Slip and fall injuries are common, with thousands of claims made each year. Many victims suffer serious, life-altering injuries. Unlit stairwells, wet floors and construction site defects can have catastrophic consequences. It is important to know what to do in the event of a slip and fall accident. Consult a lawyer to determine whether you are owed damages for the negligence of a property or business owner.
A construction site can be an extremely hazardous workplace. Construction workers must be aware of their surroundings at all times. They need to watch out for falling objects and other hazards all while performing their job. In addition, the supervisors responsible for the workers’ safety have an obligation to ensure all safety measures, tools and equipment, are in place.
We are experienced construction accident and Labor Law Attorneys who have witnessed how a devastating construction injury can affect an injured victim and his or her family. We have represented and obtained significant settlements and awards for injured construction workers.
Thousands of people are seriously injured or killed every year by dangerous and defective products. Many of these injuries could have been avoided if appropriate safety and design measures were taken to ensure quality of these products. Defective products, including dangerous toys, industrial machinery and equipment, improperly designed consumer products and motor vehicles, may cause significant bodily harm. Those who have been injured by a defective product may be entitled to compensation.
Discrimination exists in the workplace when an employee is harassed, given different terms and conditions of employment or subjected to an adverse employment action as a result of his or her membership in a protected class.
Protected classes include age (over 40), race, color, national origin, gender, sexual orientation, disability, pregnancy and religion.
Discrimination against members of these protected classes is prohibited by various federal, state and local statutes, including and in particular, Title VII of the Civil Rights Act of 1964. Retaliation against an employee for opposing discriminatory treatment is also prohibited and violative of these statutes.
Adverse employment actions can include termination, demotion, unequal pay, prejudicial hiring practices, failure to promote a qualified employee and/or inequality in granting leave, benefits, training or work assignments.
If you believe that you were a victim of discrimination, it is important to contact a knowledgeable employment attorney as soon as possible, as there may be serious time limitations to your case. The attorneys at The Clancy Law Firm, P.C. are committed advocates of employee rights with years of experience handling discrimination claims. Contact us to discuss the details of your case at (212) 747-1744.
By Aaron Vehling 360Law.com
Patterson-UTI Drilling agreed to set up a fund to compensate all minority workers it employed at any time from Jan. 1, 2006, to the date a Colorado federal judge signs off on the deal, according to the consent decree the parties jointly filed.“This decree is the product of collaboration between EEOC and Patterson-UTI on programmatic initiatives to reach a negotiated resolution of outstanding claims,” the proposed settlement says.Up to 10 percent of the settlement could be allocated to lost wages and benefits, according to the settlement, which gives Patterson-UTI Drilling 20 days to turn over a list of eligible employees. Also within that time, the settlement administrator will set up a website to advertise the agreement, according to the filing.
For its part, the EEOC must work with the company to create a settlement notice and claim form, according to the agreement.
There are also nonmonetary components of the settlement. Patterson-UTI Drilling is barred from further discriminatory practices, must create and fill a new vice president position that focuses on equal employment opportunities in the company and has to establish an anti-discrimination training program for its employees, the settlement says.
Patterson-UTI Drilling also has to file progress reports for both the four-year duration of the consent decree and another year after it terminates, according to the settlement.
The proposed settlement was filed the same day as the EEOC’s complaint, which is the result of the agency’s prior investigation of three different charges filed by Patterson-UTI Drilling workers accusing the company of a nationwide pattern or practice of setting up a hostile work environment based on race, color or national origin, disparate treatment and retaliation, according to the agreement.
Patterson-UTI denies the EEOC’s allegations and says it did not engage in any unlawful action or retaliation, according to the decree.
“This decree is a compromise of disputed claims, entered into to avoid further disruption, costs, delay and expense of protracted litigation, and any payments or undertakings made hereunder are not and should not be construed as an admission of liability on the part of Patterson-UTI,” the decree says.
However, the EEOC has alleged that the hostile work environment Patterson-UTI fostered spanned from racial and ethnic comments to verbal and physical harassment and intimidation of minority employees, as well as “relegating minority employees to lower-level positions” and denying training or on-the-job experience.
The agency’s complaint also accused the company of disparate treatment in its employment practices and retaliating against employees who complained about discrimination or harassment.
Both the EEOC and Patterson-UTI on Wednesday declined to comment until the court approves the settlement.
The EEOC is represented by Stephanie Struble and Rita Byrnes Kittle of the agency.
Patterson-UTI is represented by Nancy L. Abell of Paul Hastings LLP.
The case is Equal Employment Opportunity Commission v. Patterson-UTI Drilling Company LLC, case number 1:15-cv-00600, in the U.S. District Court for the District of Colorado.
–Editing by Rebecca Flanagan.
A former Kaye Scholer associate who was hired to support business development has sued the law firm, alleging at least $21 million in damages, claiming she was treated differently because of her gender, her sexual orientation and her advocacy in the LGBT community.
Bari Zahn, in Zahn v. Kaye Scholer, 152625-2015, claims that her job duties as a senior associate were to develop business across all practice areas. According to the complaint, filed in Manhattan Supreme Court, Zahn met or exceeded her business development goals, bringing in close to $2 million in revenue and millions of dollars in future work to Kaye Scholer from clients she developed and originated, including Kenneth Cole, Toyota Financial Services and Merisant.
She said her base salary was $75,000 from 2009 through 2013, and while Kaye Scholer increased her pay to $175,000 for 2014, the firm simultaneously eliminated her potential commissions for collections under $1 million.
Zahn alleges that, although she performed the same or similar job functions as many straight, male counterparts, she was not given the same support, payment or respect. She says the base salaries of the firm’s male employees who perform similar jobs ranged from $500,000 to more than $1 million a year.
Zahn, represented by Erica Kagan of the Kurland Group, is suing for discrimination, wrongful termination, unlawful retaliation, unequal pay, negligent supervision and training and breach of contract.
In a statement, Kaye Scholer said it is “a law firm of choice for LGBTQ attorneys and professional staff. The allegations of discrimination and all other allegations of wrongdoing by Bari Zahn are without merit, and we will take all necessary steps to have these claims dismissed.”
The Family and Medical Leave Act (FMLA) is a federal law that gives eligible employees of covered employers the right to take unpaid, protected leave for certain care-taking responsibilities and health problems. (New Jersey has enacted its own statute, the New Jersey Family Leave Act (NJFLA)).
The FMLA prohibits employers from denying leave to their employees. Upon an employee’s return from a covered leave, the employer must allow him or her to return to work at the same position or a similar, equivalent position.
This law helps employees balance work and family obligations. Unfortunately, not every employer understands the law – and some willfully or negligently violate its provisions.
Under the FMLA, employees may take leave for the following reasons:
- The birth, adoption or foster care placement of a child;
- A family member’s serious health condition;
- The employee’s own serious health condition; and
- Certain circumstances related to a family member’s military deployment or serious injury or illness arising from military service.
If you live or work in New Jersey, the NJ Family Leave Act (NJFLA) may apply to you as well.
If you believe that your employer denied your rights to family or medical leave or retaliated against you for exercising your right to take protected leave, you should contact an attorney in your area.
A serious auto accident can be a traumatic and difficult experience. Whether your accident was a fender-bender or a catastrophic collision, we are here to assist you and provide guidance.
The Clancy Law Firm was founded in 1994 by Donna H. Clancy. Today, the firm remains focused on employment and personal injury matters in New York and New Jersey. As a boutique law firm, The Clancy Law Firm is able to provide its clients with specialized expertise and personal attention.
Since its inception, the Firm has obtained awards and settlements totaling tens of millions.
The Firm has obtained summary judgment awards on liability and has successfully defended defendants’ summary judgment motions on behalf of our clients.