Mr. Cafaro has applied his litigation skills toward representing employees aggressively in overtime and discrimination cases. He has represented hundreds of workers successfully in individual wage and hour cases, including class and collective actions. He also litigates discrimination cases in both the federal and state courts.
Fluency in Spanish helps Mr. Cafaro to communicate with clients in their native language.
While no divorce is ever easy, some divorces are the epitome of divorce gone wrong. Rational thinking is absent and emotions become explosive. As the crazy side of yourself and your partner emerges, you find yourselves arguing over the “kitchen sink.” Maintaining a rational perspective can be difficult, and for this reason it is vital to hire a seasoned divorce lawyer. A divorce attorney will protect your interests and advise so you can listen to a voice of reason.
Examples of Some Outrageous Divorce Entanglements
In an effort to avoid talking about clients or recognizable first hand experiences, I found some examples in the Huffington Post where couples lost a viable perspective. The following do a good job of making the point:
One couple argued for two hours over who would get the groceries left in the refrigerator. The value of the groceries was around $40 and the cost of the mediation time was about $1,000.
During mediation, a couple efficiently arrived at a settlement for dividing personal property, retirement accounts and real property within and hour and a half. They also agreed on a custody arrangement for their six-year old son. However, they then proceeded to spend four hours arguing about how to divide time spent with their dog, which finally resolved through working out a strict calendared schedule for holidays and precise pickup/drop-off times. Read More
Consult with an Attorney about Your Divorce
It is important to consult with a lawyer early on in a divorce case to avoid unnecessary entanglements. Don’t allow your emotions to get the best of you. Attorney Chris Palermo offers compassionate legal help and can help you protect their rights.
The legal technology industry often focuses on providing accounting solutions for small law firms, rather than on creating advanced pre-configured and automated content that is the key to managing matters electronically. However, there are legal practice management software systems, such as LEAP, that prioritize content.
The term “content” has been largely undefined within the legal tech industry. It is commonly mistaken as a term synonymous with automated forms. However, content encompasses more than automated forms. In fact, content provides the foundation on which matter types are built and includes the templates and forms that lay at the core of matters. Additionally, content permits the selection of pre-configured matter types from various areas of law. These preconfigured matter types are specific to the area of law of the matter that an attorney is working on. For each matter type, there are input screens that are germane to the requirements of a matter. These input screens act as a checklist for the information needed. The checklist enables the essential information to be auto-populated across multiple forms and templates within seconds. By entering key details into the input screens once, they can then be used throughout the life of the matter—for letters, forms and time-recording.
Legal tech companies that emphasize content often allocate resources to have a skilled team with legal backgrounds. The team is devoted solely to conducting research to build intuitive software that automates information into multiple forms. Dedicated content teams also provide a comprehensive library of up-to-date forms. The library often includes an inclusive collection of forms that spans across all common areas of law and states. To keep forms in their latest versions, content teams forge close relationships with court authorities, so they can be informed of changes before they are enacted. Additionally, most content teams have automated systems in place that scan websites for any updates made to forms. Small law firms can now have access to their own archive of forms, with even the most complex forms at their fingertips.
On-the-spot automation is also made possible with content. Every form has been automated to work with the data recorded in the matter type input screens. In legal management software systems that are content-driven, lengthy forms such as, divorce financials, Client Information Statement (CIS) and Closing Disclosure Form have been automated to work with the data recorded in the matter type input screens. For the CIS, the gross income, deductions and net income, there are no manual calculations. Instead, the behind-the-scenes content team, which acts like a back-end staff, accurately completes these calculations and automates them throughout the forms. Small law firms are saved from manually re-entering the information more than once and can now practice smarter.
Now, a lot of companies just aren’t paying you because you have so few legal rights, and they’re just not worried about you suing them. Until this law was passed, most lawyers were not willing to do these cases for a percentage of what they got for you at the end (this is called a “contingency fee”, explained above); they wanted you to pay their legal bills by the hour up front, which you couldn’t afford to do. THIS CHANGES ALL THAT.
If I was hired to do the job by a single individual, as opposed to a company, will this law apply?
Yes, it will.
I consider myself a Freelancer, but how do I know if I can use this new law?
When is this law going into effect?
On May 16, 2017. It will only apply to contracts entered into on or after the effective date
“If you are one of the bottom 99% of the workforce and find yourself at the mercy of the 1%, who own and manage businesses, it is our law firm’s mission to represent you and protect your legal rights. We understand how easy it is for the powerful to take advantage of the little guy. When you need legal help to resolve a troubling employment issue, we are here for you. We are experienced trial lawyers who take pride in fighting for our clients.” ~ Bill Cafaro
Where can I find the new law?
New York City Passes Freelancer Wage Protection Law: “Freelance Isn’t Free” Here’s the link
Author:Sackstein Sackstein & Lee, LLP
Today, if you live or work in New York City or the metro area, you hear alot about diversity in the workplace and how it is good for businesses. At Sackstein Sackstein & Lee, LLP, we take pride in our diversity. We offer legal services in a variety of languages, including English, Spanish, Korean, Chinese, Greek, Bengali, Urdu, Bangladeshi and Hindi. As our diverse staff members work side-by-side, you’ll see various ethnic groups and races, including African American, Asian, Hispanic and Caucasian.
The Advantages of Diversity in Business
Companies with diverse staff members are more innovative, productive, better at solving issues and can reach a wider client base. All of these factors are good for businesses.
According to The New York Times, studies showed that when a diverse group of people interacted with each other, their answers to analytical questions were more accurate than homogenous groups. In fact, diverse groups had a 58 percent greater accuracy.
Another study put people of different races in a group and had them solve murder mysteries. Again, the diverse group performed significantly better.
Quotes by Mark Sackstein and Eric Lee
“I believe our firm’s diversity is a great asset for clients who choose us to represent them in personal injury claims. They have a notable advantage when we seek to obtain fair and just case awards on their behalves.” Mark H. Sackstein
“Our firm has helped many people in the Korean community and other ethnic groups to overcome the challenges they face when litigating for deserved compensation. Our abilities to overcome language barriers and work together are invaluable for getting results.” Eric B.
Innovation and Production
Researchers compared banks with and without racial diversity. Studies showed that 177 U.S. banks with diversity had greater financial performance. Bank presidents emphasized innovation when the company was diverse.
In another study, Stanford University researchers had groups discuss social issues, such as child labor and the death penalty. The researchers wrote dissenting opinions and had both African American and Caucasian students deliver the opinion to the groups. Even though students delivered the same dissenting perspective, when an African American presented the perspective to a group of Caucasians, the opinion seemed more novel and led to broader consideration of alternatives.
Various studies concluded that people work harder in diverse environments both socially and cognitively. While they may feel challenged when working through barriers, their hard work leads to better outcomes.
Broader Customer Bases
Because our staff at Sackstein Sackstein & Lee, LLP speaks a variety of languages, we can reach a broader client base than firms where language is limited to English.
Sackstein, Sackstein & Lee, LLP focuses its practice primarily on personal injury cases.
Although attorneys have traditionally been opposed to change, recent innovations in technology and a heightened sense of competition has forced innovation. Many law firms have increasingly started searching for a solution to spending hours and money on mind-numbing tasks.
Discover the Benefits of Automated Legal Forms
One way in which law firms are discovering the opportunity to have shorter work days and enhance profitability is by automating practice management tasks. The power of automation offers limitless benefits, including filling out a court form within minutes. With automation, there is little to no data entered manually into the forms. Overall, automation allows for a seamless experience, saving time, reducing typographical errors and lessening the workload. LEAP, legal practice management system, offers automated forms and templates that make document production simple.
Enter Data Once and Merge Automatically
With automation, you only need to enter information once to produce multiple documents. Forms are now generated quickly as key data is merged directly from the electronic matters, which are also stored safely and organized within the practice management system. Thousands of mergeable fields allow you to merged data automatically, making the creation of legal forms effortless. The entire process of producing forms from the initial step of locating the legal form to entering the information requires only one simple system. Because you do not have to venture outside the software to find forms or client facts, production of legal forms happens in real time.
Optimize Support Staff
The modern-day attorney who uses the latest technology can click on the legal form he or she needs and automate it within seconds. There is no need to pay support staff to re-key information into separate forms. Automation makes support staff nonessential and even extraneous. The idea of back office staff becoming obsolete elicits the fear of job loss. However, there shouldn’t be opposition to automation due to the potential job losses that it could cause. In fact, automation doesn’t have to cut jobs, it can give support staff a green light to become useful in other areas within your practice.
At Pyrros & Serres LLP, we provide comprehensive counsel to people with workers’ compensation and Social Security disability claims in Brooklyn, Queens, the Bronx and across the greater New York City metropolitan area. Because of our reputation for effective advocacy, many of our new clients come to us as referrals from clients and other lawyers.
At the law offices of Sackstein Sackstein & Lee, LLP, we’ve focused our practice on the needs of injured people across Long Island, Brooklyn, Queens, the Bronx and the New York City metropolitan area since 1952. We have four offices throughout the greater New York region, in Flushing,Queens, Garden City, Brooklyn and the Bronx. We are proud to offer legal services to clients for whom Korean, Spanish, Chinese,French, Creole, Greek, and Hindi is a primary language.
We are excited to announce the launch of our new website, designed first and foremost to meet the needs of our clients. You’ll find it easy to navigate and filled with clear and comprehensive information about our extensive personal injury practice. As our website indicates, there’s virtually no type of personal injury claim that we can’t handle. In addition, if you want input from individuals who have used our services in the past, please check out our testimonials page.
At Sackstein Sackstein & Lee, LLP, we have a simple philosophy—we treat our clients like we treat our family. That means that we’ll be available and accessible when you need to talk to us, and that we’ll return your calls and e-mails as soon as we can. We understand the impact a personal injury can have on every aspect of your life, from seemingly simple tasks to earning a living. We’ll take the time to get to know you and learn exactly what happened, as well as what you need to recover as fully as possible from your losses. We have the experience and skill to negotiate a settlement that meets your needs, but if those responsible for your injuries are not willing to negotiate in good faith, we are experienced and effective trial attorneys who are always willing and able to take your case to a judge and jury to get the outcome you want and deserve.
We also understand the comfort that comes from understanding where you stand and what your options are. We’ll keep you fully informed and involved at all times, and we’ll regularly post blogs on our website, so that you can have a better understanding of the law, the process and your claim.
Contact Our Office
At Sackstein Sackstein & Lee, LLP, we look forward to serving you. If you have questions or concerns or would like to schedule a free initial consultation, please send us an e-mail or call us toll-free at (888)519-6400.
Example: A records clerk for the Nassau County legislature was fired from his job less than four months after an election in which Republicans took control of the Legislature, and claimed that he had gone door to door for Democratic candidates, volunteered at phone banks, and distributing campaign literature. The Legislature argued that it had let him go due to budget cuts, the fired clerk argued that the need for budget cuts arose only because the Legislature had hired three new employees—all Republican. His claim was valid Fishman v. County of Nassau, 2013 U.S. Dist. LEXIS 47071, 2013 WL 1339466 (E.D.N.Y. Apr. 1, 2013),
Absolutely not. Remember also that there will be generally little or no protection for any political activities conducted during work hours, on the employer’s premises, or using the employer’s equipment or materials; It gives you protection for what you do on your own time. Whether a simple one time statement of political affiliation at work is protected is not really clear from the law, and can probably be argued either way, but the more extensive the speech is at work, the better chance the boss will win. If the employee is wearing a campaign button for a particular candidate and the employer says to take it off, they should do it and put it back on when they leave work.
Remember – The General Rule is That There is No Free Speech Right When You Work for a Private (non-government) Employer on His Time. The law we’re talking about here provides some protection, but that protection is limited; it is by no means absolute.
Are Government Employees (Federal, State, City, County, etc.) Political Speech Rights Protected?
But here are a few things to keep in mind:
The speech always has to be about a matter of public concern, and if it is, the employee’s right, as a citizen, to engage in the speech has to be weighed by the Court against the interests of the State, as an employer, in promoting the efficiency of the public services it performs, Pickering v. Bd. of Educ., 391 U.S. 563 (U.S. 1968).
This can also cover rights of political association; and
In order to be protected, it must generally be on the employee’s own time, without using the employer’s premises or materials; and
Anything a public employee says in the course of his/her employment will not be protected. Example: If an employee of the Mayor’s Office makes any statement on the news in his/her official capacity, the Mayor can fire or discipline them for anything they say or don’t say, whether it’s true or not. Remember also that policy making and confidential employees probably can be dismissed just based on their political affiliation where the employer can show that party affiliation is an appropriate requirement for the effective performance of the public office involved, Vezzetti v. Pellegrini, 22 F.3d 483, 1994 (2d Cir. N.Y. 1994).
If you have strong political views which are very different from those of your employer, you should probably avoid any confrontation and get legal advice first as to how to best protect yourself. Call the Law Offices of William Cafaro at 212-583-7400 before you take any action like this.