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Enforcing the workplace rights of thousands of employees, executives and sales reps for more than 44 years.

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Labor Organizers Challenge Amazon Captive Audience Meetings

Amazon, the major shipping company, has been accused of engaging in unfair labor practices in its attempts to prevent the formation of unions at its workplaces. Among the major practices it has been accused of is the controversial use of “captive audience meetings” to discourage labor organizing. If challenges against the policy are ruled to be unlawful, it could have a severe impact on companies attempting to thwart unionization across the country.

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What is a “Protected Class” in Employment Law?

In the context of employment law, one of the most important legal ideas to understand is that of the “protected class.” This term has been the source of some controversy, but it is essential to understanding how employment discrimination cases work. But what exactly is a protected class, and how do you know if you belong to one? Continue reading “What is a “Protected Class” in Employment Law?”

Congress Outlaws Mandatory Arbitration in Sexual Harassment Cases

Congress has successfully passed a law that would make it illegal to enforce mandatory arbitration clauses in employment contracts for sexual harassment and sexual assault cases. This measure, which is expected to be signed into law, is intended to protect employees from being trapped in private arbitration. This, in turn, could help victims of sexual harassment and assault in the workplace to get the justice they deserve.

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Five Common Myths About Labor Unions

Business owners, executives, and directors do not like it when workers try to unionize. As a result, they tend to promote a number of myths about labor unions, in order to discourage workers from exercising their legal right to collectively organize. Here are just some of the most common myths people say about labor unions:

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Federal Court Denies Dismissal in Painkiller Discrimination Case

A federal court in Ohio has dismissed a motion for summary judgment in a case where a prospective employee was not hired after disclosing he used a prescription opioid painkiller. The case is a sign of the stigma that many people with chronic pain face as they seek employment in their respective fields. However, the plaintiff’s own motion for summary judgment was also defeated, meaning the case may have a long way to go before it is resolved.

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New York City Mandates Salary Range Disclosure Starting May 15

Starting on May 15, 2022, New York City will require all employers in the city with four or more employees to disclose the acceptable salary range for any position it advertises. This is meant to deal with a surprisingly common problem, where employers would advertise a position without also advertising the salary, leading to what many would consider deceptive business practices. This information can help potential job applicants to ensure they are making an amount of money appropriate to their position, rather than having to operate blind. Continue reading “New York City Mandates Salary Range Disclosure Starting May 15”

How Do Employers Use Performance Reviews Against Employees?

Performance reviews are a regular part of almost every job in existence, with employees evaluated based on their ability to adequately perform their job duties. In theory, these are innocuous, a sensible part of ensuring employees are on task and doing their jobs. In reality, however, performance reviews can be used as a tool to deprive employees of their pay and benefits, and to conceal potentially illegal labor practices. Continue reading “How Do Employers Use Performance Reviews Against Employees?”

When Can Employees Legally Go on Strike?

The tactic of going on strike is one of the oldest, and most famous, strategies used by the labor movement. Through careful organization, strikes have been used to secure better wages and working conditions for workers across the United States. However, striking is not always legal, and it is important to know when a strike is protected by the law, and when it is not. Continue reading “When Can Employees Legally Go on Strike?”

FTC Begins Review of Rule on Restrictive Covenants

The Federal Trade Commission (FTC) has begun the process of reviewing a potential change to federal regulations about the use of restrictive covenants in employment contracts. The goal of these changes is, ostensibly, to allow employees a greater degree of freedom to change employment without fear of legal retribution. Employers, however, are wary of these potential changes, which they say may make it easier for employees to personally benefit from trade secrets or other confidential information. Continue reading “FTC Begins Review of Rule on Restrictive Covenants”

New York Imposes Emergency Mask Mandate For All Indoor Public Places

New York Governor Kathy Hochul has announced that, as of December 13, all public places in the state must require masks to allow people to enter. This mandate comes at the recommendation of the New York State Department of Health, which has noted a sharp increase in the number of COVID-19 infections and hospitalizations throughout the state. The mask mandate affects everyone over the age of two, although businesses may require proof of vaccination in lieu of a mask.

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    What’s Happening at The Law Offices of Steven Mitchell Sack

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    Anna Skobodzinski
    I had an excellent experience working with attorney Mr. Steven Mitchell. Mr. Michell provided clear, thoughtful guidance and was extremely responsive throughout the process. Mr. Mitchell's ability to quickly understand the situation, identify the key issues, and offer practical, well-reasoned advice made a real difference.

    What stood out most was Mr. Mitchell's professionalism and attention to detail; Mr. Mitchell approached everything with care and precision, while also keeping communication straightforward and easy to follow.

    I’m very grateful for Mr. Steven Mitchell support and would highly recommend this attorney to anyone looking for reliable, high-quality legal counsel.
    Thomas
    Steven was excellent at explaining and negotiating my severance agreement. He is fair and honest man. I recommend him.
    Jane Doe
    Made availability the same day I reached out for an initial consultation given an urgent situation, very responsive and honest
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    I wish I had found him earlier. He is absolutely excellent, honest, kind and respectful. He is a man of honor and integrity. He's doing this to truly help people, especially the vulnerable and underrepresented. When other lawyers only see dollar signs, he doesn't. He sees you as a person, and cares about you and your rights. Set up a consultation with him and you won't regret it.
    Response from the owner:Thank you for your review. Please keep us in mind for any future employment or labor issues you may have.
    Michael Mallett
    Steven was incredibly responsive in my situation, providing deep expertise around employment law and negotiation tactics. Even during the after effects of a snowstorm, he rushed me his book and took numerous calls. He was generous with his time, fair and direct with his guidance, but still allowed for situational understanding and getting to know me. Even though I did not need to retain his full service beyond a consultation, he still let me fully maximize the time he agreed to share and gave me the confidence I needed to handle the situation despite a very complicated SaaS tech situation. I was happy to share back with him that, even though the odds were very slim, his support did end up leading to a slight improvement in my case which is of course better than nothing.

    If you're looking for someone who truly knows the law, how to negotiate, and will do his best to fight for you - even if that's telling you the cold truth about your chances and still giving you support anyway as you ask - you need to call Steven!

    There are very few employment lawyer specialists I have learned with many friends in law and there even fewer with his track record.
    Response from the owner:Thank you very much for your review. Please keep us in mind if you ever have any other employment law matters you need assistance with.

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