In the Press - Archives
December 10, 2019
Please see our most recent Blog post about paying college athletes and the developing law.
November 24, 2019
Please see our latest blog related to Google's workplace.
November 6, 2019
We are pleased to announce that Patrick J. Boyd has been selected as a 2019 New York Metro Area Super Lawyer for the 6th year in a row.
November 6, 2019
The laws they keep on changin'..... Please see our most recent Blog post about changes to New York City's discrimination law.
October 14, 2019
BLG is celebrating its 14 year anniversary. Please see the video to learn more.
June 21, 2019
New federal legislation, the Taxpayer First Act (TFA), has recently been enacted by Congress which provides protections for tax whistleblowers to curb retaliatory actions taken against these individuals by others such as their employers. By providing protection against such retaliation, the IRS aims to encourage whistle blower “insiders” to reveal highly valuable information relating to tax fraud and other tax related violations. You can read more about the Taxpayer First Act in the attached article . #BoydLawGroup
June 10, 2019
We are very proud to announce that our CT Office Head Stephen Bourtin just received the Lawyers of Distinction award, certifying him as a distinguished member of this nationwide group. This honor is bestowed upon the top 10 percent of attorneys operating in the U.S. and is granted only through consistently high recommendations of peers. Stephen was selected based on his ongoing work in the labor and employment law field. #BLG #TheBoydLawGroup
May 17, 2019
HamletHub recently published a small business Q&A featuring BLG as a local CT business. Please read through the article to learn more about our firm and the importance of employment law issues for small businesses and executives. #BLGinthenews
May 3, 2019
On Monday, April 22, 2019, the Supreme Court of the United States announced it would be deciding whether a federal law prohibits employer discrimination against gay and transgender workers. Title VII of the Civil Rights Act of 1964 bars employment discrimination based on “sex.” The Justices will decide whether this language also encompasses discrimination based on sexual orientation or transgender status, in order to resolve a split among how the federal appellate courts haveinterpreted the law previously. Two recent decisions which held that discrimination against gays and lesbians is covered under Title VII, plus another with a contrary ruling, will be heard and decided by the summer of 2020. The Justices’ decision will settle this longstanding dispute and will certainly be a political factor during the 2020 presidential campaign.
April 25, 2019
March 22, 2019
On February 25, 2019, BLG attorney Stephen Bourtin successfully advanced a gender discrimination, sexual harassment action for a client in the New York County Supreme Court. The Defendant is accused of terminating the Plaintiff in retaliation for her having repeatedly resisted her manager’s unwanted sexual advances and groping of her and other female coworkers in the workplace. The Defendant denied these allegations and filed a motion for summary judgment seeking to have Plaintiff’s case dismissed in its entirety prior to trial. After hearing oral argument, the Court denied the Defendant’s motion in its entirety, concluding that the contradictory testimony of the parties required credibility determinations and weighing of evidence that was inappropriate for summary judgment. This is another solid win for Mr. Bourtin and The Boyd Law Group.
If you would like to review a copy of the decision please email Rachel McCormick at email@example.com for a copy or take a look at docket #150294/2011 online.
February 24, 2019
The New York Times reported on two of our cases relevant to a developing area of New York City law. See Patrick Boyd's quotes towards the end of the article . Our brave clients are working with us and impacting New York legislation! #employmentlawevolution
February 11, 2019
In September 2018, twelve women told the New York Times that they had been sexually assaulted or harassed by CBS chief executive Les Moonves. Moonves negotiated his exit from the company shortly thereafter, attempting to secure a $120 million severance payout which was provided for in his contract. But CBS lawyers investigated the allegations against Moonves and found grounds to terminate him for cause and withheld his severance payout based on the alleged harassment, violations of company policies, breach of contract, misfeasance and his failure to fully cooperate with their investigation.
The tensions involved in this case are instructive for all dealing with sexual harassment claims in this era. On the one hand, Moonves should certainly be held accountable for his alleged bad acts if proven true. But on the other, in establishing these bad acts, CBS must acknowledge that the network apparently allowed such conduct to take place for years - which may expose their own lack of vigilance. In this light, should CBS prevail and be allowed to keep all or much of the 120 million, would such an outcome be something of a pyrrhic victory for the network? #pursuitoftruthcosts $, #plentyofblametogoaround
January 11, 2019
The Boyd Law Group is excited to be a sponsor of the Carriage Barn Art Center's 39th Annual Photography Show. The event will take place at Waveny Park in New Canaan, CT from January 12th - February 15th, 2018. Please visit this link for gallery hours and additional information. We are grateful for the opportunity to be a part of this unique event. #giveback #BLGsupportingthearts
January 4, 2019
In recent years, many employers have drafted policies compelling their employees into arbitration - requiring employees to resolve any employment related disputes via a private arbitrator (or arbitrators) rather than in court before a judge or a jury. Arbitrations can be beneficial for employers as they are generally cheaper than litigation and remain confidential which can allow employers to keep potentially embarrassing facts from public disclosure. Employers also prefer arbitration because in this forum employees may be required to waive their rights to class action lawsuits – they are forced to arbitrate their claims individually and cannot “team up” as a class of aggrieved employees.
The article references a thorny situation with the Chipotle restaurant franchise, which required its employees to enter into arbitration and was faced with a class action lawsuit which it mandated be resolved through arbitration. The employees’ attorney responded to this compelled arbitration by initiating separate arbitration demands on behalf of each employee. This caused Chipotle to be responsible for the arbitration costs of each employee’s action in addition to its own attorney’s fees. Those aggregated costs proved daunting for Chipotle, and led them to seek court intervention though their own policies had compelled arbitration initially. Chipotle was chastised by a judge for taking this contradictory position.
Simply put, the arbitration fees that an employer might face - especially in a class action context – can be steep. Arbitration provisions, which are usually adopted by employers in their templates for offer letters and/or handbooks can, thus, be less than helpful when applied to the wrong situation. Small businesses should be mindful not to place too much trust in the various samples that may be available online when crafting their own policies. If such policies can prove problematic to such a large company, imagine how they might harm your business! #BLGadviceforsmallbusinesses
December 21, 2018
New York regulators fined Barclay’s bank $15 million after CEO Jes Staley attempted to unmask a whistleblower in 2016. The whistleblower had anonymously written two letters to Barclay’s board expressing concern that Tim Main had been hired to run the financial institutions group.
Staley told his board he thought unmasking a whistleblower was legal — and while he was able to keep his position as CEO he was publicly reprimanded by the bank. The New York State Department of Financial Services acknowledged that Staley was likely trying to protect his friend and colleague from what he felt was “unwanted and unfair publicity”, but nonetheless determined Barclays’ “shortcomings in governance, controls and corporate culture” breached New York state banking laws. Staley had been fined previously for these same actions by U.K. regulators.
Corporate whistleblowers enjoy certain protections under the law and it is essential that they feel safe to come forward and shed light on illegal practices in the workplace. BLG handles whistleblowing and retaliation cases and we encourage you to review this article and become familiar with whistleblower laws to better understand employees’ rights – especially in the financial services sector. #BLG #whistleblowersrights
December 10, 2018
Last month the New York City Council passed legislation which requires employers with 15 or more employees to provide a lactation room for expressing breast milk. The new bill expands upon the already-existing requirements under New York State Labor Law for businesses to provide reasonable unpaid break time (or permit employees to use paid break time) to express milk in the workplace for up to three years following the birth of a child, and to make reasonable efforts to provide a room or other location, other than a restroom, to express milk in private.
If the bill is signed into law by mayor Bill Deblasio, which is expected, it will take effect 120 days after the date of his signature. The Boyd Law Group will be monitoring the passage and effective date of this legislation. If you have questions or concerns about this legislation or any other labor and employment law questions, please feel free to contact us. #employmentlawchanges
November 16, 2018
In 2011, the Obama administration set guidelines for colleges and universities to follow when handling sexual assault and harassment allegations. The Department of Education’s Civil Rights Division sent letters to over 7,000 colleges and universities that receive federal funding advising them to “lower the standard of proof required to find a student guilty of a sexual offense.” This change notably altered the procedure for sexual assault investigations and allowed victims toavoid open hearings and the trauma of being cross-examined and having their claims scrutinized.
Recently, many of the accused under the 2011 protocol have challenged this framework claiming they are being denied due process and wrongfully punished and/or expelled for false allegations. In response, Secretary of Education Betsy DeVos is expected to release a complete revision to guidelines for how colleges and universities must handle sexual assault and harassment allegations sometime before this Thanksgiving. These new rules have been declared to “reduce liability for universities, tighten the definition of sexual harassment, and allow schools to use a higher standard in evaluating claims of sexual harassment and assault.” Once the proposal is published in the Federal Register it will be open for public review and comment before it becomes finalized.
Finding the right balance in these delicate and difficult situations is the key -- and this is far from an easy task. Victims’ rights advocates worry that the new guidelines will discourage victims from coming forward with complaints while others feel that the standards set in 2011 did not provide the accused the rights they deserve to defend themselves. We encourage you to read through the article on this important and evolving issue in education and BLG will continue to keep you updated on the developments. #stayengagedwithusatBLG!
October 19, 2018
A Connecticut woman recently won her lawsuit against an employer that rescinded her job offer after she failed a pre-employment drug screening by testing positive for marijuana. Plaintiff Katelin Noffsinger was offered a position as activities manager for Bridge Brook Health & Rehabilitation Center, pending admission of a drug test. Noffsinger informed Bridge Brook that she had been prescribed medical marijuana for her PTSD following a car accident, and assured the company that she was a registered user of medical marijuana and only used it at night so that it would not affect her job performance. After Noffsiger received a positive test result, the company, a government contractor, rescinded her job offer and Noffsinger sued, alleging they had violated the Connecticut Palliative Use of Marijuana Act’s (PUMA) anti-discrimination provision.
A September 5, 2018 federal district court decision by Judge Jeffrey Meyer ruled in favor of Noffsinger – with the amount of damages to be awarded yet to be determined. This decision serves as a reminder to Connecticut employers to evaluate their policies regarding marijuana use outside of the workplace – the state currently has nearly 28,000 medical marijuana patients and the number continues to grow. The Connecticut Department of Labor is hoping to assist employers in becoming educated on laws regarding medical marijuana use, going so far as to hold workshops to discuss issues that may be encountered in the workplace and ways to ensure balance between employers’ policies and permitted medical marijuana use under Connecticut Law.
We encourage you to read through this article, which includes a link to the court’s decision. Decisions as to medical marijuana use are likely to proliferate in the coming months and years and BLG will continue to keep you apprised of the developments.
September 28, 2018
Following a current trend, on August 10th, 2018 the Governor of Massachusetts signed into law a statute governing non-compete agreements, restricting their potential scope, and in certain circumstances requiring employees constrained by them to receive pay for the duration of the restriction. Massachusetts is now yet another state with legislation meaningfully impacting the relationship between employers and employees with regard to restrictive covenants. California, Montana and North Dakota and have already passed similar laws.
It will be interesting to see whether this trend continues or impacts the laws or courts in the Tri-State area. At The Boyd Law Group, PLLC we will be watching carefully.
September 7, 2018
Colin Kaepernick’s grievance case against the NFL will be allowed to proceed after a recent arbitration decision in his favor. Kaepernick filed a grievance against the NFL alleging that team owners colluded against him to keep him out of the league.
The arbitrator’s decision denied the NFL’s request to dismiss Kaepernick’s grievance, refusing to ignore the possibility that there may be evidence of collusion within the information provided by his legal team.
A trial date will likely be set before the end of 2018, but first the issue of additional discovery must be decided. This will entail more evidence gathering which will likely include additional depositions of NFL owners.
BLG is looking at this as a practical, legal matter; Kaepernick brought a claim against the NFL and it has not been finally adjudicated -- or close. We aren't commenting on the political aspect of this case, but simply pointing out that this is an important issue that has become a politically controversial topic with arguably too may parties weighing in before any meaningful outcomes have been reached. Too much news these days is rushed and impatient – let’s let the case play out more fully before championing either cause! #pleasewaitforthefacts
August 31, 2018
The Boyd Law Group, PLLC just filed race discrimination and retaliation.
The Me Too movement has had an impact here in New York. Recent changes in the New York State and New York City sexual harassment laws, some of which are now coming into effect, will require employers to provide annual anti-harassment training to employees and to implement potentially new anti-harassment policies. The changes also: 1) require that a “standard complaint form” be provided to employees with harassment claims; 2) prohibit non-disclosure obligations in sexual harassment settlements or agreements unless the complainant prefers confidentiality; and 3) prohibit employers from mandating arbitration as the forum to adjudicate claims of sexual harassment.
If you are an employer, or an employee, and especially one who is dealing with a pending or potential harassment claim, be mindful of these important legal changes – and contact our attorneys at BLG for further assistance and counse
August 24, 2018
Recently, in Epic Systems v.Lewis, the Supreme Court upheld employment agreements that force individuals to arbitrate wage and hour claims.
Employment contracts requiring individual arbitration proceedings for the resolution of employee disputes are common and often mandated by employers. This decision reduces the opportunity for employees to proceed as a group in class actions on wage claims and,thus, may reduce enforcement of employees’ disputes, as individual employee claims may not be strong or valuable enough to warrant the expense of a separate arbitration proceeding. The dissent written by Justice Ruth Bader Ginsburg expressed the view that this decision may result in an “under-enforcement of federal and state statutes designed to advance the well-being of vulnerable workers.”
Both sides of the aisle have, in our opinion, over-reacted somewhat to this decision and its implications going forward. It may prove to be part of a continuing trend however, and we are closely following such rulings. We encourage you to take a few minutes to read through the article for a more thorough analysis of the Court’s decision.
August 10, 2018
The Boyd Law Group, PLLC is happy to announce that Patrick J. Boyd was named as an “Avvo Top-Rated Lawyer” in 2018. Thank you to all of our clients who submitted reviews which made this award possible.Patrick Boyd AVVO Top Lawyer Award 2018
July, 16, 2018
The Boyd Law Group, PLLC just filed race discrimination and retaliation complaints with the New York City Human Rights Commission against a Salon that serves celebrities. An article referencing the filing was picked up by the New York Post today online and will run in the paper tomorrow.
June 29, 2018
The Boyd Law Group, PLLC is happy to announce that Patrick J. Boyd was named one of the 2018 “New York Leaders In The Law” and featured in New York magazine. This special section of the New York magazine highlights the achievements of the tri-state area’s exceptional practitioners.
May 21, 2018
BLG attorney Stephen Bourtin was once again quoted in the Connecticut Law Tribune on May 17th, 2018. Bourtin weighed in on an attorney's privacy rights in pursuing her federal court litigation over a visual impairment. ainst Bausch Lomb Valeant Pharmaceutical
May 10, 2018
BLG attorney Stephen Bourtin was quoted by the Connecticut Law Tribune on May 7th, 2018. Bourtin gave his thoughts on an FMLA retaliation lawsuit. Nice going Steve!
May 1, 2018
The Boyd Law Group, PLLC participated in REHAL V. WEINSTEIN AND THE NEW YORK CITY HUMAN RIGHTS LAW, a panel discussion at the St. John’s University Manhattan Campus on Friday, April 27th, 2018. A small group of attorneys made up the panel led by David Marshall, Director of St. John’s University Center for Labor & Employment Law. The Boyd Law Group, PLLC was honored to be a part of this event.
April 13, 2018
We are excited to announce that The Boyd Law Group, PLLC has received the 2018 Client Champion - Silver Distinction award from Martindale-Hubbell.
The Client Champion awards are given to an elite group off attorneys who demonstrate commitment to client service based on the quantity and quality of their scores on Martindale-Hubbell client reviews. This is the second year in a row that BLG has received this award.
March 20, 2018
The Boyd Law Group, PLLC recently secured a nice win in The United States District Court for the District of Connecticut. Stephen Bourtin, head of BLG’s Stamford, Connecticut office, successfully defended a Defendant’s motion to dismiss in the United States District Court, District of Connecticut. On January 29th, 2018, the Honorable Michael P. Shea upheld the Plaintiff’s Title VII retaliation claim for opposing sexual harassment of a coworker and his claim for workplace free speech retaliation under the Connecticut Constitution and Conn. Gen. Stat. 31-51q.
March 8, 2018
Patrick J. Boyd quoted in the press relating to disability accommodation and strategic plaintiff side concerns in a union environment. Hat tip to new team member Rachel McCormick for her assistance with this article.
Patrick J. Boyd was quoted in a publication and discusses the benefits and drawbacks of being a freelance worker.
See the article "Is Freelance or Regular Pay Better?" by clicking the link here.
September 26, 2017
We are happy to announce that Patrick has been named to the 2017 New York Metro Super Lawyers list as a labor and employment attorney for the fourth year in a row.
August 8, 2017
The Boyd Law Group is happy to announce its successful defense of a commercial litigation brought against a longstanding and valued client, Fabric Branding, LLC. This action was initiated in the Supreme Court of the State of New York and assigned to The Honorable Cynthia S. Kern, J.S.C. Defendants filed a motion to dismiss which resulted in the dismissal of seven of the eight claims which were brought against Fabric Branding and its CEO and Founder, Simon Pearce and significantly limited the scope of available damages. After the Court’s ruling on the motion, the sole remaining cause of action for breach of contract against Fabric Branding was voluntarily dismissed on July 31, 2017. TRN, LLC - v. - Fabric Branding, LLC, et al., Index #: 654091/2016.
February 9, 2017
Patrick Boyd and Stephen Bourtin discuss non-compete agreements in an article by Lindsay Novak.
December 23, 2016
BLG was listed in the New York Law Journal’s Top Settlements of 2016 in the employment law section for top settlements.
October 10, 2016
We are pleased to announce that for the third consecutive year in a row Patrick Boyd was selected as a 2016 New York State Super Lawyer in the Employment Litigation category.
Patrick J. Boyd quoted in Forbes relating to BLG’s representation of a class of airline pilots, “American Airline Pilot Seniority Integration Faces Lawsuit by U.S. Airways Pilots”
The Boyd Law Group mentioned in a Law.360 article “Tire Co. Inks $2 million Deal to EEOC Sex Bias Row”, regarding multi-million dollar settlement in a class action case.