Media commentator and retired NYPD detective, Tom Verni, is suing a local LGBT organization for allegedly creating a Twitter page with his images with tweets that suggest that he sexually molests underage boys.
He is now suing the Woodbury-based LGBT Network, its CEO David Kilmnick, and others for $5 million.
Verni says things first went south at the end of 2014 when Kilmnick and Verni had a disagreement on Facebook over police turning their backs on the mayor at a slain officer’s funeral and Verni was unfriended.
“As a result of that Facebook dust up that we had, that’s when people started coming forward and messaging me saying, ‘hey, do you know what’s going on over there at the LGBT Network?’” Verni said.
Experienced trial attorney with a reputation for winning
Anthony J. Colleluori, a well known New York and Long Island trial and appellate lawyer, has practiced for over 20 years, focusing his practice on Criminal Law; First Amendment & Obscenity; Constitutional Law & Civil Rights; Civil RICO and Federal False Claims Act cases.
The First Amendment guarantees us the right to free speech, but unfortunately, it is generally legal to force employees (or anyone else) to sign this away. Businesses do this by making people sign confidentiality clauses to get hired, to keep their jobs, or to get their settlement after any employment dispute or lawsuit. Confidentiality agreements prevent the Employee from talking about anything the Company doesn’t want discussed, and always include the amount of the settlement. Read More
What’s So Bad About These Agreements? Shouldn’t Business Owners Have a Right to Some Privacy?
Businesses legitimately need non-disclosure agreements to protect their trade secrets and other vital information from their competition. Unfortunately, they can also be used to conceal systemic violations of laws and regulations, patterns of discriminatory conduct, or sexual harassment. In those situations, offensive and illegal behavior can continue and flourish. For example, Fox News used these clauses as a curtain to keep a culture of sexual harassment out of public view for over a decade, allowing Roger Ailes to rack up $45 Million in payouts for sexual harassment claims, and Bill O’Reilly another $13M. Because his victims had to sign confidentiality and non-disparagement clauses as part of their settlements, Ailes continued victimizing women in complete privacy. Ailes was probably able to remove many panties off that would otherwise have stayed on if these clauses were illegal. But for the most part, they are perfectly legal under federal law, and with a Republican Congress and President Trump in the White House, this will not change anytime soon.
In fact, President Trump loves these clauses so much that everyone who volunteered for his campaign had to sign one prohibiting them from saying anything bad about Trump, his family or his businesses forever, and it also required the volunteers to prevent their employees (if they had them) from doing so. It also prohibited them from campaigning for any other presidential candidate until 2024, even if Trump had had not gotten the nomination.Read More
Is This Problem Limited to the Employment Context?
No. For many years, the Catholic Church settled claims brought against pedophile priests using these same exact clauses, and it still does. The Diocese would transfer the pedophile priest to another distant parish, the family would sign a confidentiality and non-disparagement clause as part of the settlement, and the priest continued to prey upon different children while the risk remained hidden from their parents.
What Happens When You Break a Confidentiality or Non-Disparagement Agreement (“NDA”)?
What Protections Are There Against This Under Existing Law? Read More
Is Anything About These Clauses Good for Employees? Read More
How Did Dennis Rodman Make New Confidentiality Clause Law?
On January 15, 1997, while scrambling for the ball in a game against the Minnesota Timberwolves, Rodman fell into a group of photographers on the sidelines. When he got up, he did the only reasonable thing – he kicked one of them in groin. Read More
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.
In a race discrimination lawsuit, the EEOC sued Rosebud Restaurants and parties settled for the amount of $1.9 million.
The EEOC brought a lawsuit against Rosebud, which operates 13 Italian restaurants in Chicago and nearby suburbs. The restaurants were not hiring African Americans, and restaurant managers and the Rosebud owner Alex Dana used racial slurs when referring to African Americans. Read More
Before taking legal action, the EEOC first attempted to use its conciliation process to resolve the issue. When a settlement could not be reached, it filed a lawsuit for racial discrimination in hiring based on Title VII of the Civil Rights Act of 1964.
Outcome of the Race Discrimination Lawsuit
Details of the settlement include:
African American applicants who were denied jobs will receive $1.9 million from Rosebud.
Rosebud now has hiring goals for qualified African American job applicants, including that 11% of future employees will be black.
The settlement decree prohibits Rosebud from engaging in future racial discrimination or retaliation
Rosebud must recruit African American applicants
Rosebud must train managers and employees against race discrimination and retaliation
For four years, Rosebud must periodically submit reports to the EEOC that show compliance with the settlement decree’s terms
Rosebud must post notices that inform employees about the decree’s terms
The parties were able to resolve the lawsuit through lengthy negotiations. The negotiations occurred prior to depositions and significant pre-trial motions that could have resulted in considerable litigation costs. Read More
Your Rights during a Workers’ Compensation Medical Examination
Under New York’s workers’ compensation laws, when you have suffered a work-related injury and seek workers’ compensation benefits, your employer has the right to require that you be examined by a licensed physician chosen by the company or the workers’ compensation insurance provider. Theoretically, it’s an “independent” examination, designed to objectively determine whether your injury prevents you from working. In reality, though, they’ll look for any way to reject your claim, so that your employer and the workers’ compensation insurer minimize their financial losses.
At Pyrros & Serres LLP, we handle all matters related to workers’ compensation and Social Security disability claims for people in the Bronx, Brooklyn, Queens 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.
Distracted driving is a growing problem that all too often leads to serious injuries and fatalities.
According to the National Highway Traffic Safety Administration (NHTSA), in 2015, there were 391,000 people injured and 3,477 people who died in vehicle accidents involving distracted drivers. Teenagers were the age group with the largest percentage of individuals killed in fatal crashes.
Authorities suspect that much higher numbers of accidents occur that involve distracted driving than people report.
Apps for Preventing Distracted Driving
Today we have apps for almost everything, and that includes apps for preventing distracted driving. Since cell phone use is a major source of distracted driving here are some apps you may find useful:
Lifesaver. Lifesaver is easy to install. If you have a teenage driver, you can lock the driver’s smartphone while the car is in motion. It provides arrival notification when the driver arrives safely. You are notified of driver status so you can avoid texting a driver or calling while they’re on the road. The app also notifies you if the driver unlocks LifeSaver while driving. For safety reasons in an emergency, the driver can unlock the app and the app sends a text notification to the parent. Another great feature is that teenagers can receive rewards for safe driving. Parents can choose to use iTunes or other rewards. (Available for Android and iOS)
Cellcontrol. Cellcontrol is an app made by Verizon for Android and iOS and consists of a hardwire device placed in the vehicle and an app on your phone. You can use it for teenagers, employees, company vehicles, etc. You can customize the distracted driving rules in your account and the device works on vehicles you want to block from texting, messaging, social media and music apps while driving. You can also get detailed reports on the driver’s performance, such as speeding, braking and accelerating.
Drive Safe Mode. Drive Safe Mode is another app (Android and iOS) for parents to use that prevents texting and emailing while driving. It also notifies parents when the phone is in use and if the driver turns off the app while driving.
For Serious Car Accidents, Seek Legal Help Immediately
When someone else causes a serious accident that results in severe injury or death, the crash is a legal matter. Consult with a lawyer as soon as possible. We can guide you through the legal process and advise you on how to deal with insurance companies and pay bills until your case is resolved.