Not exact matches
David Sanford, chairman of Sanford Heisler Sharp, the
law firm that argued the largest - ever
employment gender discrimination case to go to trial — a class
action suit against Novartis Pharmaceuticals that resulted in a $ 253 million jury award
for plaintiffs in 2010, reduced post-trial to $ 175 million — noted that in that case, the company had just three investigators
for a workforce of thousands.
Sponsors include 32BJ SEIU, ALIGN New York, Black Lives Matter Greater New York, Center
for Popular Democracy, Desis Rising Up & Moving, Labor
for Palestine, Make the Road New York, Muslim Democratic Club, National Lawyers Guild Labor and
Employment Law Committee, New York Communities
for Change, New York Immigration Fund, New York Immigration Coalition, New York Progressive
Action Committee, New York Taxi Workers Alliance, New York Worker Center Federation, New York Working Families Party and Strong Economy
for All.
Providing a general
law practice
for a specialized clientele, Harben, Hartley & Hawkins meets all of the legal needs of school districts including: fair dismissal personnel issues, allegations of
employment discrimination and EEOC complaints, other personnel disputes, student discipline issues, student tribunal hearings, civil rights claims, personal injury
actions, federal and state constitutional claims and other litigation, special education and other legal issues involving disabled students, contracts, leases and other business needs, policy and rule development, construction disputes, bond and SPLOST issues and other financial matters.
• School Expansion, Growth & Strategic Planning • State and Federal
Employment Law • School Board and Nonprofit Governance • Administrative
Law & Appeals of State and Federal Agency Decisions and
Actions • Special Investigations & Legal / Compliance Audits • Policy Guidance and Development • Constitutional Challenges and Claims • School Employee and School Board Training • Litigation in Federal and State Courts • Administrative Hearings and Appeals Before State and Federal Agencies • Public Entity Purchasing and Procurement; Business Transactions; & Contract Negotiation, Review and Drafting • Construction
Law, AIA Construction Contracts, Review and Drafting • Real Estate Transactions and Condemnation • Special Education under IDEA and Section 504 • Student Rights & Discipline Issues and Hearings • State and Federal Claims of Discrimination • State and Federal Civil Rights • Administrative Grievances and Hearings • False Claims Act / Qui Tam Defense
for Local Government Entities
Under federal
law, you're entitled to a free credit report if a company takes adverse
action against you, such as denying your application
for credit, insurance, or
employment, and you ask
for your credit report within 60 days of receiving notice of the
action.
A: Under federal
law, you're entitled to a free report if a company takes adverse
action against you, such as denying your application
for credit, insurance, or
employment, and you ask
for your report within 60 days of receiving notice of the
action.
If an employer obtains, uses, or seeks to obtain a consumer report pursuant to federal or state
law, the employer shall (1) obtain the employee's or applicant's written consent in a document consisting solely of the consent, each time the employer seeks to obtain the employee's or applicant's consumer report; (2) disclose in writing to the employee or applicant the employer's reasons
for accessing the consumer report, and if the employer intends to take an adverse
employment action in whole or in part based on the report, disclose the reasons
for the
action, including which information in the report the employer is basing the decision on, in writing at least 14 days prior to taking the
action, along with a copy of the report and the notice of consumer rights required by section 1681G (c)(1) of chapter 15 of the United States Code.
Therefore, if your employer unreasonably refuses to give time off when you are entitled to it, or subjects you to a detriment (like a disciplinary
action or wrongful dismissal)
for taking time off
for dependants,
employment law allows you to make an
employment tribunal claim.
As one of a distinguished group of attorneys who have been listed in Best Lawyers in America
for 20 years, Andy has been selected by his peers
for inclusion in eight categories: Appellate Practice, Bet - the - Company Litigation, Labor &
Employment Litigation, White - Collar Criminal Defense, Commercial Litigation, Mass Tort Litigation / Class
Actions - Plaintiffs, Civil Rights
Law, and Real Estate Litigation.
We regularly act in references to the Court of Justice of the European Union, as well as in the UK courts and tribunals when EU
law issues arise —
for instance in judicial review claims, tax and social security tribunals,
employment tribunals and damages
actions.
Defending technology company and its board of directors in multimillion dollar PA state court
action brought by founder / consultant / shareholder alleging claims
for breach of fiduciary duty, breach of contract, and rescission; prosecuting
action in NJ federal court on behalf of executive terminated in breach of his
employment agreement; defending companies and their majority owners in numerous state court
actions throughout NY and NJ alleging breach of contract and fraud; defending company in connection with DOL investigation regarding misclassification of employees; defending health - tech entrepreneur in connection with DOL investigation regarding unemployment insurance fraud; counseling global company and its US subsidiary in connection with various
employment law matters; and negotiating numerous separation agreements.
The Young Bar of Montreal is calling
for immediate
action — including strict quotas on bar admissions — to shore up a rapidly deteriorating job market after releasing a report that underscores dismal
employment prospects
for law students in the province.
The Cochran Firm in Dothan has been working with clients in personal injury
law, class
action litigation, and
employment law, as well as car and truck accident lawsuits
for over 30 years.
For example, when I was investigating
employment law, most of the big firms in town only handled class
action cases and employer defense.
AARP Foundation Litigation, ACLU of Northern California, ACLU of San Diego and Imperial Counties, American Association
for Justice, Asian
Law Caucus, Asian Pacific American Legal Center, California Alliance
for Retired Americans, California
Employment Lawyers Association, California Foundation
for Independent Living Centers, California Labor Federation, California Reinvestment Coalition, California Teamsters, Public Affairs Council, California Women's
Law Center, Center
for Justice and Democracy, Coalition of Disability Access Professionals, Consumer
Action, Consumer Federation of California, Consumers
for Auto Reliability and Safety, Designing Accessible Communities, Disability Rights Advocates, Disability Rights Education and Defense Fund, Equal Rights Advocates, Foundation
for Taxpayer and Consumer Rights, Gray Panthers,
Law Foundation of Silicon Valley, Lawyers» Committee
for Civil Rights of the San Francisco Bay Area Legal Aid Society,
Employment Law Center, Legal Services
for Prisoners with Children Mexican, American Legal Defense and Educational Fund, National Center
for Youth
Law, National Consumer
Law Center, National Immigration
Law Center, National Senior Citizens
Law Center, Privacy Rights Clearinghouse, Protection & Advocacy, Inc., Public Advocates, Public Counsel, Public Interest
Law Project, Speak Out California, Strengthening Our Lives (LA County Federation), Teamsters Union Local No. 70 Utility, Consumers»
Action Network, Western Center on
Law & Poverty, Women's
Employment Rights Clinic, and the Youth
Law Center.
She also practiced
law in New York City and worked in - house at an international insurance company where she managed high - profile claims against directors and officers of Fortune 3000 companies and developed and implemented strategies
for the resolution of securities and
employment class
actions.
I believe, however, that
employment law claimants may be better served with individual
actions for wrongful dismissal, instead of joining a class
action lawsuit.
Her practice is of an advisory, regulatory litigious nature and has included judicial review,
actions for damages before UK courts, the superior courts of Ireland, specialized tribunals, the European Court of Justice and General Court in cases concerning a wide range internal market issues, ranging from public procurement to goods and services, energy, agriculture competition and social and
employment law.
One of the cases presented to me at this moot was Kathryn Leah Smithen v.
Law Society of Upper Canada, dealing with an applicant who «disclosed a criminal history of 38 or 39 convictions
for fraud - related offences between 1979 and 1993, several outstanding civil judgments, two judgments entered against her in
actions involving fraud, two terminations of
employment for cause, and two declarations of bankruptcy.»
He also counsels clients with regard to affirmative
action, drug testing, reduction in force, and other
employment - related issues; drafts
employment documents
for start - up companies; reviews
employment policies
for clients; and conducts in - house employer management training concerning harassment, employee supervision and discipline, and labor
law compliance.
After completing judicial internships at the United States Court of Appeals
for the Sixth Circuit and the Office of the Chief Justice at the Supreme Court of Ohio, Brett Sherman gained extensive experience in sophisticated securities litigation, labor
law,
employment litigation, contracts
law, class
actions, and ERISA, both in private practice and as a senior litigator, litigation manager, and
employment advisory counsel in the General Counsel offices at investment banks Morgan Stanley and Merrill Lynch.
Our California
employment law attorneys have been handling class -
action and complex multi-party suits
for many years.
Mr. Sherman also founded and managed The Sherman
Law Firm, where —
for nearly a decade — he represented individuals and institutions in class
action opt out litigation arising from the 2008 financial crisis, as well as in severance and other
employment - related disputes.
Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair
Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for
Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor
law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage
for all hours worked, failure to provide proper pay stubs, failure to pay
for unused vacation days upon resignation or termination, failure to pay
for all hours worked within 72 hours of quitting, failure to pay
for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce
employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for
employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class
actions for failure to pay wages and over time, class
actions for failure to provide meal and rest breaks, and class
actions for failure to reimburse employees
for expenses.
David has acted
for clients in a wide range of disputes, including shareholder and partnership disputes, securities litigation, class
action defence, proceedings under the Competition Act,
employment law disputes, contract disputes, breach of confidence / intellectual property disputes, fidelity bond claims, and professional negligence claims.
(c) to stay in a Member State
for the purpose of
employment in accordance with the provisions governing the
employment of nationals of that State laid down by
law, regulation or administrative
action;
Employment law (unreported): Defended an employer in a Provincial Court
action brought by a former employee seeking damages
for wrongful dismissal and elevated damages due to the manner of termination.
All Advertising All Arbitration Borrowing Class
Actions Consumer
Law Consumer Protection Consumer Protection Class
Actions Debt Elders
Employment Foreclosures Fundraising Health Care / Insurance I (heart) Liz Warren Insurance Lawyer Referral Service Legal Resources Lemon
Law Life Planning Media Military Assistance Panel Mortgages N.A.O. Nonprofits Oregonadminrules OregonLaws.org Plain English Preparing
For Departure Privacy Pro Bono Resources Scams Strategic Planning Student Loans Tort Reform Veterans Warnings Warranties Workplace
Chosen by Fortune 500 and midsize companies, financial institutions and other
law firms
for the successful resolution of their complex legal issues, we specialize in appellate matters, business formation and transactions, class
action litigation, commercial, construction, consumer credit and
employment litigation, contested bankruptcies and foreclosures, insurance recovery and advisory services, intellectual property litigation, regulatory compliance, and trials and evidentiary hearings.
Ms. Sedney's practice areas include toxic tort litigation, insurance coverage, professional malpractice,
employment law, fire loss litigation, product liability (including class
actions), construction litigation, corporate litigation counsel, and civil recovery
for sexual assault victims.
Born 1950; lawyer (1974 - 80);
law degree from the University of Athens (1973); diploma of advanced studies (DEA) in labour law from the University of Paris II, Panthéon - Sorbonne (1977); national expert with the Legal Service of the Commission of the European Communities (1988 - 1990), then Principal Administrator in Directorate General V (Employment, Industrial Relations, Social Affairs)(1990 - 1994); Junior Officer, Junior Member and, since 1999, Member of the Greek Council of State; Associate Member of the Superior Special Court of Greece; Member of the Central Legislative Drafting Committee of Greece (1996 - 98); Director of the Legal Service in the General Secretariat of the Greek Government (1996 - 1998); Judge at the General Court of the European Union (1998 to 2010, President of Chamber from 2004 to 2010); Member of the Supreme Council for Administrative Justice (2011 - 2012); Member of the Special Court for Disputes relating to the Remuneration of Judges and of the Special Court for Actions against Judges (2013 - 2014); Member of the Advisory Panel of Experts on Candidates for Election as Judge to the European Court of Human Rights (2014 - 2015); Member of the Committee responsible for giving an Opinion on Candidates» Suitability to perform the Duties of Judge at the European Union Civil Service Tribunal (2012 - 2015); Lecturer in European Law at the National School for the Judiciary (1995 - 1996 and 2012 - 2015); Judge at the Court of Justice since 7 October 20
law degree from the University of Athens (1973); diploma of advanced studies (DEA) in labour
law from the University of Paris II, Panthéon - Sorbonne (1977); national expert with the Legal Service of the Commission of the European Communities (1988 - 1990), then Principal Administrator in Directorate General V (Employment, Industrial Relations, Social Affairs)(1990 - 1994); Junior Officer, Junior Member and, since 1999, Member of the Greek Council of State; Associate Member of the Superior Special Court of Greece; Member of the Central Legislative Drafting Committee of Greece (1996 - 98); Director of the Legal Service in the General Secretariat of the Greek Government (1996 - 1998); Judge at the General Court of the European Union (1998 to 2010, President of Chamber from 2004 to 2010); Member of the Supreme Council for Administrative Justice (2011 - 2012); Member of the Special Court for Disputes relating to the Remuneration of Judges and of the Special Court for Actions against Judges (2013 - 2014); Member of the Advisory Panel of Experts on Candidates for Election as Judge to the European Court of Human Rights (2014 - 2015); Member of the Committee responsible for giving an Opinion on Candidates» Suitability to perform the Duties of Judge at the European Union Civil Service Tribunal (2012 - 2015); Lecturer in European Law at the National School for the Judiciary (1995 - 1996 and 2012 - 2015); Judge at the Court of Justice since 7 October 20
law from the University of Paris II, Panthéon - Sorbonne (1977); national expert with the Legal Service of the Commission of the European Communities (1988 - 1990), then Principal Administrator in Directorate General V (
Employment, Industrial Relations, Social Affairs)(1990 - 1994); Junior Officer, Junior Member and, since 1999, Member of the Greek Council of State; Associate Member of the Superior Special Court of Greece; Member of the Central Legislative Drafting Committee of Greece (1996 - 98); Director of the Legal Service in the General Secretariat of the Greek Government (1996 - 1998); Judge at the General Court of the European Union (1998 to 2010, President of Chamber from 2004 to 2010); Member of the Supreme Council
for Administrative Justice (2011 - 2012); Member of the Special Court
for Disputes relating to the Remuneration of Judges and of the Special Court
for Actions against Judges (2013 - 2014); Member of the Advisory Panel of Experts on Candidates
for Election as Judge to the European Court of Human Rights (2014 - 2015); Member of the Committee responsible
for giving an Opinion on Candidates» Suitability to perform the Duties of Judge at the European Union Civil Service Tribunal (2012 - 2015); Lecturer in European
Law at the National School for the Judiciary (1995 - 1996 and 2012 - 2015); Judge at the Court of Justice since 7 October 20
Law at the National School
for the Judiciary (1995 - 1996 and 2012 - 2015); Judge at the Court of Justice since 7 October 2015.
This month's webinar, «
Employment Laws for HR, Part 2: Adverse
Action Compliance,» presented by Pam Devata and Stacey Blecher of Seyfarth Shaw LLP, focuses on the adverse action pr
Action Compliance,» presented by Pam Devata and Stacey Blecher of Seyfarth Shaw LLP, focuses on the adverse
action pr
action process.
Find out more about the adverse
action process and how they affect the workplace by downloading an OnDemand version of recent Sterling Talent Solutions adverse action webinar entitled, «Employment Laws for HR, Part 1: Adverse Action Compliance.&
action process and how they affect the workplace by downloading an OnDemand version of recent Sterling Talent Solutions adverse
action webinar entitled, «Employment Laws for HR, Part 1: Adverse Action Compliance.&
action webinar entitled, «
Employment Laws for HR, Part 1: Adverse
Action Compliance.&
Action Compliance.»
Here's the essence of the
law: Employers may not use credit - related information
for hiring, promotion, demotion, reassignment, or any of a number of other
employment actions.
Employment law on adverse
action is driven by the goal of ensuring that applicants are not excluded
for discriminatory or irrelevant reasons.
The article by Adams also recommends employers look at the best practices manual
for criminal background checks put together by the Legal
Action Center's National Hire Network, Lawyers» Committee
for Civil Rights Under
Law, and National Workrights Institute in collaboration with background screening companies
Employment Screening Resources (ESR) and CARCO Group.
Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction, and management of all HR - related activities including staff recruiting, candidate tracking, personnel screening and testing, and hiring processes in accordance with Affirmative
Action and Equal Opportunity Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and v
Action and Equal Opportunity
Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers a
Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst
for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts
for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility
for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective
action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and v
action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable
laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online -
employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers a
employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and vendors
Human Resource Manager — Duties & Responsibilities Direct human resource operations and support staff ensuring efficient and effective operations Responsible
for benefit administration including employee leave, 401 (k)'s, and insurance Oversee payroll, departmental budgets, accounts payable, and accounts receivable Recruit, interview, and hire new employees with input from senior leadership Conduct staff orientation regarding acceptable attire, company brand, policies, and
employment law Implement professional development program to enhance team skill sets and employee value Oversee employee recognition program to highlight notable achievements and boost team morale Review employee performance and recommend promotion or disciplinary
action as appropriate Resolve disputes between staff members in a fair, professional, and timely manner Ensure company compliance will all applicable
employment law and industry best practices Negotiate and confirm contracts with vendors, partners, employees, and clients Create and present financial reports and purchasing proposals to senior management Build and strengthen long term relationships with clients, vendors, and community leaders Direct purchasing and licensing of information technology equipment and software Assist students and families with financial aid application process Provide additional administrative support including data entry, phones, and customer service Utilize proficiencies in English and Spanish to effectively serve clients of varied backgrounds Perform all duties in a positive, professional, and courteous manner
Human Resource Manager — Duties & Responsibilities Direct human resource operations and support staff ensuring efficient and effective operations Responsible
for benefit administration including employee leave, 401 (k)'s, and insurance Oversee payroll, departmental budget, accounts payable, and accounts receivable Recruit, interview, screen, and hire new employees with input from senior leadership Conduct staff orientation regarding acceptable attire, company brand, policies, and
employment law Implement professional development program to enhance team skill sets and employee value Oversee employee recognition program to highlight notable achievements and boost team morale Review employee performance and recommend promotion or disciplinary
action as appropriate Resolve disputes between staff members in a fair, professional, and timely manner Ensure company compliance will all applicable
employment law and industry best practices Build and strengthen long term relationships with supervisors, peers, and community leaders Provide additional administrative support including data entry, phones, and customer service Utilize proficiencies in English, Hindi, and Malayalam to effectively serve clients of varied backgrounds Perform all duties in a positive, professional, and courteous manner
Soviero v. Carroll Group International, Inc. (27 A.D. 3d 276)- salesperson asserted causes of
action for breach of an oral
employment agreement,
for wages, statutory liquidated damages and statutory attorney's fees under the Labor
Law,
for conversion and conspiracy to commit conversion by the broker and punitive damages
for intentional tort; order dismissing all causes of
action except the breach of contract claim affirmed; salesperson was fired by the firm and was no longer an «employee» or a «commissioned salesman» of the brokerage firm after her termination, such as would entitle her to wages or a commission; conversion cause of
action fails as salesperson must have exercised ownership, possession or control of the property in the first place which she never had such ownership; no viable claim
for punitive damages which are not recoverable
for ordinary breach of contract
CBL & Associates Management, Inc. is an equal opportunity
employment and affirmation
action employer which recruits, hires, trains, and promotes personnel
for all job titles without regard to race, color, religion, sex, national origin, disability, genetic information, veteran status, or any other status protected under local, state, or federal
laws.