On December 20, 2017, the State of New York’s Second Appellate Division upheld the Kings County Supreme Court’s ruling in the case of JBBNY, LLC v. Khadija Begum. This ruling resulted in the dismissal of the foreclosure action brought against the Defendant, Khadija Begum, who was represented by the Law Offices of Yuriy Moshes…
When the owner learned that our client had a tattoo, he constantly begged her to show it to him. She told him that the tattoo was in her pelvic area and that she did not feel comfortable showing it to her supervisor in the workplace. Despite her objections, he asked, “Is the reason you don’t want to show it to me that you need to shave your pubic hairs?”…
In 2014, he was offered a position of Business Development Member by the Defendant employer, which our client immediately accepted. The employer then provided him with a letter setting forth the terms of his employment…
For example, our client’s supervisor made numerous comments regarding his age, such as, “You are too old to still be working and should retire” and “At your age, you should not be working.” As such, our client complained to management about the above discriminatory comments. In response to his complaint, his supervisor stated: “We are selling the building. You are an old man with a good pension and at this point I will give you 2 options. You either write a resignation letter or you will pack your things right now and be terminated.” Our client was in a state of shock and asked if he could have until the following day to think about it, to which his supervisor stated…
However, the employer’s attitude towards our client changed upon learning that she was pregnant with her second child as her supervisor began to make disparaging comments about her pregnancy. He also questioned her commitment in conversations with senior managers in the group, claiming that our client was not sufficiently “reliable” or “senior.” Further, our client overheard several comments from senior managers about the timing of her second pregnancy that stated or implied that she was not committed to her work because she was a pregnant mother….
Almost immediately after beginning his employment, our client’s direct supervisor began to refer to him as a “dirty Puerto Rican” on a daily basis. In addition, the supervisor also referred to our client as a “low life piece of shit” and “scum bag.” Our client was the only Puerto Rican employee under the supervision of this harasser, and this man was only acting this way towards our client because he didn’t Puerto Ricans…
A few days later, our client was in extreme pain when he woke up and noticed that his leg had become severely swollen. As such, for the first time during his employment, he was forced to call in sick. He went to the hospital and was diagnosed with Deep Vein Thrombosis. The following morning, our client called his supervisor and informed him of the diagnosis, and notified him that pursuant to his doctor’s instructions…
For example, within days of being hired, our client’s supervisor began to call him a “Moulinyan,” an Italian derogatory term for Black people. Additionally, the company assigned our client to work directly next to the only other African-American in the department because “he would be better to train” our client…
While our client was undergoing chemotherapy treatment for her cancer, she was unable to work and did not have an income, forcing her to work out an alternative payment arrangement with her landlord…
While she never expected that disclosing to her employer this good news would result in the removal of sales territories and the eventual termination of her employment, she was horribly mistaken. The employer suddenly removed half of our client’s sales territories and transferred them to a male co-worker.
While this used to be standard procedure in FLSA cases, the district court rejected the dismissal and instead found that all FLSA settlements now had to be reviewed and approved by the court…